Who Take Responsibility For What Is, And What Is Not Working!
Once you have discerned what’s not working, what you do about it says what kind of leader/manager you are. If you have discovered your employee is not doing an adequate job of their position you could:
- First and foremost find out “WHY” they aren’t performing up to par. Unless you know the why, you can’t fit the right solution to the cause.
- Be sure they understand their job description, what is, and isn’t expected of them. Obviously this means you have a well thought out, thorough “Job Description”.
- Be sure there are standards of operation in place, which they are aware of, along with ways to monitor their progress, or lack thereof.
- Institute specific employee motivators. See the book: “Love Em or Leave Em” and “1,001 Ways to Reward Employees“.
- Be sure their “Behavioral Style” fits their role. Contact us to provide you with a current DISC profile. You can also profile the role with a “Roles Analysis” to be sure the person fits this element of the job description.
- Provide or send them for more specific training to fill their current gaps in knowledge or training.
- Or, provide an internal or external coach to assist them in creating an appropriate development plan. This will also give extra accountability to the employee to make the needed changes.
- Move them into a department that fits their skill sets, behavioral style, education and passion.
- Allow them a certain period of time to upgrade their skills, take a college courses, or become certified.
- Be sure there isn’t conflict with their manager. More people leave a company because of their direct manager than any other reason!
If none of this works, their skills and or attitude don’t change, find someone who will. Move on, and remember this: “Some will, some won’t, so what, next!” There are certain things you can’t provide, and one of them is the motivation to change. If you’ve given them an atmosphere conducive to growth, believe that they can do better, support and encouragement to change, with motivators and de-motivators along with the proper training, you’ve done everything you can. Find someone who will appreciate the support and training you provide.
Remember, if you want peak performing employees? You can by following the system above.
Find out what your staff, spouse, and closest friends are seeing about your business that is, and is not working. Trust me, they’ll know more about running a business than you can ever imagine. Now there are a couple of ways of going under the covers to discover what’s there. You can do one-on-one interviews. This is what I conduct in larger organizations, and works well when you have the funds to bring someone in. In mid. to small businesses, surveys work . Call it: “What This Business Needs” Analysis. Now, if they know you can detect whose writing is whose, here’s a suggestion: Give them a completion date to turn it in by. Then, provide a self addressed, stamped envelope to be mailed to a person who will type up the answers. If your company is large enough, have them turn the completed analysis in to your administrative assistant. Again remember:
Don’t take it personally!
Don’t make excuses to yourself or others as to why things are the way they are.
No blame-shifting, take full responsibility for the results. You’re the leader.
Don’t let it defeat you, it is what it is. After you’ve taken stock, it’s may be time to rebuild/re-launch a new standard of operating, according to what you’ve found.
Here are some questions you can use for your questionnaire:
1. What do you see isn’t working around here?
2. If you could change anything, what would it be?
3. Why aren’t we growing?
4. Why don’t we have more clients/customers, or sales?
5. What can we change, or do, to make your job easier for you to give your best?
6. On a scale of 1-10, 10 being the most and 1 the least:
a. How happy are you in your position?
b. I have received adequate training to be successful
c. I have been provided all the equipment and supplies to do my job well.
d.Toxic conversation is discouraged in my area
e. I have respect for my direct manager?
f. I understand the Mission, Vision, and Values of my company
g. We as employees strive to live by our Mission, Vision, and Values?
h. I feel my work is appreciated
i. I have incentives to continue to do a better job?
j. I am provided continuing education to enhance my work and skill-set
k.The culture of the office is healthy
Remember, this is just a start. If you’d like more information on when this product is launched, let me know. I’m sure I’ll be running some great specials to test it, as well as to promote it. Here’s to your business success not being by ACCIDENT!