August 6th, 2013

Being the Boss

Step One – Say what you mean and mean what you say.

Your employees are aware that you are privy to information they are not. There is nothing wrong with that. If someone asks you a question to which you know the answer but cannot tell them yet, simply say, ‘I’m not going to lie to you; that has come up. I don’t have the answer for you yet, but I’ll tell you the moment I can. Here’s what I can tell you…’ and finish with something positive about them, their job performance or the team as a whole. Always end on a high note. If you start every conversation with the truth and end with reassurance and/or praise, the outcome will be a pleasant one, every time.

Step Two – Address every concern.

We know some concerns may seem trivial to you compared to the major issues you deal with on a daily basis, but to the person concerned, it’s not. Your employees don’t have to sit and fret over the budget or hiring concerns. They worry about the things that directly affect their jobs. Take the time to listen and ensure that, together, you and your employee have come up with an action plan to address the issue.

Step Three – Don’t just lead the team, be a part of the team!

Look, we all need a door every now and then, but a big corner office away from everyone with a door that’s always shut? No. Absolutely not. How are you going to know what’s going on with your team if you’re never with them? If you’re not in a meeting or tied to the phone, step out onto the floor and help where you can, whether it’s advising or just being part of the daily camaraderie. You may be worried about the manager/employee line, but Managers who are present, day in and day out, earn the respect of their team because they deserve it, not because their title demands it.

In the end, it comes down to honesty, communication and the good old golden rule. Treat others how you yourself wish to be treated and we promise, your team will respect and admire you.



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