Team. Not "management team", but just plain team. As a manager, I lead by example. Stock concessions? No problem. Print handling, make-up, break-down, reel up? No problem. Sweeping after a busy show? Check. Mop bathroom? Fine.
Now, I don't mean that a manager should strongarm their way into someone else's job, but I do believe that, short of handling film and management only jobs (paperwork, inventory, etc), everyone should know every job. After a busy show, and with little time until the next show, I have no problem asking my staff which job they'd prefer (cleaning the auditorium or handling the box office / concessions for the next show). It makes my down time (time that isn't being spent doing managerial tasks) more interesting, and fosters trust and eagerness in my staff. If I'm willing to get my hands dirty, than they are too. You'd expect every one of them to say "Ok, you go clean then" but, suprisingly, it's usually the other way around. It's quick, painless and fun.

This is going to make at least one person upset, but if an employee of mine is in a foul mood or spoiling the fun for the rest of us, then it's my job to tell them. Conversely, as part of a team, I expect my employees to do the same when I'm grumpy. We all get burnt-out on any job. It's the people we work with (team) who should be there to help pump that person back up (I'm speaking general burn-out here, not in-fighting with upper management, salary issues, etc).

I do not run a prison camp. People are free to leave if they choose. I beg you to find a prison camp where the guards tell you its ok to just leave if you can't hack it.

Instead, I run it closer to a military operation. Just without the obligation of the grunt in this case, as I cannot make them stay or send them to the brig. I do have to be more considerate of who they are, but I still run it like a military operation. If you think that's harsh, sorry. But I never had time to worry about my employee's feelings at the expense of operations. The customers come first, the shareholders come second, the employees come third, the regulations come fourth, and lastly, the management.

If I give an order, my employees follow it. If I ask them to clean up puke, they do it. If I ask them to wipe shit off of a toilet, they do it. If I ask them to eat a slice of pizza, they do it. If I ask them to take a break, they do it. If I ask them to invite thier family or friends in for a show they do it. If I ask them to vaccuum the carpet, they do it.

What I am trying to get across, that I get what I want, because I am willing to give what I can give. I give respect, I get respect. I give an assignment, and let the employee do it without my following them around like a lost puppy, or in many cases, a rat. I give trust, I get trust. My employees know that I trust that they are going to do the best job they can do, and that if they need help or direction, they will get it without a judging eye.

So don't mistake my desire to run things like a tight military organization, but do understand my ability to make people feel good about working in a really crappy job.

One thing very nice about the military. They have management schools up the Gazoo. And they are good! Many retired military personnel that have had good management training and experience are immediately sucked up by civilian companies because of their top-notched management abilities.

The days of "Do as I say or else" philosophy is long gone and dead in the military, unless there is no other choice. Please remember what I said earlier. The things I cited in my first post of this tread are the things the military teaches in their management schools. The military wants to keep their people. It costs thousands of dollars to train them.

The major difference you will see between the Military and Civilian establishments is this:

In the military, we were stuck with the mediocre performers. We could not fire those people, unless they were constant disciplinary problems. When administrative action is initiated to get rid of them, it wastes too many valuable resources such as manpower, time, and money.

In civilian enterprises, the pink slip can be issued in the matter of seconds, and they are out the door.

quote:

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"If I give an order, my employees follow it. If I ask them to clean up puke, they do it. If I ask them to wipe shit off of a toilet, they do it. If I ask them to eat a slice of pizza, they do it. If I ask them to take a break, they do it. If I ask them to invite thier family or friends in for a show they do it. If I ask them to vaccuum the carpet, they do it."

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But Dave, I thought you never asked people to do things at your theater under the iron fist management?

Seriously though, I'm going to pick on your technique for minute as an example. Wouldn't that sort of management technique be a nice grazing field for a perverted and very lonely manager? If the employees are trained to "do as the manager commands no matter what" as a part of the job...well, that sounds like the perfect opportunity for a scumbag manager if you ask me. I say this because I have only known of a couple of really good examples of the "iron fist" style of management, and both of them had terrible histories of sexual harassment. One in particular would send the word down to the staff "whoever wants to give me a bj gets to go home first". I really don't think you would ever do that Dave, so I'm not picking on you in that manner (I've met Dave personally), but *in general* I don't think the iron fist style is a good one for this and a slew of other good reasons.

As a matter of practice, I have always preached the evils of sexual harrasment, and subscribed to its punishments. I have never tolerated this behavior, and three of the people I have terminated were because they violated this policy in some way.

Brad, As a matter of principle, I rarely ask an employee, but I changed the word from order as most people here seem to be offended by the word. In practice, I never actually tell an employee "follow my order or else". There is no "or else" coming from me, but rather a "hey, there's the door, don't let it hit you on the back end". Sure it's harsh, but I have never had the time or budget to worry about someone who wants to bicker with me about why I need to be nicer in how I give assignments.

