How to Mentor An Employee. You’re going to need to make a lot of decisions when you join the big or middle leagues of management; indeed, it’s no great stretch to say that it can often be overwhelming. Perhaps one of the very first things you’re going to want to decide is the not-so-insignificant matter of what type of boss you want to be.
Do you see yourself issuing orders for others to follow, secure in the knowledge that if they do things your way, it’s going to get done? Or perhaps you see yourself more in a paternal or maternal role, guiding your junior employees so that they reap the benefit of your experience. You could even be the sort of manager that prefers listening, offering suggestions and then letting your subordinates make the decisions.
Let me give you my take on this based on my personal experience and hopefully save you a little time while you ponder this question: if you can, try like Hell to avoid the former. Authoritarian bosses (do as I...
I once had a boss tell me that I should spend my time telling my employees what to do, rather than bother to lead and learn how to motivate my employees. Needless to say, I didn’t buy into that philosophy and it probably explains why he was a deeply unpopular manager.
His problem, and a common one for managers old and new, was that he didn’t get to know his team as individuals. In his case, he didn’t want to – he believed being ‘touchy feely’ hampered productivity – but all too often, managers are either too busy to spend time with their team or their own empathy skills are sadly lacking.
Why does it matter? Well, let me just say this: until you know your team as people with their own personalities and motivations, you are never going to be a truly effective boss. Ignoring an employee’s ‘human side’ is one of the quickest ways to undermine their efficiency, commitment and creativity.
Yes I know, you’ll...