Managing Your Business

Overcoming fear

Fear often causes nervousness and stress, which can develop into more serious symptoms if not confronted. A way to combat fear is to evaluate it as if you are a coach or counselor giving advice. For example, tell yourself, "There is nothing wrong with being scared, but I must transform my fear into energy for my best performance."

Another way to conquer fear is to determine whether it is justified by listing your fear-causing assumptions. Delete those on the list that seem insignificant. Also, discuss your fear with a friend or mentor. Confiding in a compassionate person can help release anxiety so your fear does not become overwhelming.

Source: Adapted from Downshifting, as cited in Communication Briefings, July 2001 issue.

Losing good employees

Sometimes your actions can cause good employees to leave your company. Read the following list to determine whether you unknowingly perform any of these negative strategies:

• Delaying the interview or application process and not informing applicants about their status
  
  
• Telling new employees they will be part of a team but failing to include them
  
  
• Ignoring employees' suggestions or not telling them the outcomes of their projects
  
  
• Criticizing employees in front of managers, peers or customers or demanding rather than asking that they complete tasks
  
  
• Not saying "thank you" often

If you are guilty of any of these habits and unsure of how to fix them, ask your employees. And don't ignore their suggestions.

Source: Adapted from 10 surefire ways to lose great employees, as cited in The Motivational Manager, April issue.

Demotions aren't always better

You may think demoting an inadequate employee is less drastic than firing him and will help avoid a lawsuit. However, a demoted employee can sue you for discrimination and constructive discharge (creating an intolerable situation that would cause a reasonable person to quit). Before demoting an inept employee, consider the following:

• Has the employee met documented performance standards? If not, has he received warnings about his inefficient performance and opportunities to retrain? Before demoting someone, the reasons for a demotion should be clear. In addition, an employee's poor performance and your discussions with him about it should be documented. Keeping records is important for legal reasons and will prove a demotion is based on facts, not emotions.
  
  
• Have other employees been demoted regardless of race, gender or age? If an employee feels he is treated unequally, he may file a lawsuit.
  
  
• Can you transfer the employee to a position in which he can perform well? A demotion only will be successful if there is a bright side for the employee.
  
  
• Can the employee remain close to his current salary level after a demotion? Depending on how much you want the employee to stay with your company, you may consider allowing him to choose a demotion or resignation with a generous severance package.

Source: Adapted from Manager's Legal Bulletin, as cited in The Manager's Intelligence Report, April issue.