Ted Pollock

Tell them when they are doing better

Most managers will happily pat an employee on the back when he or she does an outstanding job, but will say little or nothing to indicate recognition of any other kind of work.

Yet, the human capacity for praise is enormous. Few of us can hear too many good things about ourselves. And the truth is, few people have the opportunity-or the ability-to turn in one outstanding job after another.

As a manager, therefore, you ought to bear in mind the importance of complimenting an employee on performance improvement.

If one of your people is doing a job better than ever-even if not yet superlatively well-say so. It will prove that you are paying attention to him and that his efforts are not in vain. It will help to keep motivation and enthusiasm (and therefore morale and productivity) high. It will make your job a lot easier. And it costs you nothing.

Common errors in giving directions

"Why can't people follow simple directions?" Breathes there the manager who has not said that at one time or another? Ironically, the problem may be the manager himself. Make sure you're not at fault by avoiding these common errors:

• Giving too many orders at one time.
• Failing to make sure your orders are understood.
• Putting too many "don'ts" in your orders instead of stating things more positively.
• Giving insufficient instructions, or too many of them.

The solution to all these errors lies in remembering that directions and orders must be personalized to fit the individual's needs, rather than be an expression of the manager's own unspoken concerns and needs.