Not a day goes by without a user of a social network platform focusing on professional networking and career development posting or forwarding an article or two about what the difference between a leader and manager is, what modern progressive employers should do for their employees. All these are important, and wise and good employers would heed the message.
Taking personal responsibility and not deflecting the problem or issues elsewhere is the foundation of building success. That’s why employees too, should deeply reflect on their role in enabling the employer achieve goals and success. Many employees seem to think their employers are there to just give them “things” without them equally giving “something” back to the employer. An “Us” and “Them” tension will not create a conducive environment for excellence. It’s time for employers and employees to understand and deeply reflect on their roles. By Nimroth Gwetsa, 31 May 2020.
Many small-business owners are their worst enemies and no wonder their businesses are not growing. I suppose those are the kind of employers interested mainly in making money than building successful businesses and lasting legacies. I feel sorry and sad for the welfare of employees working at such organisations.
As an example, I will confine my remarks to one small company I have recently interacted with, but will not name it, for the focus is not on the outfit, but lessons we can learn from its operations.
The small outfit is managed by its owner, seldom going to the office, and when he does, arriving late and leaving early. The business has an office-bound manager who, perhaps by instruction by the owner, or compensation structure, never leaves the office too and manages all field workers and clients telephonically (remotely). Neither the owner nor the manager ever goes to the site to assess the area before work commences, or to inspect work done by field workers upon completion. The supervisor or team leader is the only “senior” person to the site, and this role is usually given to the driver of labourers onsite.
Nothing wrong with employers trusting and empowering their employees to that extent, but it is foolhardy to have no independent and senior level kind of quality assurance performing pre- and post-work assessments. These assessments need to be done for every job done, but can be done randomly, or at best, based on some risk or profile or potential follow-on opportunities. At the very least, the point is to ensure the client is reassured of the quality of work and professionalism of execution for their peace of mind and sense of importance.
I happen to be empathetic though demanding high standards of services provided to me. I strive to maintain integrity in all my dealings, and I could see how unscrupulous employees or clients could exploit opportunities to take advantage of the owner.
Quality assurance throughout the stages is important because it not only results in the company saving on resources, but can be a deterrent against dishonesty by employees and clients. Had I been dishonest, for example, I could have underplayed the extent of work required, so the employer or manager can charge me less for the work, but later complete the other extensive work privately with employees at a cheaper cost without the manager or owner’s knowledge.
Even if the transaction was honest throughout, the employer may lose follow-on business for being apathetic especially when the client is familiar with receiving superior services from more professional providers. It’s in the interest of every good small-business owner to expand their businesses and leave a good impression with clients. Such efforts will enable the owner strengthen their company’s brand to stand better chance of competing with bigger and more expensive players.
I therefore urge small-business owners to stop being penny wise and pound foolish – worrying about cutting costs and acting like “prima-donnas” treating work like an unimportant chore – if they want their businesses to be sustainable sources of their wealth creation and legacy. It’s important employers and/or owners know their role and reasons for the existence of sustainable businesses.
Turning to employees, I had the misfortune of interacting with one from a big corporation in one of my business dealings. The “streets” would describe this employee as one on a power trip.
Whatever I tried doing or wherever and to whomever I turned to, to pave the way for the commencement of my appointed work, he would frustrate my efforts. I could not understand his behaviour, but I chose the diplomatic pacifying approach of dealing with him, though I was known to his employer and had a closer relationship with the employer than he probably did. But I did not exploit my relationship with his employer, neither did I make the employer aware of the unbecoming behaviour of his employee’s performance, as I first wanted a one-on-one coach/mentor-to-mentee discussion with him when calm had been restored. But I will, without referring to my situation, soon make the employer aware and to be watchful of his behaviour lest it costs him clients and his business.
Nevertheless, this experience made me wonder whether this employee knew the implications of his behaviour to the success or failure of the business, more so, following the hard lockdown we have just emerged from.
Many employers cannot sustain their workforce and operations to recover from the financial hardship of the lockdown and general poor performance of our economy. As a result, many employees risk having their employment terminated. It’s thus prudent, though somewhat late, for employees to make a good impression to their employers by doing their best to attract, than repel business. By now, many employers already know who their valuable employees are and though it is against labour laws for employers to be vengeful by laying off staff they dislike, employers can easily find ways of justifying laying off value destructive employees. Employees should watch out and do their best whenever an opportunity arises.
My appeal, therefore, is for employees, to thoroughly understand the implications of their role and behaviour. They need to understand the opportunity they have, not only to secure better career prospects for themselves, but contribute in the success of their employers, so they too can retain their jobs and be progressive contributors to the business.
I’ll say again, what I once said in previous other articles, employers, look after your employees and clients. Likewise, employees, make an effort to always understand and know the implications of your role for yours and your employer’s success.