1. Please talk less about your personal life.
Talking on topics that are not related to work helps build relationships, but many people feel uncomfortable in such conversations with a person whom they do not know very well. Employees, especially new employees, would not really like to listen to the manager’s stories about his recent vacation, a new car or an antique collection.
New employees want to feel that they are participating in something significant, and to understand how they are doing. Old-timers - what they think and care about. And conversations about the personal create the impression that management thinks only about themselves.
2. Can't you see that I'm really busy?
When a manager decides to look in and check how things are going or to discuss some nuances with specific employees, they do not always think that employees can be very busy, and the conversation may now be out of place. But subordinates do not have much choice. If we are talking about physical work, and there is an urgent need for conversation, then it is better to help a little and discuss something in the process - this will smooth out the situation. In other cases, it is better to carefully select the moment and coordinate this with the employees. Distracting someone from work, if the matter is not of paramount importance, is definitely not worth it.
3. You do not really care about my personal life
Regular banal questions like “How are you?”, “How are the children?”, “What did you do this weekend?” For many employees seem insincere. Unless the boss and subordinate are good friends. Therefore, you need to either have good friendly trusting relationships with everyone or talk only on working issues.
4. You claim to respect me, so let me do something important
Entrusting an employee with some important work is good proof that management respects and appreciates it. Otherwise, constant talk of respect is empty words that it is better not to pronounce how much in vain.
5. You claim to trust me, so give me something important and let me decide how to deal with it.
When management tells employees how to do a job, this is normal. After all, this is their business. However, to give an important task to someone’s hands and rely on him is the trust that employees value. If management cannot do this, then why create the illusion of trust? Of course, the employee must show through his work that he deserves both respect and trust. And if important instructions for independent execution are not received, then he should think. But hearing pleasant words, followed by no action, will puzzle anyone.
6. In truth, I would like to work here for a very long time
Many people under 30 often change jobs. Some leave because of money, and some because they cannot work together with their superiors. It doesn’t matter that any particular field of activity involves a high turnover of personnel. Management should always be concerned with why this happens in each case. Employees would like to have a job in which they are confident, and would like to work on it for as long as possible. It is also beneficial for companies to save personnel. Therefore, management always needs to analyze the reasons for dismissal at will. After all, this only happens if there is a reason.
7. This gift certificate is good, but a simple “thank you” would not hurt
When an employer pays a salary, this can be considered gratitude for the work done, but not quite. When he arranges a corporate party or gives small gifts, this is also gratitude, but not quite. I always want to hear a banal “thank you” for my work. “Thank you for sorting out this difficult client.” “Thank you for taking this order so quickly.” This is not a difficult, but very pleasant encouragement.
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