Sharpening your Security Management Skills

You’ve probably heard the old cliché,” You are the only Bible some people read”. Well, this certainly holds true in the security work place. For, as a supervisor, you may be the only example your employees relate too. And, the success of any corporate security program depends, to a great extent, on how well you, as managers and supervisors, communicate with your employees. Good managers and supervisors will spend more time listening than speaking.

 The most successful security manager is one that has a very good network of informal communication, among its employees. So, one need only to get out of the office and circulate out where the action is, by spending time with the employees and listening to what’s on their mind. One well known employment motivator once said, ” the most important thing a manager could do is get rid of the office door”. In other words, have an open-door policy.

 A manager should be a LEADER in an effort to enforce the company objectives and goals. The goals may be short or long term, but it’s up to the manager to see that they are accomplished. Goals such as achieving growth, increasing profit margin, developing customer relations or protecting the safety of employees and customers alike. This can always be achieved by management applying the necessary skills and tools to get the job done.

 A successful manager should have EMPLOYEE MOTIVATION skills. This is simply done by being able to motivate employees to want to do a job, not because they have to or are required to do so, but because they like too. In other words, the employees should feel wanted. One of the basic human needs is to desire to be a part of the group.

It is very important, here, to emphasize the need for employees to voice opinions and suggestions. This may be accomplished by having open employee meetings, in which the employees feel at ease in expressing their desires. And, minutes of the meetings, outlining the employee requests, should always be posted on a public bulletin board.

 A manager should promote EMPLOYEE WORK SATISFACTION, as employees have always had a need to be satisfied on and with the job. In other words, employees need to be happy with work itself. And, a sense of accomplishment goes along with being satisfied on the job.

 A manager should always promote EMPLOYEE RECOGNITION among the staff. The employee’s successful accomplishments will always provide a sense of personal good feelings.   The wise manager will always sense this personal achievement and see to it that the success is noted and rewarded in some way. Be it pointed out in a staff meeting, a letter of thanks or maybe some time off with pay.

 The manager should always be a good PROBLEM SOLVER, as he or she deals with problems in a cost effective manner. Yes, problems are one of the manager’s main jobs. For you see, without problems there may be no need for a manager.

 Then there is the DISCIPLINE PROBLEM, which all managers will eventually face.  Discipline may be either positive or negative, depending on how handled by the manager.  Discipline should always be considered a training tool that establishes, corrects, molds and strengthens one’s ability to live within the workforce.

 Discipline should always be enforced uniformly and never be administered uneven or inconsistent. This only tends to foster confusion among the employees. Conversely, discipline should not be delayed or postponed. In other words, don’t use the “just wait till your Daddy gets home” syndrome.

 REMEMBER; ALWAYS KEEP THE DISCIPLINARY PROCEDURES PRIVITE.  NEVER ANNOUNCE AN INDIVIDUAL DISCIPLINE ACTION WITHIN A GROUP.

 And last, but not least, comes the management SAFETY LEADERSHIP. The manager should always set the safety tone of the workplace. If the manager’s leadership is rational, honest and fair, in developing a good safety atmosphere, these characteristics will rub off on the employees. Conversely, if the manager doesn’t believe in the company’s security policies, believe me the employees will follow suit. 

 Have you encountered any problems, to the before mentioned management traits? If so, here are some” points to ponder”

• Check your decision-making thought process
• Check your every day mood in the workplace
• Check your personal fears and concerns
• Check your communications tone of speech
• Check your coaching and leadership style
• Check your morale   and motivational  practices 
• Check your work place likes and dislikes
• Check your relationship with your employees
• Check your relationship with upper management.
• Check and learn from your own mistakes
• Check your employee performance appraisal style
• Check your short-term and long-term employment vision

 REMEMBER, EMPLOYEES ARE PEOPLE TOO.  AND YOU ARE ONLY AS GOOD AS YOUR EMPLOYEES MAKE YOU, OR BREAK YOU.

May you never forget, that a good security manager looks ahead, by having a vision and referring constantly to that vision, in communications and when giving feedback. They are firstly a good manager and they are focused on their people by surrounding themselves with good people. Some people are born with the innate talent of leadership, but anyone can learn how to succeed in a security management career.  It just takes a little common sense, coupled with will power and a desire to succeed.  

