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If your team can't 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
employees 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 employees 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
employees the support that they need to achieve their
goals. Give regular feedback so 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
employees' 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.
Jill Frank is "The Promotion
Coach." Get her FREE report, "7 Unintentional Actions
That Will Slow Your Climb Up the Corporate Ladder" and
FREE advice on corporate advancement at
http://www.leverageyourtalent.com. |
