Patty Hargrave

HR Can Help Your Company Stay on Track

When Passing Out the Thanks - Don’t Forget Your Boss

In previous Insights, we’ve discussed the advantages of showing appreciation to customers, employees, and co-workers.  But let’s not forget to appreciate those who are seldom recognized for the work they do - our management.  Chances are, they don’t get much in the way of thanks.

Recognize how well your managers do their jobs, and the difficult decisions they have to make every day.  They have to balance production and sales requirements and personnel actions, with the ultimate responsibility of helping to keep the business afloat.  This sometimes includes taking action like layoffs and downsizing, and then being accountable for the long-term effects of their decisions.  They are often left with the pressures of making sure the same amount of work gets done with fewer employees, and a smaller budget.

Management is held to a higher level of responsibility in issues like liability.  They are typically responsible for handling on-the-job injuries properly, as well as claims of discrimination or harassment.

Most of us are hesitant to show appreciation for our bosses, for fear we will become known as a “brown-noser.”  We don’t want to risk negative co-worker reactions.  But it would be good to take a minute to consider the pressures that managers feel from both sides – from the employee side and upper management.  Our managers are in the positions of seeing that business goals and objectives are met, while ensuring that employees are as happy and productive as possible.

A few things to consider: 

1. We expect our bosses to communicate clearly and explain work assignments effectively.  So, shouldn’t we do the same?  We can ask questions and express concerns clearly and take time to listen to the boss’s response.
2. Along with problems, offer solutions.  Don’t just bring problems to your manager and dump them on him or her; but instead, have specific alternatives or suggestions in mind that would improve the issue, or would be a starting point to finding a solution.
3. Offer direct feedback, but make sure it is done at the right time, and in the right manner.  Interrupting a manager in a meeting or when you run into him in the hallway may not make for the best reception to your ideas or concerns.  And present comments using courtesy and respect.
4. When the team or department is recognized for meeting a goal or for a job well done, offer congratulations to your manager too.  He or she most likely coordinated and encouraged the team throughout the process that produced the results.

You may be surprised how far a little appreciation and consideration will go, so remember – a positive attitude is contagious.  The energy created by taking the time to show appreciation to your boss could translate to motivation for the entire team.

 

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