Be available when employees have a problem or question to discuss. Let your employees know you want to talk to them and are interested in what’s on their minds. This will not only be helpful to your employees, but also will help you stay up-to-date on issues and activities.

Let your employees know when there is a problem with their performance. If you’re not up-front when a problem occurs, the same mistake could be repeated. Employees would prefer to know if you are displeased, rather than to guess about it or hear about it through the grapevine.

Earn your employees’ complete trust and confidence. Employees expect you to be confidential with personal discussions. They also expect you to stick to your word. If you don’t earn your employees’ trust, don’t be surprised if you don’t gain their respect either.

Never talk to am employee about a problem in front of his or her peers. It shows a lack of courtesy and tact.

When you answer the phone or otherwise interrupt a conversation with an employee, the message you are sending is that your telephone call is more important than your employee. Remember, your primary job is to supervise your staff. That means your employees are your priority.

Acknowledge the fact that your employees may know something that you don’t know. Be open to their suggestions. The key is to hear your employees out before you make a decision on their suggestion or opinion. Don’t make assumptions without knowing the facts.

Treat all your employees equally. Of course, it is natural to have preference for one person or another. However, the point is to avoid biased actions. No employee should know who your “favorite” is.

Talk to your employees as often as possible, particularly regarding their work performance. Bi-annual performance review is not a substitute for daily or weekly feedback. Also, keep employees informed on a regular basis on how the business as a whole is doing.

Never talk down to your employees. The days of the highly authoritative management style are over. Today’s employees demand to be treated as intelligent, competent participants in the business function.

If your employee has done an exceptionally good job, let him or her know. Be specific about it, too. “Nice job,” is okay, but it is better if you tell employees exactly what it was you appreciated about their work. That way they know which strengths they can build on.