Consistent Management Practices
I knew it all. Didn’t everyone when they were just starting their career? I was hired as a housekeeping supervisor upon graduation. Armed with a degree in psychology and the arrogance of a 22-year-old, I was ready to take on the world of management. As a manager, I thought that if I was their friend, they would do good work. I didn’t realize how wrong I was. It took me a while to learn that I wasn’t there to be their friend, I was there to manage and lead. I couldn’t play favorites and I couldn’t treat people differently just to get more work out of them, because that would definitely have the opposite effect. I certainly wasn’t consistent in my management style. It was a tough lesson to learn, but one that I needed to learn. Consistency is key in management.
Inconsistency in management practices takes a lot of different forms and it’s important to know when you’re not being consistent. Showing preferential treatment to some employees while others are overlooked in inconsistency, like holding someone accountable because they are late while letting others skate by without repercussions. Holding employees to different standards or providing inconsistent feedback or having varying standards for employees can lead to a work environment that’s filled with unfair treatment, favoritism, and distrust. An environment like this is usually one of low employee morale and high employee turnover.
Here are a few ways to cut out the inconsistency in your management practices:
Provide clear communication channels within the company
Set clear performance expectations from the beginning and hold employees accountable for their performance
Develop leadership programs to build management skills like communication, fairness, and accountability
Foster a people-first environment
Be aware of your own personal biases
Create open communication channels to address employee concerns
I learned a lot about managing people in my first job. I learned that it’s best to treat people fairly. I can still be nice to people, but I have to treat people uniformly. I learned it’s best to be consistent in my own actions and behaviors as a manager to avoid a work environment filled with distrust or favoritism.
I’ve heard a lot of managers being accused of unfairness and favoritism. To mitigate that, it’s best to create standards and hold people accountable for their work performance. Consistent work practices foster a sense of trust, fairness, and stability among employees. It allows them to understand their roles, the expectations of the company and promotes a productive work environment. Consistent management practices support employee development and encourage a positive organizational culture. With a focus on being a people-first leader, you can accomplish great things while retaining great employees.
