Unfavorable decisions belong to the job
A good boss must also take unpleasant decisions for the benefit of the company's success. It is precisely with this that supervisors who, as wellness experts, prefer to create comfortable oases, but their difficulties. And now?
Mr. Sonnenfeldt's total ambition is to offer his employees the ideal feel-good atmosphere. His motto: to friends. His mission: to keep all evil from his orders.
Peace, joy, pancakes - really?
This morning Mr. Rosen has poured out his heart with him. His urgently expected evaluation should be long ago, but he has stress with his girlfriend. The refused to go with him to the already booked ice hotel in Finland. Good that you can talk to Mr. Sonnenfeldt about everything.
Also about holidays, relationships and travel agencies. After two hours at the boss's office, Mr. Rosen was emotionally rebuilt and Mr. Sonnenfeldt was happy that he could show himself again mildly and sympathetically. The report just has to wait a few more days.
"I don't want to be the bad guy!"
And Mr. Rosen? He is relieved that his failure has no consequences - and even a little bit disappointed, because so important, the evaluation then probably not yet been. Next time I will not be so stressful, he thinks.
Mr. Sonnenfeldt doesn't want to be picky. And certainly not authoritarian. Asking an employee would never go to him Sense come. But basically he is only concerned with avoiding conflicts and avoiding resistance.
Wellness officers waste resources
Demanding performance has become terribly out of date - that sounds like pocket checking and telephone monitoring. But if mistakes and omissions do not have consequences, if those who have put in soup do not have to spoon it out, the quality of the work will inevitably suffer. And then the boss and employees also suffer with the company.
Mr. Sonnenfeldt is doing a bear service for himself and his employees. Does he even have an eye on what it costs the company if the highly anticipated evaluation of the sales team is only one week later than planned?
Trust is beautiful - control better?
Nobody is always perfect. But do not trust that employees correct bad performance on their own. Because who once slips and comes through, will expect the next time indulgence.
Thus studies also show that mistrust is a mark of successful entrepreneurs, as the interview with Professor Christian Lechner from the University of Bolzano busy.
Take responsibility to employees
It is up to you to take responsibility for your employees and to confront them with their mistakes.
Make it easy for yourself and your team: At the first sign of negligence, send the signal “I look closely. There will be no Schlendrian here. ” Then bad habits cannot even establish themselves in the team.
To leave conflicts on the scene
And another advantage is the immediate intervention: The conflict can still quite painlessly solve on the factual level.
When employees think they can defend benefices - "But nobody has ever had anything against that", etc. - emotionality is involved. And then it gets hairy.
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German edition: ISBN 9783965961661
English version: ISBN 9783965961678 (Translation notice)
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