Express appreciation for a job well done. The power of a sincere, well-timed thank you is significant. Again, this gesture is small, free, obvious â¿¿ and often neglected.
Take a genuine interest in your employees. Learn some details about their lives outside of work. Outside problems shape inside performance. A small amount of honest interest concern will be appreciated and go a long way to building loyalty.
Be there. As fundamental as it gets. You can't manage effectively if you're not available. Keep an open door. Make yourself available for questions and problems as much as reasonably possible. While this may sound simple, the fact is, with numerous competing demands on a manager's time, it's easy to be distracted and irritated when questions arise. It's a mindset of availability. Even a manager who's on the road a lot but checks and returns messages promptly can effectively "be there" when physically distant.
One concluding note: Such conscientious treatment is in no way an abdication of managerial authority. I always favored a considerate approach not because it was nice but because it was effective. Management isn't a dinner party. In any organization, stuff needs to get done. All the time. On time. Every manager needs authority. But over the long term respect is a more powerful lever than fear. With a deadline looming and a project on the line, employees most readily give their all for a person they like and respect.