If you think your employee like you because you dress nicely or because of your looks, the you are partially wrong. they are always looking out for the way you interact with employees on a day-to-day basis. Most people think it is possible to be an effective leader without being likable.
So how far is this true, we can see it in this article which suggests 7 ways to build a professional relationship with your new employee. And if the person is a new employee, you need to be concerned more about him.
Small intro between employee and colleagues:
When a new employee joins the office, the person tends to be very nervous. The reason is obvious. It’s a new working environment for him, new people, new responsibilities. And in this nervousness he can commit mistakes. So it is a seniors or high-level management’s duty to make him comfortable by talking to him and making him introduce to other employees or his would be colleagues.
New-hire orientation process:
As the employee is new, he would only be knowing what he has heard and read about the company. So to give a better view of the company, a high-level management person or his boss could arrange an orientation program and make him familiar about company policies, procedures and specific expectations that are required of them. Often times, employees are handed a copy of the personnel manual or handbook and are asked to read this on their own time. That could be a bit boring for him. So why not discuss then and there with him.
Responsibility for both boss and employee:
Review the employee’s job description with him so there is a clear idea of what responsibilities are required of the position. Work with the employee to establish goals and provide feedback regarding progress and overall performance.
Show your employees you trust them by giving them responsibilities that truly empower them and that allow them to grow and feel like an important part of the company. Encourage one to gain new skills, competencies and capacities by hiring from within wherever possible and by giving promotions at appropriate times.
Respect and Appreciation:
Employees want to know they are respected as people and that their contributions are appreciated. If you treat their work lightly or fail to acknowledge them because you’re too busy or distracted with your own concerns, they’ll likely start to feel dissatisfied and will start to look elsewhere for the respect they’re hoping to find. Every single employee should be treated with respect. This doesn’t mean that their behaviors or output is always respected—but the respect you hold for that individual and their unique talents should always be clear.
Regular follow up with the employee:
Respond to employee questions and concerns in a timely and professional manner. In the matter of complaints or investigations, follow up with the employee to ensure that the matter has been resolved. Be sure to include as much information as possible in your response so the employee thoroughly understands the reason the decision was made.
Rewards and Recognition for employees:
Coordinate regular employee events such as company picnics or awards banquets to provide colleague recognition, as well as an opportunity to interact with colleagues that they may not see on a regular basis. This provides internal networking opportunities and is a great way to reward employees for their hard work.
Time to relax:
Be generous to your employees when it comes to leave and vacations. Don’t exaggerate, but make sure your employees have sufficient time for sick days, family vacations, new babies, etc. Remember that it’s their jobs that enable the company to grow, but also remember to allow your employees to enjoy their lives during the time they’re outside office walls.
Give employees a chance to catch their breath from one assignment to the next. You can accomplish this by encouraging team-building activities and building break periods into the day. Keep objectives firmly in hand, but don’t eliminate workday fun altogether.