You’ve probably heard the old cliché,” You are the only Bible some people read”. Well, this certainly holds true in the security work place. For, as a supervisor, you may be the only example your employees relate too. And, the success of any corporate security program depends, to a great extent, on how well you, as managers and supervisors, communicate with your employees. Good managers and supervisors will spend more time listening than speaking.

 The most successful security manager is one that has a very good network of informal communication, among its employees. So, one need only to get out of the office and circulate out where the action is, by spending time with the employees and listening to what’s on their mind. One well known employment motivator once said, ” the most important thing a manager could do is get rid of the office door”. In other words, have an open-door policy.

 A manager should be a LEADER in an effort to enforce the company objectives and goals. The goals may be short or long term, but it’s up to the manager to see that they are accomplished. Goals such as achieving growth, increasing profit margin, developing customer relations or protecting the safety of employees and customers alike. This can always be achieved by management applying the necessary skills and tools to get the job done.

 A successful manager should have EMPLOYEE MOTIVATION skills. This is simply done by being able to motivate employees to want to do a job, not because they have to or are required to do so, but because they like too. In other words, the employees should feel wanted. One of the basic human needs is to desire to be a part of the group.

It is very important, here, to emphasize the need for employees to voice opinions and suggestions. This may be accomplished by having open employee meetings, in which the employees feel at ease in expressing their desires. And, minutes of the meetings, outlining the employee requests, should always be posted on a public bulletin board.

 A manager should promote EMPLOYEE WORK SATISFACTION, as employees have always had a need to be satisfied on and with the job. In other words, employees need to be happy with work itself. And, a sense of accomplishment goes along with being satisfied on the job.

 A manager should always promote EMPLOYEE RECOGNITION among the staff. The employee’s successful accomplishments will always provide a sense of personal good feelings.   The wise manager will always sense this personal achievement and see to it that the success is noted and rewarded in some way. Be it pointed out in a staff meeting, a letter of thanks or maybe some time off with pay.

 The manager should always be a good PROBLEM SOLVER, as he or she deals with problems in a cost effective manner. Yes, problems are one of the manager’s main jobs. For you see, without problems there may be no need for a manager.

 Then there is the DISCIPLINE PROBLEM, which all managers will eventually face.  Discipline may be either positive or negative, depending on how handled by the manager.  Discipline should always be considered a training tool that establishes, corrects, molds and strengthens one’s ability to live within the workforce.

 Discipline should always be enforced uniformly and never be administered uneven or inconsistent. This only tends to foster confusion among the employees. Conversely, discipline should not be delayed or postponed. In other words, don’t use the “just wait till your Daddy gets home” syndrome.

 REMEMBER; ALWAYS KEEP THE DISCIPLINARY PROCEDURES PRIVITE.  NEVER ANNOUNCE AN INDIVIDUAL DISCIPLINE ACTION WITHIN A GROUP.

 And last, but not least, comes the management SAFETY LEADERSHIP. The manager should always set the safety tone of the workplace. If the manager’s leadership is rational, honest and fair, in developing a good safety atmosphere, these characteristics will rub off on the employees. Conversely, if the manager doesn’t believe in the company’s security policies, believe me the employees will follow suit. 

Have you encountered any problems, to the before mentioned management traits? If so, here are some” points to ponder”

·         Check your decision-making thought process

·         Check your every day mood in the workplace

·         Check your personal fears and concerns

·         Check your communications tone of speech

·         Check your coaching and leadership style

·         Check your morale   and motivational  practices 

·         Check your work place likes and dislikes

·         Check your relationship with your employees

·         Check your relationship with upper management.

·         Check and learn from your own mistakes

·         Check your employee performance appraisal style

·         Check your short-term and long-term employment vision

REMEMBER, EMPLOYEES ARE PEOPLE TOO.  AND YOU ARE ONLY AS GOOD AS YOUR EMPLOYEES MAKE YOU, OR BREAK YOU.

May you never forget, that a good security manager looks ahead, by having a vision and referring constantly to that vision, in communications and when giving feedback. They are firstly a good manager and they are focused on their people by surrounding themselves with good people. Some people are born with the innate talent of leadership, but anyone can learn how to succeed in a security management career.  It just takes a little common sense, coupled with will power and a desire to succeed.