Do As You Would Be Done By

Holding employees accountable for their behaviour and their work outcomes is important.  But it needs to exist in a supportive and trusting culture so that those employees are performing whilst being, and feeling, supported.  They need to be engaged with the organisation and its mission and feel that, when appropriate, their voice is heard.

If he/she expects employees to conduct themselves in a particular way, the manager must ensure their own conduct exemplifies such an approach and that they serve as a role model.

Any ‘rules’ must be simple and clear.  They should be explained in a format that allows feedback, part of an honest dialogue between manager and employees.

Employees are much more likely to respect and trust their manager when that manager demonstrates respect for, and trust in, the employees.  Trust and respect are mutual phenomena.

This largely equates to a culture of ‘do as you would be done by’.

If carried out in a clear and consistent manner, the manager and employees blend into a mutually respectful and engaged team.

The result is inevitably higher performance and productivity.