STANDING UP FOR STAFF
Worker Survey Shows Traits They Want Most in Managers
To be a good communicator, a manager’s actions should speak louder than words,
suggests a new survey. Twenty-eight percent of workers polled said their bosses
could be more effective by standing up for their staff when needed. Putting a
lid on office politics was cited by 24 percent of respondents as a way for
employers to improve communication.
The poll was developed by OfficeTeam, a leading staffing service and corporate
partner of the International Association of Administrative Professionals. It was
conducted by an independent research firm and includes responses from 571 men
and women, all 18 years of age or older, and employed.
Survey respondents were asked, “In which one of the following areas do you think
your boss could communicate more effectively?” Their responses:
| Standing
up for staff when needed |
28% |
| Nipping
office politics in the bud |
24% |
| Talking
less and listening more |
22% |
|
Encouraging people to take breaks |
11% |
|
Something else/none of the above |
13% |
| Don't
know/no answer |
2% |
| |
100% |
“Most employees expect
their managers to have solid communication skills to assign projects and keep
the department running smoothly,” said Diane Domeyer, executive director of
OfficeTeam. “However, more subtle behaviors can also enhance the work
experience. The best employees want someone who will be their advocate.”
Domeyer notes that communicating with staff -- and on their behalf -- plays a
vital role in building job satisfaction. “Managers who promote employees’
viewpoints, support their staff and limit the impact of office politics show
they value and respect their team members. In leading by example, they not only
encourage staff to develop similar skills but also promote a more positive
corporate culture,” she said.
Domeyer offered these tips for better communication at the office:
- Don’t fuel the rumor
mill. It exists in every organization and goes into overdrive when managers
limit top-down communication. If your staff doesn’t hear the news from you,
they will likely get it from another source.
- Hold all employees to
the same performance standards. Be consistent in communicating and maintaining
your expectations for quality. Letting certain employees or situations fall
under the radar can fuel speculation of favoritism.
- Observe and listen
during meetings. How do others speak to and about your staff? If people are
being questioned unfairly or criticized, speak up in their defense.
- Be accessible. Don’t
let e-mails and voicemails stack up without acknowledging them. If you can’t
address questions immediately, tell your staff when you can.
- Ask questions.
One-on-one, impromptu discussions with team members can give you an indication
of any political issues brewing before they escalate.
OfficeTeam, an IAAP
corporate partner, has more than 300 locations worldwide and offers online job
search services at
www.officeteam.com.
# # #
According to the
IAAP 2005 "Profile of Administrative Professionals" survey
(3,200 total survey responses), here are ratings of qualities
that are most important in a manager/supervisor/boss
(On rating scale of 0 to 10 – 10 being most important
quality; 0 being least important quality)
| Effective
communicator |
9.6 |
| Is
approachable |
9.5 |
| Stands up for
employees |
9.3 |
| Knows his/her
job and has an effective vision for success |
9.3 |
| Gives feedback
and praise when warranted |
9.1 |
|
Well-organized; gives clear direction |
9.0 |
| Delegates
meaningful tasks |
8.8 |
| Understands
work processes |
8.7 |
|
Other responses |
|
# # #
Other Helpful Article Links for Managers/Employers
12
Ways to Keep Good Employees
Preparing for a New Executive
How to Attract Qualified Administrative Job Candidates
Management articles from Monster.com
"Same Job, New
Boss" - article from January/February 2004 issue of OfficePRO
magazine