Several years ago, I had the opportunity to tour a concrete plant. Not only was the manufacturing process fascinating, it deepened my respect for the business and the industry in which it operates. Below is a summary of what I learned and how it applies to effective employee management in all businesses, regardless of size or industry.
An Analogy for Effective Employee Management
The concrete manufacturing process is a multi-stage operation that mirrors the complexities of managing employees effectively. It’s an ongoing process of checks and balances:
- Batching or measuring materials. Raw materials, such as limestone, clay, and marl must be collected for the concrete mix. At this plant, it is blasted from a rock quarry.
- Mixing. For larger quantities, a concrete mixer is typically used. (Imagine a gigantic mortar and pestle controlled from the cab of a luxury vehicle.)
- Transporting. Once the concrete mix is ready, it is driven to the construction site in a truck with a mixer on the back.
- Pouring. At the work site, the concrete is mixed. Then, the driver places the chute and begins to carefully pour the mix so it hardens in a specified form, such as a building’s foundation.
- Compacting. The concrete must be distributed evenly, and air pockets have to be removed. This can be done using a variety of tools, including tamping rods and vibrating machines.
- Curing and finishing.If the proper temperature and humidity are maintained, the concrete will harden and gain strength.
- Maintaining, repairing, and improving. Preventative maintenance not only extends the life of the concrete but also reduces overall repair or replacement costs.
Effective employee management is no different, as we discussed during my tour. I observed pleasant interactions among employees and managers who seemed to know exactly where to be and what to do.
This corporation seemed to understand the similarities and years later participated in one of my trainings on holistic, trauma-informed management.
Balancing Competing Interests
Employment is a mutually beneficial partnership among parties whose values and goals sometimes conflict. As managers, we must balance those competing interests to create a peaceful and productive workplace by:
- Prioritizing Safety. Concrete manufacturing is inherently hazardous. Employees risk their lives to provide us with modern conveniences. Profit should never replace safety as a top priority.
- Ensuring Ethical Business Practices. Training and supporting employees or restoring lands depleted by manufacturing may be costly in the short term, but the long-term damage to communities and the environment can be even more costly. Doing what is right makes good business sense.
- Keeping Our Promises. When we accepted our roles as employee managers, we agreed to comply with all laws, rules, and regulations. Integrity here is not optional.
Prioritizing Self-Awareness
The Seven Choices from my book, DIY Conflict Resolution: Seven Choices and Five Actions of the Masters, can help you avoid exacerbating workplace conflicts and manage employees effectively:
- Forgive yourself for having conflicts. Conflicts are inevitable when diverse values and beliefs come together. Learn to reconcile them and channel them toward innovations.
- Acknowledge yourself for taking action toward conflict resolution. Many people postpone troubleshooting indefinitely. Acknowledge your efforts in addressing issues.
- Forgive the world and the behaviors it causes. Your employees are doing the best they can with the experiences that have shaped them. Many have been shaped by trauma that hasn’t fully healed.
- Free the emotions before you engage. Release your anger, frustration, etc. privately before addressing conflicts.
- Clear your mind. Focus only on the current conflict. Don’t bring up every infraction.
- Assume nothing. Investigate each situation anew so you don’t miss any critical details.
- Listen with your third ear. Compassionate listening fosters mutual respect, renews commitment, and increases collaboration.
Remember, every employee is unique and may require different types of support. An effective manager recognizes this and partners with employees to resolve conflicts together.
Conclusion
Not all large corporations are evil. They provide many of the products and services that make our lives more comfortable and convenient. Additionally, they can teach us how to be more successful in our own operations, from developing great products to managing employees effectively. There is room in our economy for businesses of all sizes, each playing its unique role.