There Is No Good Way to Manage People: Staffing Advice for Door Dealers

“People are people,” the old saying goes. That means everyone brings his own personal baggage with him to work. People make poor choices, act rashly and defend their own comfort zones. People have agendas all their own that often have nothing to do with the work agenda that you as a door dealer owner are promoting.

Sometimes the selfish and petty things people do are no surprise. If you let them, some employees repeat behaviors that have been seen many times before, such as infighting, jealousy, jockeying for position, and defending turf. Other times, the selfish and petty behavior is quite a surprise. In contrast, every workplace also has people who perform well, take care of themselves, are supportive of others on the team when needed, and keep below the radar.

Good door dealers try hard to motivate and guide their people to meet agreed-upon goals. They put procedures, protocols, and guidelines in place to keep things fair and organized. They give feedback, motivation, and direction. But at the end of the day, the best owners realize there is no good way to manage people. But since managing people is the key to any business success, you have to try anyway.

There are many books on people management, and you may have practiced all the different styles. If you boil down all the great people-management advice as much as you can, there are really only two things to do. One is to make sure your staff members are receiving ongoing training, feedback, correction, and motivation for all their work-related behaviors. The other is to leave your people alone and let them work. The trick is to know when to do which with each person.

“People are people,” the old saying goes. That means everyone brings his own personal baggage with him to work. People make poor choices, act rashly and defend their own comfort zones. People have agendas all their own that often have nothing to do with the work agenda that you as a door dealer owner are promoting. Sometimes the selfish and petty things people do are no surprise. If you let them, some employees repeat behaviors that have been seen many times before, such as infighting, jealousy, jockeying for position and defending turf. Other times, the selfish and petty behavior is quite a surprise. In contrast, every workplace also has people who perform well, take care of themselves, are supportive of others on the team when needed, and keep below the radar. Good door dealers try hard to motivate and guide their people to meet agreed-upon goals. They put procedures, protocols and guidelines in place to keep things fair and organized. They give feedback, motivation and direction. But at the end of the day, the best owners realize there is no good way to manage people. But since managing people is the key to any business success, you have to try anyway. There are many books on people management, and you may have practiced all the different styles. If you boil down all the great people-management advice as much as you can, there are really only two things to do. One is to make sure your staff members are receiving ongoing training, feedback, correction and motivation for all their work-related behaviors. The other is to leave your people alone and let them work. The trick is to know when to do which with each person. Best Practices Try to create models of best performance and practices for employees to pursue, learn and copy. You can create goals, requirements and performance thresholds to use as measurement tools. Be fair and consistent in enforcing performance requirements and work rules, and be honest with employees in your assessment of business conditions, communication of company policies and feelings about their performance.

Best Practices

Try to create models of best performance and practices for employees to pursue, learn and copy. You can create goals, requirements, and performance thresholds to use as measurement tools. Be fair and consistent in enforcing performance requirements and work rules, and be honest with employees in your assessment of business conditions, communicate company policies and feelings about their performance.