How to Get Consistent Results From Your Employees
How to Get Consistent Results From Your Employees
The following steps can be implemented immediately. They should not require approval from higher up, any additional resources, or training on your part. This is not one hundred ways to motivate your employees. While those suggestions are certainly helpful, your employees aren’t going to produce great results because you bought them a cake on their employment anniversary. They need a strong leader who will provide support and guidance. What you can expect to see in return is a team of employees who produce consistent, positive results. And that, is good for your career.
1. Acknowledge the value that your employee’s provide to the organization. Every job in the company adds value. For any job you think holds little value, consider what would happen if no one performed those duties.
2. Treat your employees with respect. This should be obvious, but unfortunately, it needs to be said. Criticism is expected at work, but it should always be given constructively and at an appropriate time – never in front of others. Also, remember to recognize your employee’s accomplishments and not just their mistakes.
3. Communicate clear expectations. Every employee needs to understand exactly what is expected of them from the start. If you don’t have a formal performance appraisal process in place, establish and communicate your expectations and the affect their performance will have on their salary, as well as opportunities for advancement.
4. Create a plan for improvement. Once your expectations have been communicated, give your employee’s the support that they need to achieve their goals. Give regular feedback do that your employees know where they are performing well and where they need improvement. For those areas needing improvement, create a development plan, together with your employee, outlining specific steps they can take to improve their performance. A great time to do this is immediately following a performance appraisal or as soon as you notice that they aren’t meeting expectations.
5. Remove roadblocks. Occasionally, your employees will encounter roadblocks that hinder their ability to get the job done well. Do what you can to remove these barriers or help them find an alternative solution to the problem so they can focus on meeting their goals.
6. Model the behaviors you want to see in your employees. Your attitude and behavior set an example for those you lead. Is your work ethic lacking? Do you view deadlines as flexible? Your employees will look to you when there is a question as to what is most important. Hold yourself to high standards and your employees will follow.
7. Take a genuine interest in your employee’s professional goals. High-potential employees often have ambitious goals. Encourage them to develop their skills and gain new experiences that will help them advance their careers.
8. Encourage teamwork. I don’t know much about basketball, but I do know this – if one or two players are trying to make all the shots on their own, they won’t score as many points as a team who works together. As a leader, you will be judged on the performance of your team, not just one or two players. Remind everyone that you are first and foremost, a team. Each person will get an opportunity to stand out if they leverage their talents and work together.
9. Remember that your employees have a personal life. While there are times that it may be necessary for work to encroach on your personal life, try not to make it a habit. Everyone needs time away to recharge their batteries, spend time with people they care about and attend to personal matters. This time off will allow your employees to give their full attention to getting results when they are at work.
10. Weed out the non-performers. We all deserve to be successful at work. If you have implemented the suggestions above and you still have employees who are not performing up to par – it’s time to have a candid conversation with them about their future. Is this really where they want to be? If they are committed to this career path, put them on a performance improvement plan and coach them through their development. If not, help them determine where their strengths can be of value, within or outside of the organization.
How to Get Consistent Results From Your Employees - To learn more about this author, visit Jill Frank's Website.
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If your team can’t get meet the established objectives, your days as a leader are numbered. It would be great if your employees came to work each day, happy, ready to work, and performing at their highest level, but this usually isn’t the case. Your job, as a leader, is to get a group of diverse professionals to work together to achieve a common goal – regardless of the obstacles you face.
The following steps can be implemented immediately. They should not require approval from higher up, any additional resources, or training on your part. This is not one hundred ways to motivate your employees. While those suggestions are certainly helpful, your employees aren’t going to produce great results because you bought them a cake on their employment anniversary. They need a strong leader who will provide support and guidance. What you can expect to see in return is a team of employees who produce consistent, positive results. And that, is good for your career.
1. Acknowledge the value that your employee’s provide to the organization. Every job in the company adds value. For any job you think holds little value, consider what would happen if no one performed those duties.
2. Treat your employees with respect. This should be obvious, but unfortunately, it needs to be said. Criticism is expected at work, but it should always be given constructively and at an appropriate time – never in front of others. Also, remember to recognize your employee’s accomplishments and not just their mistakes.
3. Communicate clear expectations. Every employee needs to understand exactly what is expected of them from the start. If you don’t have a formal performance appraisal process in place, establish and communicate your expectations and the affect their performance will have on their salary, as well as opportunities for advancement.
4. Create a plan for improvement. Once your expectations have been communicated, give your employee’s the support that they need to achieve their goals. Give regular feedback do that your employees know where they are performing well and where they need improvement. For those areas needing improvement, create a development plan, together with your employee, outlining specific steps they can take to improve their performance. A great time to do this is immediately following a performance appraisal or as soon as you notice that they aren’t meeting expectations.
5. Remove roadblocks. Occasionally, your employees will encounter roadblocks that hinder their ability to get the job done well. Do what you can to remove these barriers or help them find an alternative solution to the problem so they can focus on meeting their goals.
6. Model the behaviors you want to see in your employees. Your attitude and behavior set an example for those you lead. Is your work ethic lacking? Do you view deadlines as flexible? Your employees will look to you when there is a question as to what is most important. Hold yourself to high standards and your employees will follow.
7. Take a genuine interest in your employee’s professional goals. High-potential employees often have ambitious goals. Encourage them to develop their skills and gain new experiences that will help them advance their careers.
8. Encourage teamwork. I don’t know much about basketball, but I do know this – if one or two players are trying to make all the shots on their own, they won’t score as many points as a team who works together. As a leader, you will be judged on the performance of your team, not just one or two players. Remind everyone that you are first and foremost, a team. Each person will get an opportunity to stand out if they leverage their talents and work together.
9. Remember that your employees have a personal life. While there are times that it may be necessary for work to encroach on your personal life, try not to make it a habit. Everyone needs time away to recharge their batteries, spend time with people they care about and attend to personal matters. This time off will allow your employees to give their full attention to getting results when they are at work.
10. Weed out the non-performers. We all deserve to be successful at work. If you have implemented the suggestions above and you still have employees who are not performing up to par – it’s time to have a candid conversation with them about their future. Is this really where they want to be? If they are committed to this career path, put them on a performance improvement plan and coach them through their development. If not, help them determine where their strengths can be of value, within or outside of the organization.
How to Get Consistent Results From Your Employees - To learn more about this author, visit Jill Frank'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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Dianne CramptonDianne Crampton is an executive leadership coach, team 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. - Visit Dianne Crampton'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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Casey GollanCasey Gollan, Business Coaching & Mentoring Programs. Add $1 Million to $10 Million in the next 1 to 3 years. Since 1996 Casey has to added hundreds of millions of dollars to businesses. Watch a free video see client results Business Coaching website. - Visit Casey Gollan's Website |
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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