For the record, I have only had two people tell me that they did not approve of how I did things, one was fired for it, because he did it in front of everyone else, the other became a trusted assistant manager because she came to me in private and made her case. My employees have always known that I take criticism well, but not at the expense at losing the ability to manage. I follow the chain of command up and down the ladder, and never berate an employee in front of others or behind thier backs.

Unless of course I am berating someone behind thier backs to someone I trust, to let off steam. Mark G. and I have spent plenty of time on this bit.

My style is unique, sort of. I take several different methods and morph them into each other. Each person is different, and I don't think you can teach leadership. That is something that is just a gift with birth.

For those that don't believe I am sincere, I am quite the respected manager. I still have a long list of employees that will drop whatever job they have and come work for me, all on a phone call. They know I work them hard, and they know I work hard. But they also know I respect them, and expect the same, if I deserve it. I earn it, not demand it. If I don't get it, that's fine, but I love to earn it, because I can go home at night knowing that I did a good job, and that there are more people that like me, as opposed to hate me.

Then again, I could be delusional.

By the way, I have been in Management for 18 years. I have been part of many great companies, and part of a few that weren't so great. I have paid many dues.

I would never assign someone a duty if I was not willing to do it myself. I know what the employee will be going through, so I can respect thier need to approach it in thier own way, and not want someone watching over thier shoulder all the time. That isn't to say I don't keep my eye on people, but not with such vigilance that I hope to catch someone sneaking a drink or something like that.

If you ever get the chance to meet me, you would know that I seem pretty harmless. But I do require hard work, and I reward that with just desserts. I give that to bad work too, but the desserts are more just.

What makes a good manager?

Someone who knows the answer to all the questions (but maybe he or she doesn't).

Someone who has "Been there, Done that".

Someone who could - literally - "Run the Show" in all form and fashion.

Someone who understands the term "Corn first, Oil Second".

Someone who knows what time the 4:00 show of a particular movie lets out in auditorium 4 - without referencing a show schedule.

Someone who knows "where they have been - and know where they are going."

Someone who knows that the third seat in row 14 in house 11 is broken and is in need of repair.

Someone who can walk into an auditorium and announce to 500 people that a bomb has been reported in the building and that the building needs to be evacuated in an orderly fashion- and still maintain control of the situation.

Someone who doesn't need to reference a rule book to know the difference between wrong or right.

And finally - Someone who knows what a person is going through - because they were there once themselves.

A good manager is usually made up of a - good person............

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"Running through life at 24 frames per second"

Also me... me me me me me..

It's like you are reading.... me!!!

In all seriousness though, I agree. I good person who has a good value system, really will understand that you just don't screw with people like many managers do.

I really don't see you doing the "Iron Fist" thing. I can see by your posts that you do know how to add a little human touch. You don't strike me as the type that will use the Iron Fist technique approach unless is absolutely necessary. There is nothing wrong with that under some circumstances. The true "Iron Fist" thing is a style that has no human touch. It is "Do it - NOW!!!"

I think you are a good manager.

Team work is a also a valuable tool that "Makes it go." Everyone has to do their part. If the moral is up, everyone works together, and everyone knows exactly what is expected of them and where they stand, one would be surprised at what can be accomplished even under the worst possible circumstances. I have been there and seen it.

I have also seen times where losing a non-performer is like gaining two extra people. Baby sitting sucks! It ties a person down who would normally be devoting their contributions to the success of the mission at hand.

In short, working together is a major key to success. I perfer to have people working with me, not for me, although they really are. In a job situation, I still am able to maintain my professional distance.

I am a retired theatre owner/manager/projectionist working on a project which will return me to the business. Hopefully it will be the first of several single screen or drive-in/hardtop combos here in southwestern Oregon.

I agree with Mr. Daily....that is pretty much the same style I run. I base my most of my operation on respect. I tell my employees that I do not care if they like a decision I have made, but they have to respect or they can walk out of one of the 5 lobby doors. As long as the respect me, I will will respect them. Any decision I make, I will let any employee talk to me about it and give there two cents. As long as they do it in a respectable manner. They might be able to offer something better and I have policies in place that some of my floor employees have created.

I currently have 16 employees and assistant managers combined. I run a small theatre. Of all 16, 12 of them have been with me since day one(1 year and 2 months), and 3 of them have been with me 8 months. Of course there have been a few that did not last but a few weeks. My whole staff is like a family, which relates back to the respect. I am probly closer to my employees than I should be, but they understand and accept their punishments when I have deal some out. But it all hinges on respect.

But really, in today's market, you are faced with many a teenager who thinks they own the friggin planet, and if you tell them otherwise, they think you are hitler. Sometimes you just let it get to you and you start to believe it.

I thank those that have straightened me out.

In fact, just this evening, I ordered a pizza, and when it came to the door, it was delivered by a former employee of mine. He refused my money. I had no idea that I carried that kind of respect. It was nice to feel on such a crappy day today.