Work should be much more than just meeting deliverable. Smart leaders pay attention to behaviors of the team members; specifically not what a team member said, but what they did. An employee’s actions is far greater than his/her words because everyone knows they want to impress the boss initially.
2) Fire Quickly . When an employee is not salvageable and is consistently resisting direction, it’s time to cut them loose. However, no one should be fired and surprised. By law, a leader should explain what needs to be done, document when the action isn’t taken and watch behaviors. Chances should be given to allow the employee to turn it around and emotions should never color the decision to terminate an employee. No one says a leader has to like their employees. You don’t have to invite them to Thanksgiving dinner. It is reasonable to ask for performance and results. If they aren’t cutting it, let them go. Tough words? You are probably doing them a favor.
3) Train. Train. Train. Train new employees on everything from old policies and procedures to how your will respond and react as a leader. Figure out the tone and set it quickly. Give the team time to adapt to the new leadership style. After training expect results in performance and look for an uptick. Training can also engage employees at a deeper level, even if the training is just a refresher It complements quality and says sloppy work isn’t acceptable. If no improvement is made after training, figure out why. A smooth running team allows you to go on vacation. Build independence so you can step away through training and setting expectations.
4) Don’t Play the Blame Game . Good leaders never blame the team when they don’t hit the mark, but instead take on the full responsibility. Leadership is about being accountable for every team member’s actions or inaction. It’s not a title with the ability to create scapegoats and excuses. A leader’s performance is measured by the team’s results. In a football game, the coach knows clearly that one fumble hurts everyone, not just the guy that fumbled during the game. Praise them for what they did well and not completely berating them when they fumble is vital.
5) Identify Top Talent to Promote. Few leaders consider succession planning. Oddly enough, many companies talk about career growth. The real question is when the last time they promoted someone internally rather than placing an ad and hiring someone from outside the company? Identify your top team players and ask them if they have interest in career growth. Consider how you could groom them into the next level up and politically align them to be considered for the position. Great companies understand the cost, time and talent that goes into running a company. Provide a path for key players
Bio:
Elizabeth Lions Author, “Recession Proof Yourself!” and ”I Quit! Working For You Isn’t Working For Me” www.elizabethlions.com and 806 283 8811