The other day in the party I had sat down with our company president to have a little chit chat and during the course of our conversation, I had asked him, ‘Say Kevin. Throughout your presentation, we heard a lot about clients, growth strategies and growth of the company, have you thought anything about employee benefit schemes in particular? ’ To my question, he had plainly answered, ‘No, I haven’t..’. My instant reaction was ‘Ohh!! I am a little disappointed..’. However in retrospect, lesser disappointed and more impressed was I by the man’s honesty. He very well could have spun a yarn, put forth an assortment of ‘company has ‘this’s and ‘that’s for you.’ But the fact that he was down right honest and told what was there, the truth, was what left me with an impression. With prophecies and dos and donts of management pouring out in galore virtually everywhere, as for me, one major aspect of managers and those being managed (whether they like it or not..) is ‘honesty’.
Being honest to the work, honest to assigned responsibilities, honest to colleagues and above all being honest to oneself. We should have the boldface to accept our faults, mistakes and try not shifting the blame on others. This is applicable for both the managers and the employees alike. The managers I feel in particular should be prudent in this front as to know the level of honesty of their employees. Say for instance in situations like, we have heard/read about being innovative at work. What if some dishonest person overhears somebody’s ideas and puts it in front of the manager under his label! Though I am a firm believer of human goodness, I can’t overlook the fact that there are dishonest people in this world. It is the very existence of such dishonest people that accentuates the necessity of honesty in everyday life, be it work or play.
So it is even greater responsibility endowed on the shoulder of the manager to figure out who is working with dedication and honesty and who is just malingering and see the thin line between honest and dishonest employees. Having said that it might cause a ripple through the employees because, well, we don’t like to be questioned about our honesty, do we? More so, what if there are dishonest managers amongst us? Managers like, who take the credit of your hard toil and shun you off the credit you actually deserve, displaying utter remoteness from honesty. Or managers like who overlook/underestimate your actual potential or managers like who don’t come up to you in person and tell you in your face the hard facts regarding you and go behind closed doors and build up multifarious stories!!!
Managing is a huge responsibility that should be carried out with honesty and I have a great respect for managers and equally great expectations from them. I want my manager to support me, encourage me and above all bring out the best ‘of’ me and also the best that is ‘in’ me. For that I seek for honesty, discretion, rectitude and authenticity in my manager. In return, he can expect the same from me too.
The other aspect of management that I and our president had discussed was about ‘equal opportunities’. I would just be reiterating the known fact that everyone is different and unique from the other and each and everyone has different learning curve and different approach to work and different temperaments. That is the reason why we all are addressed as an ‘individual’ rather than ‘herd’, ‘school’ or ‘flock’ for that matter. Giving equal opportunity to all also stems in managers being honest to the employees, recognizing everybody’s strength and acknowledging them and not adhering to favoritism.
Having said that, ‘above all’, we, before dividing into factions of managers and employees and demanding honest disposition from each other, we first should be honest to ourselves as a person, not an honest manager or an honest employee but first an honest person, an honest individual.
And concluding, for me management is all about bringing the best out of each other, isn’t it?