It’s Not Fair!

This post is the ninth in a series that shares a summary of a podcast from a company called Essential Communications, along with my notes that dig into each point a little deeper.  If you like what my post has to say, you may want to check out their website and see what else they have to offer you.

http://essentialcomm.com/podcast/your-teams-best-interests-part-one

Catching you up:  When employees believe their manager has their best interest at heart, they are more satisfied and more productive than those who don’t believe that.  Treat your people well, and you will be rewarded!

9.  Be fair. 

This is something we tend to not even think about as managers (or even as adults).  But if you know any children, you’ve no doubt heard the phrase, “That’s not fair!”  Children have an extremely strong sense of fairness and want to be treated in an equitable way.  We don’t actually ever outgrow that desire.  We just learn to tamp it down as we become more aware of how unfair things really are. 

You might be thinking:  Why do I have to be fair if the rest of the world isn’t?  

Well, this is one of those, “If every else did ____, should you?” things.  I hope the answer is that you’ll make your own decisions based on the right thing to do – the ethical thing, the moral thing, the thing that is good for your people, ALL your people.

Even when the world is unfair, we can create a pocket of fairness and justice and equity.  Imagine how wonderful that feels for our employees and team members who don’t get that on a regular basis.  That effort on our part shows them how much we are invested in them and their wellbeing.  It shows we care (and have their best interest at heart – and that’s good for them as well as for us since they will then be more productive and more likely to stay).

So, assuming I’ve made a decent case for why you should be fair, let’s jump into the how of being fair within your team.

Being fair doesn’t mean treating everyone exactly the same.  For example, you will want to support your employees who need more guidance and direction from you, but you also will want to remember to recognize and challenge your superstars!  They both need your time, feedback, and attention, but they need it in very different ways.

What are some of the ways you share your time with your lower performers or with those who desire more structure and guidance?  How can you give equitable time to your higher performers or more autonomous workers?  You may want to consider options like coaching, mentoring, professional and career development opportunities.

Are you remembering to give guidance to all your team members, helping each one grow in a way that is useful for where they are now – and for where they want to be?  Are you praising all of your team members, letting them know where their strengths are and what actions/task/behaviors you’d like to see repeated?  

Consider how your time, feedback, and attention look to each of your employees.  Are there areas where some might perceive a difference that is unfair?  Have you spoken to the employee(s) who would appear to be on the lesser side?  (It’s possible they don’t see any unfairness, and that’s fine – their needs are being met.  If they do feel they need/want more, you can then have a conversation about how to better meet those needs).  And, if you’re feeling spread too thin, think about what additional ways you can have your team members support each other so everyone on your team has their needs met.

I read a lot of articles and attend many webinars and conferences on how to create organizational cultures that motivate employees.  I love sharing the nuggets I take from those with you.

This month’s posts share a summary of a podcast from a company called Essential Communications, along with my notes that dig into each point a little deeper.  If you like what my post has to say, you may want to check out their website and see what else they have to offer you.

http://essentialcomm.com/podcast/your-teams-best-interests-part-one

1.    Be sure your employees understand their job. 

2.    Deliver lots of feedback—both praise and developmental.

3.    Create opportunities for new responsibilities.

4.    Allow employees to have high visibility.

5.    Position people for promotion.

6.    Provide professional development. 

7.    Offer career development. 

8.    Be the resource they need.  Share the view from your vantage point. 

9.    Be fair. 

10. Tell your team how to succeed with you.