Manager’s role to esteem his team

Feeling esteem is essential for the professional growth. After the essential needs of food, rest, safety, security and social acceptance are fulfilled, the next logical step is to feel appreciated for what you do. That’s a fundamental part of the manager’s role; to tell his team member you’ve done a great job. The more important role for the manager is to set the scale according to which he will sense the performance of his team members. One further step that falls in the manager role is to convey the good or exceptional performance of his team members to the higher level of management.

What is important is to find a clear justification, again clear, for why you appreciate or neglect the actions of your team. Moreover, why you reject, disapprove or maybe feel that someone of your team is needless? That’s what we are going to chat about.

Before we start, the below trainings in Arabic and English provide a great foundation for the maintenance program. Whether you are in the maintenance management field for some time, you are new to it or you are intending to join it, grasp the limited Jan2021 opportunity for gifts. Those gifts will make your maintenance management career in 2021 as good as you intend. Join us using the below links ↓. One for the English training and one for the Arabic one. You can enjoy the Udemy platform and its Q&A session for these courses to create your own custom experience.

The border line between the needed skills and the employee as a human

The problem is both ways; from the employees towards their jobs and from the company towards its employees. The core problem can be treated only at a high level of consciousness. The core cure stems from recognizing that the value of the individual is not the value of what he is giving. He is valuable as he is. There is an illusion between the value of the individual and what is required from him as a job. There should be a clear function description of the job he is applying for. Moreover he should know what is expected from him. In other words, how he will be evaluated.

He is valuable as a human but, he needs to fulfill the requirements of the job he is doing now. If he fails to fulfill those requirements then he is not qualified for the job. This doesn’t affect his value as a human. But it is a problem either from the wrong selection of the employment team or from the ambiguous needs of the job.

The right skills will help to apply the knowledge gained correctly. Otherwise, without skills, he might be never able to use the information and knowledge that he had collected.

Objective Evaluation

This adds clarity to the company by understanding what skills they need to hire. And to the employee to know what skills he need to gain. When the organization is clear about the skills it needs, it can complete the gaps in its team and evaluate them objectively. This creates the trust between the team members and the workplace. Why? There no ambiguity of how each one of the team will be evaluated.

Clarity between knowledge and skills

We can separate knowledge into theoretical knowledge, and skills. In the maintenance field both skills and informative knowledge are crucial. You can make the theoretical knowledge or the knowledge based on information available through fixed steps. We explained those steps in a previous post -> Seamless Knowledge transfer. While the skills are acquired through hands on practicing. When assessing your team, make sure they are assessed based on the skill set they need and that you had supported them to acquire. Or, may be you had hired them because they demonstrated that they had this skill. Were you able to test this skill effectively? because that is the most difficult part of technical assessment. In short, be balanced and fair in distributing esteem to your team.