5 Steps for Getting Results From Your Team!
30% of your workforce is ready to work and needs to be inspired or motivated.
50% is chugging along, not really caring and doing just enough to get by.
20% are “bottom feeders.” If you’re not managing them, you’re losing money. They are actively distracting and/or demotivating fellow workers, wasting time, and most likely driving away customers.
Note: Based on data from a large Gallup survey.
A former client of mine with 21 employees had lagging revenues, frustrated partners and complaining clients. Two contributing factors:
1. No one in the firm was held to a performance standard – even the partners.
2. The majority owner (and biggest producer) was condescending, sarcastic, and berated the staff in meetings. He called them lazy and not smart.
Wow! Why would anyone make an effort? It was riskier to stand out, even as a performer, than hide behind their desk pretending to be busy. *Some tough discussions with the owner and more of a focus on performance and feedback improved the work environment. Revenues increased by 10% the first year!
What is ACCOUNTABILITY?
An obligation to explain or justify, be responsible, answerable. It is personal choice.
ACCOUNTABILITY is NOT a reprimand for lagging performance, problems or poor results.
Yes, consequences at necessary. True success happens when individuals – including the leader – feel responsible for the overall success of the team and company.
HOW TO HOLD MY PEOPLE ACCOUNTABLE
1. Be responsible for your own actions and success. Model the way. No blaming.
2. Give everyone clear expectations, involvement in the planning when appropriate.
3. Provide resources and support their efforts (DO NOT do any of the work for them!)
4. Check in – evaluate results. Give feedback.
5. Be sure to acknowledge their good work, and reward them! It’s easier than you think.
What happens if they miss the goal?
According to Lazlo Bock, Head of People Operations at Google, in his latest book, “Work Rules, Insights From Inside Google,” leaders must be honest and transparent with their people. “This includes telling them when they are lagging behind in their performance. Having a mission-driven, purposeful workplace also requires that you approach people with sensitivity. Most people who are performing poorly know it and want to get better. It’s important to give them that chance.” P.187
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