THINK-PLAN-ACT
Entrepreneurs wishing to grow their business should think ahead on how to successfully manage the talented employees they hire to join them.
Quite a while ago, I was delivering performance appraisal seminars, but the first hour was always taken up by Managers complaining about their Employees.
Finally, I blurted out,
“What is the percentage of really poor employees out there?
Silence…
Well, when the answers came in, all the estimates were between 3-5%. To hear the Managers complain, however, you would have thought it was 100%.
So, the upshot of the whole deal is that, the vast majority of Employees can, and will, do a good job for you, if you show the way!
Also, most performance appraisal discussions should be positive ones if the majority of people are performing well (but most Employees and Managers dread appraisals!)
This should be a happy day! So why isn’t it?
Because it’s hard work, and we are pulled in many other directions.
To succeed, however, need to:
- lead properly and consistently to build trust,
- communicate properly and consistently to build trust, and
- act consistently to build trust.
Mutual trust, builds mutual success.
We need to be realistic, as well.
Few Employees, just show up and blossom into top performers. (Be honest, were you a star in your first job?)
As Owners and Managers, we need to show the way, by being organized, clear and consistent to make our staff successful. It’s our responsibility.
If we are unhappy with our staff, perhaps we should ask ourselves,
“Did you hire fools, or did they get that way working for you?”
I am sorry…my purpose is not to insult Owners & Managers, many of whom are great people. We need, however, to stop and think over how to get the best results.
Successful Employees means successful Managers, Owners and Businesses.
Let’s THINK, PLAN & ACT
THINK
About exactly what you want and don’t want done.
Define & describe it so Employees can target what you need.
Put it in writing. Don’t just talk about it.
PLAN
Plan how and when will we communicate with Employees on expectations
and reinforce that over time.
Plan how you will Orient, Train & Coach for performance success.
Note-Canadian Employers are steadily falling behind in these areas.
ACT
Follow through consistently on our obligations to enable Employees to
follow through on theirs.
Consistency that Employees can count on builds confidence, trust and open communication.
Those are key building blocks to collaboration on mutual goals and contributions to success.
So, to wrap it up
THINK-PLAN & ACT your way to mutual success.
By Guest Writer
Dan Furlan, CHRP
hrstrategies.ca
© Dan Furlan
DISCLAIMER
All views and content in the above article are solely that of the Guest Writer and does not in any way constitute an endorsement or promotion or views of StrandRidge.com and/or its owner who collectively disclaim all and/or any liability whatsoever that may arise from copyright claims or by a viewer of this website reading, acting on, contacting and/or interacting, and/or establishing a relationship and/or transacting in whatsoever manner with the Guest Writer herein. StrandRidge.com and/or its owner have the sole and absolute discretion to edit, add and/or remove this Article from StrandRidge.com
Entrepreneurs wishing to grow their business should think ahead on how to successfully manage the talented employees they hire to join them.
Quite a while ago, I was delivering performance appraisal seminars, but the first hour was always taken up by Managers complaining about their Employees.
Finally, I blurted out,
“What is the percentage of really poor employees out there?
Silence…
Well, when the answers came in, all the estimates were between 3-5%. To hear the Managers complain, however, you would have thought it was 100%.
So, the upshot of the whole deal is that, the vast majority of Employees can, and will, do a good job for you, if you show the way!
Also, most performance appraisal discussions should be positive ones if the majority of people are performing well (but most Employees and Managers dread appraisals!)
This should be a happy day! So why isn’t it?
Because it’s hard work, and we are pulled in many other directions.
To succeed, however, need to:
- lead properly and consistently to build trust,
- communicate properly and consistently to build trust, and
- act consistently to build trust.
Mutual trust, builds mutual success.
We need to be realistic, as well.
Few Employees, just show up and blossom into top performers. (Be honest, were you a star in your first job?)
As Owners and Managers, we need to show the way, by being organized, clear and consistent to make our staff successful. It’s our responsibility.
If we are unhappy with our staff, perhaps we should ask ourselves,
“Did you hire fools, or did they get that way working for you?”
I am sorry…my purpose is not to insult Owners & Managers, many of whom are great people. We need, however, to stop and think over how to get the best results.
Successful Employees means successful Managers, Owners and Businesses.
Let’s THINK, PLAN & ACT
THINK
About exactly what you want and don’t want done.
Define & describe it so Employees can target what you need.
Put it in writing. Don’t just talk about it.
PLAN
Plan how and when will we communicate with Employees on expectations
and reinforce that over time.
Plan how you will Orient, Train & Coach for performance success.
Note-Canadian Employers are steadily falling behind in these areas.
ACT
Follow through consistently on our obligations to enable Employees to
follow through on theirs.
Consistency that Employees can count on builds confidence, trust and open communication.
Those are key building blocks to collaboration on mutual goals and contributions to success.
So, to wrap it up
THINK-PLAN & ACT your way to mutual success.
By Guest Writer
Dan Furlan, CHRP
hrstrategies.ca
© Dan Furlan
DISCLAIMER
All views and content in the above article are solely that of the Guest Writer and does not in any way constitute an endorsement or promotion or views of StrandRidge.com and/or its owner who collectively disclaim all and/or any liability whatsoever that may arise from copyright claims or by a viewer of this website reading, acting on, contacting and/or interacting, and/or establishing a relationship and/or transacting in whatsoever manner with the Guest Writer herein. StrandRidge.com and/or its owner have the sole and absolute discretion to edit, add and/or remove this Article from StrandRidge.com
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