Support vs. Requirement

We all like to imagine that we support our employees as fully as possible but do we always have in place a similar level of requirement? In this article we examine the concept of support versus requirement and how it affects ourselves and our workforce.

Support is a given for any decent manager. We like our personnel to be as well-trained as possible and provide day to day coaching to enable them to carry out their tasks as effectively as they can. We try to create an environment that is relaxed, calm and conducive for working. Well, most of the time, anyway. But do we always ask for something in return?

The theory of support vs. requirement is that if you provide a level of support equivalent to 8 out of 10 then your requirement should also be 8 out of 10. Not the 3 out of 10 that we often put up with.

The easy thing here would be to state that we always provide the maximum support and therefore should always expect the maximum result. But we don’t. We are called managers because we are given a finite resource with which to manage. This resource is often members of staff but can be viewed as anything from time through to money. Whatever we have there will always be a limit and we need to realise that.

So there are in fact 2 dangers. Not requiring enough and requiring too much. The best way to deal with this would be to honestly and objectively rate the level of support you have given to an employee in regards to a particular project and also ask the same of the employee.

If they give a much lower figure than yourself then ask them why they feel that way and what is missing. You might, as a manager, learn more about yourself than you knew before and this will give you the impetus to ensure you are supporting your staff members as fully as possible.

But having provided that support you will need to make sure you require something of your employees. Ensure they understand that now a level of support has been determined it is time to deliver in equal measure.

Supporting employees is critical to ensuring that they perform to the best of their abilities. But be honest with yourself as a manager as to what level of support you have actually provided and then ensure that you use that same level of requirement for your employees.

 

 

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This entry was posted on November 6, 2012 and is filed under Leadership, Managing Employees, Training. Written by: . You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.