Message to Managers – Lead by Example

Manager Training This Way

Guidance for Trainer 
This training is provided to facilitate talking with your managers and supervisors about their responsibility to lead by example. Often, the best time to review the subject is during regular weekly or monthly meetings. Review the following examples with your managers, considering your specific environment and industry. Make sure your managers are aware of your expectations and the consequences for failing to meet those expectations. 

How to Lead by Example 
As managers and supervisors, you’re the face of the organization. Employees look to you for instruction and guidance. Accordingly, if you fail to lead by example, you’re doing a great disservice to both the employee and the organization. Managers who fail to abide by the organization’s policies and procedures will be subject to discipline. 

Review the two hypothetical scenarios below and think about how you’d have handled the situation. Next, consider whether your actions would've set a good example for your subordinates. 

•  You walk into the break room and notice a group of employees staring at a cell phone laughing hysterically. You approach the group and notice that they’re watching an online video poking fun at people in wheelchairs. The video features a well-known comedian and even though you know it’s inappropriate, you think it’s pretty funny. 

What kind of example will you set? What did you decide? Did you laugh? Or did you ask the employees to turn off the video?
It should be readily apparent to you that joking about disabled persons isn't appropriate for the workplace. Take this opportunity to remind the group that this type of behavior is unacceptable at work and require that they immediately turn off the video. Laughing would send the wrong message to your employees and undermine the organization’s commitment to providing a harassment-free working environment. 

•  It’s Super Bowl Sunday and you’re the only manager working. Your favorite team’s playing and you’re dying to check the score. There’s a strict policy against using the organization’s computers for personal use, including searching the internet or streaming videos. Likewise, the organization prohibits use of personal mobile devices during working hours. An employee comes into your office and asks if you could check the score of the game on your computer or cell phone. You could easily check and you know the employee won’t tell on you – they want to know as much as you do! 

What should you do? What did you decide? Did you quickly do an internet search? Or did you tell the employee “no”? 
As tempting as it might be, you can’t violate company policy. Sympathize with the employee and remind them of the organization’s policy. Tell the employee that you’ll check your phone on a break or after your shift and let them know about the game. It’s not always easy to do the right thing; however, if you fail to lead by example, your ability to enforce workplace policies and your credibility as a manager will be jeopardized. 

ePlace Solutions 2013

The Mobile Device has Replaced the Water Cooler as the Center for Employee Gossip and Distraction

Keeping a watchful eye on today’s workforce can be challenging. Gone are the days where groups of employees would congregate around the water cooler to discuss the latest gossip or swap stories about the weekend’s best parties. The gossip and loss of valuable work time continues – it’s just not as obvious. Employees today are tweeting, posting, texting, uploading, playing, etc. on their mobile devices constantly throughout the day. Get control of this modern day water cooler by following the steps outlined below. 

Implement a Mobile Device Use Policy 
The employer controls the work environment. It’s well within your organization’s prerogative to prohibit the use of mobile devices during working hours. If an absolute prohibition is too strict for your organization, then craft a policy that clearly sets forth the acceptable circumstances when an employee is permitted to use their mobile device (i.e., during breaks, in an emergency, etc.). Remember the more exceptions, the harder it will be to monitor and enforce the policy. Your policy should be in writing and distributed to all employees with an acknowledgment of receipt. 

Enforce the Policy 
Preparing and distributing a policy is the easy part – enforcing the policy is the challenge. 

•  Train Managers: If the policy is to work, all managers and supervisors must understand the parameters of the policy and the consequences for violating the policy. Most importantly, managers will need to set a good example. If a manager is seen texting or playing their favorite app during the workday, employees will likely determine that the organization isn't really serious about the use policy. 

•  Consistent Discipline: As with any policy, enforcement must be consistent. Don’t allow certain employees more freedom than others. Don’t discipline some, but not all, for violating the policy. If discipline is inconsistent, it may create the appearance of unlawful discrimination or favoritism. 

 Review and Update 
Technology changes fast and your policy should change with it. Make sure to periodically review your policy to ensure that it’s appropriate given the latest technology. If you modify the policy, re-distribute it to employees and highlight the changes. 

Be Observant 
Just as in the past, the approaching manager or supervisor can still cause the gossipers to stop and get back to work. It may not be as easy as spotting a group around the water cooler but it isn't impossible. Watch your employees, make your presence known. It will be much more difficult to sneak a tweet or text if they know that you’re watching and monitoring their behavior. 

ePlace Solutions 2013