Lead, Teach and Reward
The City of Rochester has some very bright, dedicated and educated people in their employ. Using the police department as an example, here is a sampling of that education.
- Law Degree
- Master Degrees
- Bachelor Degrees
- Advanced Police Management Training
Keep in mind that all of these employees are rank-and-file union members and not a department head. Virtually every police officer has, at a minimum, a Bachelor degree in addition to the required police training. The department, as a whole, is highly educated and dedicated.
Abrasive Management Style Thwarts Employees
Unfortunately, the managerial style that has been implemented for the past thirty years does nothing to foster either the growth or the input of these employees. In fact, the managerial style currently employed does just the opposite. It is an abrasive style that perhaps was well suited for the 1970’s, but has lost its effectiveness thirty years later.
An abrasive manger is quick to criticize and to undercut others. and is generally arrogant and insensitive to others. An abrasive manager withholds rewards and rarely, if ever, compliments subordinates for good work performance. Organizations managed by an abrasive management will experience quick burnout of even the best employees. Obviously, relationships with employees suffer and management views their employees in an adversarial way.
What I’d Like to See
Wouldn’t it be great if the city council would direct city management to take a new and different approach? I suggest putting in place policies and procedures that are forward thinking and up-to-date. Opening lines of communication with employees, and actually considering and intergrating their input, when appropriate, is another step I would like to see taken by city management.
I think the process of appropriate management is really quite simple if management follows some basic steps:
- Provide appropriate leadership
- Teach employees what is expected
- Communicate and establish relationships with employees
- Listen, consider and learn from your employees
- Implement employee ideas when appropriate
- Reward good performance
Together We Can Make It Happen
The most important step, of course, is the first one. None of the other steps can be accomplished if the basic leadership is not in place. Isn’t it time to provide proper leadership and stop being abrasive? If elected, I pledge to work toward these goals and to help move Rochester into a new management direction - one that fosters well rounded, highly educated and trained employees who believe that their insights, ideas and experience can have an influence on the work environment.
I’d love to hear your comments about my ideas.