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Developing Outstanding Employees

Written by: Geoff Flemming

Article Overview: If your workplace environment is 'just a job' then you need to change the environment. If there is no change in environment there will definitely be no change in behaviour!

Developing Outstanding Employees

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!

Related Articles
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  Ten Tips on How To Gain Outstanding Performance From Your Team Through Coaching and Mentoring
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  Customer Service – How you doing?

Article Tags: Business Coaching, Crucial Conversations, high performance teams, leadership training



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