Last week I discussed conscientious customer service, and how attention to small details can make or break a client’s experience with you. The example I gave comes from a service provider’s viewpoint. This week I will address conscientiousness management and how it affects employee job satisfaction, and customer satisfaction as well.
Effective vs. Ineffective Management
Nothing can dampen morale in an organization faster than a bad manager. I’ve been in the beauty business long enough to have had several types of managers; and from what I’ve observed, ineffective management is not always intentional. It takes a certain type of personality to be able to motivate and work with people.
And just because someone knows how to do a job well doesn’t mean they’d make a good manager. They should ideally have some experience in the industry; but more importantly, they should have a conscientious personality.
What Makes a Manager Conscientious?
A good, conscientious manager is more than just someone who keeps everyone on track and hitting goals (although those are undeniably important tasks). Along with getting things done, a conscientious manager is emotionally intelligent, organized, open-minded, and ethical. They pay attention to, as well as understand, what motivates each team member. It’s the manager’s job to know and work with each team member’s strengths and help them in areas where they need support.
If you’re a manager trying to better understand your team, take time to get to know each of them on an individual level. This will give you insight into the best way to work with them. If you need help figuring out their strengths, have them take a personality test. A personality test will help you understand what types of duties would best fit them.
Working With Different Personalities
Let’s say the personality test reveals that a team member is organized and works well when given clear tasks and guidelines. It might also indicate they also enjoy checking things off to-do lists. If they are naturally helpful and always looking for ways to contribute when they don’t have clients, use their skills for organizing during downtime.
Instead of just asking them to clean when things are slow, have them take inventory of retail and backbar products. Teach them how to order items you’re out of. Train them to input new inventory into your spa/salon software. They might even be able to create to-do lists for the entire team or help improve the to-do lists you already have.
Supporting Team Members
Gradually increasing responsibilities for an employee can introduce them to positive aspects of themselves they weren’t aware of. If they have the desire to be in management as well, this is a good motivator for them because it builds confidence in their abilities. Keep in mind that if you’re going to be consistently giving this person more duties beyond what they were initially hired for, an increase in wages needs to be discussed.
When it comes to creating and maintaining outstanding teams, conscientious management can make all the difference between a successful or toxic work environment. If you’re a manager, take the time to get to know your people. Work with them to understand what gets them excited, then figure out what motivates them. If you do this, they will find their roles fulfilling and will come to work happy. And in turn, your customers will be happy as well.