More on ‘passing the buck’

Egay Uy .

INSTEAD of passing the buck, there are several simple ways an effective leader can show his employees that he cares. This is what I understand of an article written by John Hall, a contributor to www.forbes.com and I will discuss some of them here according to my own understanding.

He says, “Perception is a very real issue for leaders. The must decide how they want employees to view them and act accordingly.  x x x Some want to be seen as assholes” and while this is a strategic decision, if a leader is “completely avoiding a personal connection” with his employees, he’s “making a big mistake.”

Hall added: “Employees who feel valued and appreciated by their leader are infinitely more likely to go above and beyond x x x and hold themselves accountable for their part x x x.”  In contrast, a leader who readily passes the buck is widening the gap between him and the employees.  Save your ass, if you will and the weak organization will surely gradually drip to the gutters.

Hall advises: go above and beyond to personally help employees.  It is not enough to simply assist them with work issues – that is, if you are already doing this instead of alienating them to suit your personal agenda.

A great leader relates to employees, not act like he is above them all.  Employees who say they cannot wait for five o’clock day in and day so they could leave the office are a sign the leader is not relating to employees and has failed in his basic management duties. Worse, is if the leader plays favorites among his close allies (partners in crime?) or sibling to the consternation of the employees behind the leader’s back.

An effective leader also backs employees up with clients, Hall said.  So, instead of passing the blame to them, back them up!  That customers or clients are always right is not always right.  Fire clients if you will to retain your best (best, not favored) employees.  Just because your best employees are not your personal selection in the first place does not mean you fire or transfer them at will.

A leader needs to be real and transparent with employees. A leader who tolerates an employee-sibling’s shenanigans will later find himself in deep trouble. A leader whose employees are afraid to speak out is one who has failed the organization because managing by intimidation (of nonenewal?) will not last long.

And a good and effective leader is one whose employees feel that the leader sees each one of them as a person, not just an employee to execute your to-do-list. The employees need to feel that their leader, and the organization, I invested in them. Once you show your team how much you value them, there’s nothing they won’t strive to accomplish.

Passing the buck is not the way to do it.