While I agree setting clear goals and holding people accountable, I don't think that anger is the way to do it. It may work for young men in sports teams, but I don't think it's appropriate for the office.
The best people manager I had was an expert in employee relations, and as the HR Manager, he regularly conducted disciplinary meetings. He would clearly and calmly lay out the facts: you've done this and this, if it carries on the consequences could be this and this.
Yes, we all get angry. Yes, it's OK to be angry sometimes. But do we have a right to inflict it on others, especially those who report to us at work and who may feel their ability to put food on the table is at risk if you decide you don't like them? I don't think so.
Far better to be known as a fair manager with high standards. One who gives support where necessary but won't tolerate laziness or negligence.
While I agree setting clear goals and holding people accountable, I don't think that anger is the way to do it. It may work for young men in sports teams, but I don't think it's appropriate for the office.
The best people manager I had was an expert in employee relations, and as the HR Manager, he regularly conducted disciplinary meetings. He would clearly and calmly lay out the facts: you've done this and this, if it carries on the consequences could be this and this.
Yes, we all get angry. Yes, it's OK to be angry sometimes. But do we have a right to inflict it on others, especially those who report to us at work and who may feel their ability to put food on the table is at risk if you decide you don't like them? I don't think so.
Far better to be known as a fair manager with high standards. One who gives support where necessary but won't tolerate laziness or negligence.