Are you giving your employees recognition ? When you look at the talents and skill sets of the people you have on your team, do you recognize and respect each person for their individual attributes? Each person on your team is different and they are motivated and driven by various factors. It is important that you are able to satisfy those sources of hunger for them. As I have worked with many students who hope to be small business owners in a particular industry or field, I see many of them take jobs to generate some much needed cash flow. When they take a job in their desired area of expertise, it can be both beneficial as well as a detriment. The satisfaction that they get from working in this field often gives them “just enough” to keep them in that job and they lose interest in that immediate desire to start their own venture. It can be a double-edged sword so to speak. READ MORE »
Performance gaps are those pesky realities that plague our workplaces with inefficiency and ineffectiveness. Gaps between what is and what should be, keep us from realizing what is possible. If you own or manage a small- to mid-size organization, you can probably list a few gaps off the top of your head.
The adage, “admitting there’s a problem is the first step toward fixing it” could be stated, “knowing there is a performance gap is the first step toward closing it.” But knowing that a gap exists doesn’t tell us what is causing it and what we should do about it. In order to close a gap, we have to have a process to evaluate the source(s) and develop appropriate solutions. READ MORE »
Anyone who has been in the workforce for any length of time is familiar with the traditional discipline model. First you get a verbal warning, followed by the first written warning (on the heals of the statement “I’m going to have to write you up.”), which can escalate to a final warning before termination.
At one company I worked for we used to joke about how many final warnings someone would get before termination. Employees would know they probably had a final final final warning before they were let go because supervisors would rather suffer through a low performing employee rather than have no one on the job. The work didn’t go away even if they employee did. READ MORE »
Ruth Graham writes, “It is difficult to trust things that change. Trust is built on the assurance of constancy.” It’s almost cliché to say that we live in times of constant change – we know more change than we do steadiness. Fourth generation (4G) mobile technology is being released and I didn’t even know there was such a thing as generations of technology! The iPod was launched in 2001 and is in its 6th generation, meaning that the technology is waaaayyyy better today than it was in 2001, right? Besides technology, we see change everywhere around us. Egypt is in the midst of a chaotic change to its political system as individuals take to the streets demanding to be heard. Companies have had to react to economic changes, forcing some to shut their doors for good, others to lay off scores of workers, while others took the opportunity to reinvent themselves to survive and thrive rather than fall victim of the recession. READ MORE »
As leaders we often have team members come to us because of a relational or strategic logger jam that is impacting the workgroup. And more often than not they are looking to you, the leader, to fix it for them. So being the good leaders that we are we jump in and start problem-solving. After all, we have the insight, experience and position to push the team to resolution, right? READ MORE »