As A Gardener The Manager

As A Gardener The Manager | I formerly worked for a company that had a unique approach to dealing with employees who were underperforming.

As A Gardener The Manager. It may have been a lack of discipline; it could have been a continuous troublemaker; it could have been a lack of the necessary skills to accomplish the job.

The company’s innovative approach to dealing with these difficulties was to create a fictitious department to house the non-performers and troublemakers. (The department was dubbed “The Rubber Room!” by the rest of the organisation.) There was little expectation that these workers would contribute much to the corporation when they were assigned to this “department.” Because the corporation had a strong dislike of firing people, this department was the last stop as long as the employee was still employed.

They gave these people a broom and some dust rags and told them their job was to “clean.” Instead of trying more development exercises or terminating the person after they had done everything they could to help the person perform better, they gave them a broom and some dust rags and told them their job was to “clean.” Surprisingly, the corporation had a dedicated maintenance department with cleaning as one of its responsibilities.

As A Gardener The Manager

Consider the ramifications of this. It not only cost the company money for which they received little in return, but it also caused the individuals involved to stagnate and never reach their full potential.

One of a manager or supervisor’s main responsibilities is to manage and develop the performance of direct subordinates. Managing and developing direct reports, however, often falls through the cracks due to the strain of “getting the work done” on a daily basis, meeting other deadlines, extra work that comes along, and a slew of other distracting concerns. No, we’re not talking about conducting a performance review once or twice a year. Throughout the year, we discuss employment support and development on a regular basis.

When it comes to the people he or she leads, think of a manager as a gardener. The gardener prepares the soil, buys and plants the seed, cares for and nurtures the seedlings as they grow, cultivates the plants, weeds the garden as needed, and is rewarded with a harvest of produce.

Soil Preparation

It is pointless to devote significant time and effort to hiring a new employee unless the work environment is conducive to the new employee’s success.

Questions to ponder include: What is the manager’s attitude toward employees? Is there a healthy working relationship between the manager and the department’s current employees? Do the employees feel encouraged and challenged to improve on a regular basis? Is the department’s total production at a high level?

As A Gardener The Manager


Recruitment is basically the work of picking the best possibility to be planted, with the environment ready and clear expectations about what is desired in the new member. In other words, we don’t put corn seeds while we’re attempting to grow beans. Questions to consider: Is the job description clear, and are the performance requirements specific? What are the necessary talents and competencies for the new member? Do we have a history of how this person has handled the responsibilities of this job in the past? Is it obvious what kind of help this individual will require to stay alive?


When the planting is finished, the gardener does not leave, hoping that all will go well. This is a key time, and the manager, as gardener, recognises that, despite all of the other things that need to be addressed, the new plant requires assistance. Questions to ponder: Are there frequent meetings with the new member in the beginning to let him or her know how they are doing? Is the member equipped with the necessary tools and materials to complete the task? Are the other department members available and eager to assist the newcomer?


The gardener must intervene by cultivating when the plant interacts with the soil, water, and environment in order to flourish. Is the soil loose enough for the roots of the new plant to grow? Is fertiliser a source of nourishment? Is a stake or a fence required to sustain the young plant as it grows? Question to ponder: What services does the manager provide in addition to ongoing performance evaluation? Is frequent coaching and mentoring a part of your professional development? What about the company’s official training opportunities? Is there a long-term appraisal of the person’s potential? What else can be done to help this person grow and produce as much as possible?

As A Gardener The Manager


Weeds are always a menace to a garden. Weeds must be removed in order for the plant to thrive and grow. Questions to ponder: Does the management realise that not weeding has a negative impact on the department’s growth and productivity? Is the manager willing to fire a team member after providing enough training and support? Is the manager aware that if persistent poor performance or disciplinary issues go unaddressed, the rest of the department starts to wonder, “Why do I have to be penalised or perform satisfactorily in my work?”


Even under ideal conditions, the harvest may not yield the maximum amount of “product” in the garden. Nonetheless, experience has shown that maintaining a productive garden in general necessitates regular attention to the procedure detailed above.

The manager will have a productive work group if he or she thinks and acts like the gardener. Because they believe their manager cares about and encourages their growth and development, the productive work group will enjoy their work more. It’s a well-thought-out interactive process that doesn’t happen by accident.

As A Gardener The Manager

Gardening and Business Stress Management

By thinking about food, managers will be able to better comprehend employee stress. In numerous ways, the cost of energy is linked to the cost of food. Food production necessitates the use of energy: fuel for tractors, fertiliser production, and food transportation. When energy prices rise, so do food prices.

Corn-based goods are becoming more expensive due to increased demand for corn in ethanol gasoline. Food and grain market prices are also rising due to bad weather in the United States and growing demand in China.

Your employees may be uninterested in learning all of the reasons why their gasoline, electricity, heating oil, natural gas, and food costs are increasing with each passing day. What they actually want to hear about, aside from healthcare expenses, mortgage rates, and college tuition, is how to pay for what they require. They require meals on a daily basis. When prices rise, so does stress, and it climbs quickly.

Gardens may be a part of the solution. There were Victory Gardens during World War II, when food was scarce and the money to pay for it was even scarcer. Such gardens achieve three crucial benefits in stress management today, just as they did in the past.

For starters, gardens provide a physical outlet for stress relief. Physical activity is a fantastic approach to relieve stress. Working with plants and being immersed in the peaceful dirt has a calming and soothing impact.

Second, raising food emphasises to people that they have a role to play in solving the situation. This reduces the feeling of helplessness that is always the most distressing component of stress.

Third, gardens contribute to the solution by lowering food expenditures and providing nutritious food. In terms of dollars and cents, they may only be of minor assistance. The alleviation is greater for people who grow more food and can or freeze some of what they grow.

Producing food in the garden can sometimes supplement what can be gained through fishing, hunting, and berry and nut collection. Isn’t this a bit primitive? Perhaps “fundamental” is a better word. That is how much of our country survived in the days before commercial food, canned products, cereal, and processed meat production.

As A Gardener The Manager

Corporations can help companies support food gardening in a variety of ways. As a manager, all you have to do is lead by example: inquire about who is interested and what might be beneficial. Match this data to what best suits your company’s unique needs and policies.

Begin with the belief that any organisation can always do something better, but that success comes from thought and planning. Here are a few possibilities to think about.

Set aside some firm property for a garden.

Instead of using company property, have the corporation participate in a community garden.

Purchase in bulk: seeds, seedlings, and fertiliser might all be purchased together.

Allow one person to make purchases for everyone, saving both mileage and time.

Instead of using the money for company rewards and parties, donate it to gardens or the food bank.

Coffee grounds can be composted and utilised in gardens.

Encourage employees who have gardens to contribute what they have.

What if it’s not on the MBA’s list of best practices? Gardening and food “fussing around” is unlikely to be recommended in business school. However, reconsider: offering leadership and assistance to the workers is an essential management function. It doesn’t take a lot of time or effort, and it’s completely free.

The message to stressed-out staff, on the other hand, is that they are important. Anything that encourages individuals to work together to solve real-world challenges is beneficial to both them and the company. Your commitment to your employees will be matched by their commitment to the company.

As A Gardener The Manager

The issue of productivity is undeniably important to the bottom line. The manager’s primary task is to increase productivity. However, putting pressure on employees is not the most effective strategy to boost production. It is not good for the workers, and it will result in high turnover in the long run.

You’ll lose your best employees and have to train new ones all the time, while losing those with the most experience and judgement. Supporting your workforce, large or little, on the other hand, boosts your chances of maintaining your employees.

A little creativity and inspiration can go a long way!

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