Developing Outstanding Employees
Developing Outstanding Employees
So what about your employees? What if they feel that way? What impact does it have on your business?
Though difficult to quantify employee dissatisfaction has a direct impact upon productivity, turnover and morale all of which will eventually impact where it hurts most - the bottom line!
Patrick Lencioni, author of the New York Times best-seller 'The Five Dysfunctions of a Team' writes in his latest book 'The Three Signs of a Miserable Job' about what makes the difference with employees in the workplace.
In the 21st century leadership is all about engaging employees and creating an inspired team! You have the choice to create an inspired team in a culture of high performance - and that choice has a consequence in the quality of your business and also your life!
So what are the three aspects that contribute to making an outstanding team?
1. Significance - It is very difficult for an employee to leave when they feel that others in the team know and understand them as an individual. When team members know that you really care and want to contribute to them becoming a better person then your business is much more than just a workplace.
2. Relevance - When team members are able to contribute and know what they do is important. Your employees fundamentally have a need to be needed, and they need to be reminded of this pretty much every day. Your team will give peak performance when they know who they are helping and how? Your job as the leader is to help them see why what they do matters.
3. Measurement - When team members have no means of assessing their progress they lose interest and feel unable to control their own destiny. This also creates a feeling of dependence upon the leader to subjectively judge their performance. Team members who can measure their own progress will take 'ownership' of their roles, have a sense of purpose and will make a far greater contribution.
In a world of high speed technology and ever increasing competition some businesses still manage to differentiate themselves - really stand out in the crowd! The significant difference comes from sustainable cultural differentiation. That is business owners who create cultural differentiation by taking an active interest in ensuring that 'the three signs of a miserable job' are kept at bay, find that their team members take a greater interest in what they do, will engage better with other team members and have a real sense of purpose.
And the first people to notice this in your business are your clients!
Great leaders will 'equip' their people by seeking to understand them and meet their needs.
They need opportunities to succeed
They need to know what you expect from them
They need to know how they are doing
They need to be coached
They need to know their contributions are valuable
As a leader will you train great leaders who will add value to your company - or are you simply collecting followers!
Developing Outstanding Employees - To learn more about this author, visit Geoff Flemming's Website.
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It's just a job! In the 21st century the unfortunate fact is that many employees simply do not like their jobs. Many experience the Sunday blues! The Sunday blues are those awful feelings of dread that many people get toward the end of their weekend as they contemplate going back to work the next day.
So what about your employees? What if they feel that way? What impact does it have on your business?
Though difficult to quantify employee dissatisfaction has a direct impact upon productivity, turnover and morale all of which will eventually impact where it hurts most - the bottom line!
Patrick Lencioni, author of the New York Times best-seller 'The Five Dysfunctions of a Team' writes in his latest book 'The Three Signs of a Miserable Job' about what makes the difference with employees in the workplace.
In the 21st century leadership is all about engaging employees and creating an inspired team! You have the choice to create an inspired team in a culture of high performance - and that choice has a consequence in the quality of your business and also your life!
So what are the three aspects that contribute to making an outstanding team?
1. Significance - It is very difficult for an employee to leave when they feel that others in the team know and understand them as an individual. When team members know that you really care and want to contribute to them becoming a better person then your business is much more than just a workplace.
2. Relevance - When team members are able to contribute and know what they do is important. Your employees fundamentally have a need to be needed, and they need to be reminded of this pretty much every day. Your team will give peak performance when they know who they are helping and how? Your job as the leader is to help them see why what they do matters.
3. Measurement - When team members have no means of assessing their progress they lose interest and feel unable to control their own destiny. This also creates a feeling of dependence upon the leader to subjectively judge their performance. Team members who can measure their own progress will take 'ownership' of their roles, have a sense of purpose and will make a far greater contribution.
In a world of high speed technology and ever increasing competition some businesses still manage to differentiate themselves - really stand out in the crowd! The significant difference comes from sustainable cultural differentiation. That is business owners who create cultural differentiation by taking an active interest in ensuring that 'the three signs of a miserable job' are kept at bay, find that their team members take a greater interest in what they do, will engage better with other team members and have a real sense of purpose.
And the first people to notice this in your business are your clients!
Great leaders will 'equip' their people by seeking to understand them and meet their needs.
They need opportunities to succeed
They need to know what you expect from them
They need to know how they are doing
They need to be coached
They need to know their contributions are valuable
As a leader will you train great leaders who will add value to your company - or are you simply collecting followers!
Developing Outstanding Employees - To learn more about this author, visit Geoff Flemming's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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