Power of our WORDS - Part one -

Our tongue is mighty powerful, I don’t think we need facts and figures to prove this. We just know it to be true. All of use, at some point in time have been hurt or hurt someone with our words and sometimes even wished, if we could go back and undo the hurt.

We read in the Bible, “There is one who speaks rashly like the thrusts of a sword, But the tongue of the wise brings healing” Proverbs 12:18

While this applies to all of us, this article is a gentle reminder for those in positions of power such as handling a team of employees. Yes, those managers out there, this one is for you.

It is not wise for you to talk about a team member with the other. Why? Because, at some point in time, this particular discussion will reach the said team member and it is not likely to bring out any positive outcome. Hence, discuss the differences directly with the concerned person and forget the topic. This in turn will help you build a respectful relationship with the whole team, not just the concerned employee.
Do not use the personal information of your team member. If, mostly at an unguarded moment, a team member shares something with you– what is otherwise called as a private matter – please do not use it for your benefit. E.g., if a person shares that they had to work hard to get where they are or about their financial struggle, it does not, in any way mean that they are ready to be enslaved or mistreated and they will still stay in the job.
Do not use inappropriate words, even in the worst case of performance. It is better for the employee to be terminated due to performance than to be employed and be disrespected. Those harsh words will have a lasting impact of questioning self-worth and hopelessness.
Do not scream, have your emotions under control before you confront the team member for whatever the issue may be. If you display such a behaviour in front of your team, you will only create an environment of fear, so that in case of an error in the future, you will not be the first person they would approach. In addition, if there is none in the team to talk to, then they will find way to hide / cover/ manipulate their side of the story.
Do not blow up human error out of proportion. If you as a manager is willing to take credit for their good work, then be equally willing to stand by them when their performance is not so glorious.