I’ve posted time a few times in the past about receiving random thanks from the citizenry at large. Let me remind you that it is always appreciated and taken to heart.
Today, though, I want to talk about something I rarely broach. Administrators. *Cue Law & Order-esque “Duh, duh, duh”* Before some of you lose your minds, I’m strictly going to be talking in vague terms.
I guess the easiest way to equate the power of thank you is in the old adage of the stick and the carrot. Are you more likely to get the kind of enthusiastic results you’re looking for as an administrator when you’re beating your people over the head or when you go out of your way to offer a heartfelt kudos?
I know when my personal morale is down and I get a “good job” from either co-workers or supervisors, it goes a long way to get me back focused on what I need to be doing. When negativity is at a premium, its insidious nature is invasive. Groupthink is a dangerous organism as well. When the two marry and produce, bastard children named Apathy and Laziness run rampant in your department, office, and/or house.
As an administrator, it’s your job (in my humble opinion) to recognize the signs and take steps to curb this mentality. I dig an “open door policy” if it is both accurate and literal. Don’t tell me one thing and then let your actions tell me another. Say what you mean and mean what you say. I will be much more inclined to follow you to the ends of the veritable Earth and tow the party line if the example you set is one I can hold in high regard.
Speaking from experience, the times in which the Powers That Be have briefly gone out of their way to say, “Good job, MC!” have worked damn near miracles in my attitude, demeanor, and willingness to go above and beyond expectations set for me.
It seems to me that all too often, once a lowly officer starts climbing the ladder toward administration, there can be a tendency to forget from whence they came. If it’s been ten years since you humped a beat, I have an issue with you writing policy without the input from those that actually do the job day in and day out.
That’s not to say you can’t effectively write good policy. I’m asking you to remember your roots and get input from those that policy will affect. It seems unfortunate that a disconnect can arise between those that administrate and those that are administrated.
We’re all on the same team with the same goal.
Administrators, take the time to single someone out that has been doing their job well. I’m not taking about supercop. I’m talking about the guy/gal that shows up every day and does their job to the best of their ability. They do it with little bitching. They help out their partners. They are a good example of what the standard should be. Find that guy/gal and say, “I just want you to know you’re hard work is appreciated.”
Doesn’t have to be any more difficult than that. That officer doesn’t need a plaque or a party. Just a simple thanks.