Mavis Hernandez's ePortfolio

When one is born, we have no idea what it is to be happy, sad, angry, or to feel fear. We learn all of this from our caregivers. As our children grow up we teach them emotions and some we put in them. We have to remember that children are fearless. They want to do everything and have no idea of the consequence. Us, grown ups, know what can happen if they take a wrong step, or at least we think we know. So what do we do? We input fear. “Don’t do that your going to fall!” “You can’t climb those stairs yet.” “Your not ready.” “Your going to fail.” All these things we say to protect them from failing or getting hurt and we forget that we keep them from performing at their best because we just made them doubt themselves. As we grow up that fear is left inside of us, the fear to fail, the fear to disappoint. We hold back from performing at our 100%.

Managers need to learn to “drive out fear” from it’s employees. They must encourage them to take action and not be afraid to fail. Fear holds people back from performing at their very best. They are afraid to get fired or get scold at so they do the average minimum work because it’s “safe.” But being in the safe zone won’t show others and it won’t show themselves what they are truly capable off. Managers need to extend an employees power and tell them that they won’t get fired, or criticized for making mistakes. According to Brian Tracy, “[In order to maximize performance, leaders] need to create an environment where people feel free to be the best they can be.

I’ve found that working for any type of business there always has to be a good relationship between an employer and employee. In my experience it’s not always easy to establish and I’ve left jobs not because the money wasn’t good but because my supervisor/manager was difficult to communicate with. Managers always seem to have a favorite and if you aren’t one of them you are ignored.  Managers need to stay neutral. They are meant to motivate employees to be the best that they can be and help an employee think out of the box. Letting the employee feel like they have the power to suggest ways of making ideas or fixing problems that can help relationships between guests or helping the company grow, will make them stay because they feel important. They feel like someone, the manager, is there to support them. Many times managers can find this threating but they shouldn’t. We are all a team. My passion lies in HR. I want managers and employees to have a good relationship so that there is less turnover.