The manager or supervisor that has a good relationship with direct staff will be an estimated 20% more productive than one that has a neutral or poor relationship with their staff.
A Forbes magazine article found here, revealed an interesting survey, recently conducted, which concluded that the most important attribute of a manager is being liked.
Their research on effective managers revealed 1 in 2,000 managers that were not liked were effective. So the old adage you don’t need to be liked by your staff to be effective simply isn’t true.
Being liked is the foundation for being effective.
Modeling these values will provide influence with staff to higher engagement:
• Being on time
• Showing courtesy, greeting others at the beginning of a shift
• Hearing both sides of a dispute
• Keeping promises
• Abide by company policies and providing feedback on performance
This phrase says it best. “All the things you say may be wise and true, I don’t care what you say I watch what you do.” These universal values are what employees want in their manager and are lodged in the golden rule which is values based.
Here is a proven way to be liked more by your staff. Paying attention to and learning about a person’s FORD increases the likelihood that you will be liked.
• Family
• Occupation
• Recreation
• Dreams
Family is important to most people. When the setting is right (you know them well enough) –over lunch, coffee break or a casual moment, say something like, “we will spend more time with our work family than we will with our own family, tell me a little about your family”.
They will most likely tell about their relationships with their spouse, children, brother’s sisters, parent’s grandparents and others. Even if they are experiencing relationship tension at home it is good for you to know about it but not try to fix it.
Remembering family names and events and repeating them back randomly shows you care and improves their willingness to support your efforts. Say something like, “how did the track meet go over the weekend? Wasn’t George doing the high jump?”
Occupation in the FORD acronym is about advancing their career by helping them professionally develop by providing training opportunities in people skills, obtaining certifications, mastering a new machine or skill. Also learn about their previous employers best practices. Caring about a person’s career is a strong motivator.
Recreation is one of the fruits of a person’s labor. The question “what do you do for fun when you are not working” elicits good feelings. Edify whatever they say even if it isn’t something you would like to do. For instance, if your worker friend says “I like to sky dive,” now is not the time to say you are scared of heights. Ask them to tell you how it feels to be falling toward earth? Be interested in what they are interested in. Occasionally send them an article or purchase a sky diving magazine subscription when you draw their name for Christmas gifts at work.
Dreams and goals tend to lessen with age. Helping a person rekindle their aspirations despite their roadblocks is valuable to them and you. Say something like, “when you were a kid what did you want to be?” After they have told you their childhood goals, ask “what would they like to do now if time and money were not an obstacle?”
Some people really struggle here as they accepted the finality of their current situation. Some will not be able to answer but may provide and answer at a later time. Giving a person some hope and encouragement to strive for their highest and a best is well received and increases their loyalty.
Knowing any one part of the FORD acronym improves the manager’s likability. Knowing all the parts about the person increases it even more. According to Target Training International it takes $3.25 per hour more to lure a front line worker away to another company if the person has a good relationship with their immediate manager or supervisor. The same principle holds true for executive positions. Reducing turn over and increasing the length of time a person stays with a company is a profit accelerator. And to think that can happen so easily by training the manger to be more likable.
