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12 May 2014

Planning and Developing Employees’ Confidence

This entry is part 7 of 9 in the series Placebo Management

Placebo ManagementIn discussing his performance review me, a friend indicated his employer thought he needed confidence. So, I asked, “What are they going to do to help develop that?” Dumbfounded, he shrugged his shoulders.

Isn’t it ironic that we talk about building confidences of soldiers, athletes, musicians and actors but not employees?  As mentioned in a previous post, the movie Top Gun is a classic discussion of confidence’s importance. Yet, while we give much time to planning and developing skills and education, we don’t with confidence. Every post in this series helps to change that. I call it placebo management because it focuses on intangibles that can alter our perspectives, performances and results.

In doing this, here is the critical question: If I had a very short opportunity with an employee, what would I:

Ideally, this should occur when the employee approaches us as spontaneity and informality makes the opportunity more impactive. It’s very impactive to work these points in answers to employees’ questions. We can usually work in with various conversational techniques without having employees feeling we are taking control of the interaction they initiated. We can also encourage such interactions by making ourselves available through “management by walking around” activities and periodic “how are you doing” phone calls.

In this way, just as we turn a house into a home, we will turn a place of work into a source of confidence.

 

Series Navigation<< Placebo Management (Pt 5): Emotions, Health, PerformanceBetter Bedside Manner, Lower Malpractice Risk >>

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