As a manager, are you contributing to low employee morale?
It might seem simpler to send an email to the entire group when you need a behavior to stop, change, or improve, but is it worth the hidden cost?
Sit down with your top performer and ask how they felt about the recent email blast that went out to everyone about "not printing color documents over five pages" or "effective time management."
She was likely frustrated and annoyed.
You can't afford to waste paper and ink, so what are some alternative options?
First, set some expectations - but do it the right way.
Put a lighthearted note at the printer that gives general guidelines. Consider transparency.
Use a whiteboard to track the weekly printing stats, and see if your team can help you bring the overall print volume down together.
If you achieve your goal, recognize the accomplishment and reward it. Put the cost savings toward the company picnic.
If necessary, address problems individually and as they arise. In the second example of the "poor time management" email, imagine how the hardest working individual on your team felt, whose only wasted time was reading that email.
Address problem areas with the individual, and do so in a timely, professional manner.
It's like blaming all three kids for a broken vase because you don't know who did it.
It certainly isn't fair to the innocent, and for all you know it could have been the dog.
An interrogation or getting them to tattle on each other won't do anything for morale.
You need to roll up your sleeves and do some detective work, or let the broken vase slide.
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