Mentoring

Where are you going for your next vacation?

Are you going to be able to get away from work to take a vacation?

Here is the "kicker". Who is going to perform your essential job functions while you are gone?

You are not indispensable but there are certain things you need to do on a daily basis to keep the gears turning around the office. Have you taken the time to teach anyone what these things are? Have you developed anyone to the point you would be comfortable not coming in even for a day?

Keeping these tasks your domain is not, as some beleive, "Job Security". Your responsibility as a manager and leader is to develop and mentor others. To do anything else is to hurt the company and the people you are responsible for as well as yourself.

How is the company going to promote you if there is no one to take your place? How are you going to take that time off or go on vacation? How long is that employee going to stay around if you do not give them an opportunity to shine?

From the companies perspective, how much are we losing in productivity? How much money are we losing because we cannot retain the best employees? How can we afford to put the best person into the position if there is no one to take their current position?

Ask the people who report to you what their interests are. What would they like to learn? What are their strengths? Weaknesses? What are you doing to develop them and help them contribute more?

The great thing is that as you teach others you learn more. It also makes your job less stressful and more enjoyable. The company gets more relaxed, more productive employees. The people who report to you feel better about their job and learn valuable skills they can take with them to any position in the future.

Sounds like everybody wins in this scenario.