Avionics News December 2013 - 55

Part of your regular feedback should
help the employee direct his or her
career. Employees need to learn new
skills, face new challenges and grow
professionally to stay engaged - and
employable - and you're in the best
position to make each happen through
mentoring, coaching and additional
training.
You also need to know each
employee well enough to match
results to rewards. Even the best
intentions can backfire if your reward
is perceived as a punishment, especially when it takes the employee
away from the work he or she loves.
3. Avoid communicating.
Employees need straightforward
insight into how their work contributes to your shop's goals and success, according to TSE Consulting.
Likewise, the National Federation of
Independent Businesses suggested
relaying why decisions were made
that affect their work; if you don't tell
them, they'll fill in the blanks themselves, and you may cringe at their
results.
But communication includes listening, too, so anything other than
undivided attention to an employee's
concerns or qualms - whether personal or professional - makes them
doubt their value. Remember, they
won't stop having issues, but they
will just stop bringing them to your
attention, and you get to deal with
any unpleasant surprises. Similarly,
when you ask questions and troll for
suggestions, take the answers to heart.
Anything else, particularly empty
platitudes, signals a lack of respect.
4. Set unreasonable deadlines
or goals. A challenge is one thing
- it can be a powerful motivator -

but an impossible decree is another.
There's often a fine line between the
two because of organizational issues
that hinder workflow, resource-based
shortfalls, or even engagement problems, where employees resent decision-makers they see as out of touch.
NFIB reminds us that once good
employees realize they can't make the
schedule, they'll resign themselves to
failure.
TSE Consulting suggested that
when considering schedules and
deadlines, remember you are your
employees' expediter. Focus on facilitating ways for them to get their
jobs done more efficiently, and know

where that line of challenge lies.
5. Provide shame. Calling out a
mistake publicly not only harms the
employee, but it hurts the morale of
co-workers, too - even if it's intended
to keep others from making the same
mistake. Fear is a terrible motivator
for working harder in the long run,
according to Dranitsaris, and so is sarcasm and ridicule.
You earn extra demotivation points
by carelessly threatening employees' jobs. It's one thing, according
to NFIB, to coach employees doing
Continued on following page

EXCHANGE INVENTORY

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parts that provides added value to our service relationship. Broad capabilities, competitive prices, high-quality workmanship, quick turnaround time and service. GIS personnel have the ability to meet that challenge to exceed customers' expectations every day.
That's why customers depend upon GIS full services, from testing, overhaul,
and repairs to exchanges and outright sales.
Try us, you'll be glad you did!

GEORGETOWN INSTRUMENT SERVICES
FAA CRS# GTNR482X * 210 Airport Road * Taylor, Texas 76574

512-352-9000

www.georgetowninstruments.com
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Avionics News December 2013

Table of Contents for the Digital Edition of Avionics News December 2013