Saturday, July 21, 2007

The "Golden Rule" of People Management

I was going to blog about the current spat between Jonathan Lewis and Don Burleson on the OTN forums over LGWR and LGWR_IO_SLAVES but then decided that it wasn't worth the web space that it occupies. So, I will blog about a non-technical subject, managing people.

People management is a complex subject and there are numerous books published by folks smarter than I on the subject. Here's my take on it.

I've always tried to manage according to my belief that you should treat your employees the way that you would like to be treated. This is true not just at the workplace but also in life. Now, it is not always that simple but it is one principle that I try to adhere to. Like-minded folks tend to get along better than not and working towards a common goal is a good way to align beliefs and principles. Anyhow, back to subject on hand. Why is this important? Let say that you want to be treated respectfully and if you respect your employees then why would they respect you? It's simple and effective BUT there is a caveat. The caveat lies in the assumption that your belief is the same or similar with others. For example, if one of your employee is distrustful of others, their natural belief is that everyone is distrustful of them too so that is going to be a hurdle that will have to be handled. One way is to show by example and it will take time.

There are obviously other principles at play but this is one that i use daily in my life. Give it a try.

3 comments:

APC said...

One of the wise things Quentin Crisp said was, "Don't do unto others as you would they should do unto you. Their taste may be different."

Of course, he wasn't talking about man management, at least, not in the sense you were ;)

Cheers, APC

Joel Garry said...

You may want to align principles but not beliefs or ways of looking at problems. If you do too well at aligning the latter two, you reduce the teams ability to solve problems. As a manager, you want as much diversity of opinion as possible, but still work towards a common goal, which may be quite different than the individual goals.

It's tricky, but a solid foundation of respect helps a lot.

Peter K said...

Joel,
True. You don't really want a group of folks with the same slant to thinking. I was more focusing on personal beliefs/principles in human relationships. You could have folks who have differing opinions but still have the same basic principles in managing their interactions with other people.

RESPECT is one of the key factors along with TRUST which helps build good relationship.