On disciplining your subordinates

Margaret is a newly hired manager in a call center company. Being younger than his subordinates he was in a quandary on how he would discipline them whenever they violate the established norms of their organization.

Employed properly, without bias and swiftly a disciplinary action could straighten an errant behavior. Employed with the intention to simply shame a subordinate a disciplinary action  could immediately backfire to the one who is imposing it. 

So how would you go about in disciplining an errant subordinate? The first that you should do is you have to discipline in private with you present and the errant subordinate only. Your action should focus on the offense alone and not the person involve. For example, if the offense is his/her being noisy in the workplace which disturbs the concentration of his/her co-workers.

By all means focus your disciplinary action on his/her being noisy never try to delve into his/her personal character.  For the simple reason that a disciplinary action must always point to the offense and not the person involve in that offense. 

After all has been said, ask the person involve on what solution he/she could suggest to heal the offense. After listening to the suggestion and if you are satisfied treat it as a closed issue and move forward.

If you are not satisfied with the suggestion it is incumbent upon you as a manager/leader to craft or create a useful solution that would solely focus on the offense and not the person. -  Marino J. Dasmarinas    

A basic motivation tool called Human Relation

Do you know how to exercise basic Human Relation?

In an organizational setting, there are managers/leaders who do not know how to exercise proper human relations towards their subordinates. They think that by virtue of the position that they occupy in the organizational hierarchy they would already be able to motivate their people. However, it doesn’t work that way.

Managers/leaders should know basic human relations for the simple reason that this is one of the most effective yet untapped motivational tools that they could employ in the exercise of their function/s.

For example, instead of waiting for your subordinates to start a conversation to enhance your professional bond; why not start it yourself? It will not hurt your position as a boss if you’ll initiate little conversation with your people. It would even enhance your reputation as an approachable manager/leader.

Instead of waiting for your people to smile at you when you cross paths in the office why not smile at them first? When you see your people in the hallways or in the canteen why not say: “Hi” or “Hello” for them to know that you recognize them.

These pointers are simple and very basic motivational tools that use simple human relations. That would enhance your reputation as a people oriented and approachable leader/manager.

Therefore, without you knowing it you already have a very motivated workforce. Simply because you used one of the simplest yet very effective motivational tool for your employees which is basic human relation. - Marino J. Dasmarinas