I have heard a lot of Business Owners and Managers say, “We can’t find good, hardworking, driven, reliable staff.” Constantly asking yourself, “Why don’t my people get it?!”
Here are four key principles and strategies we use daily to address those statements:
1. The Ultimate Filter To Finding Great People
The ultimate filter you can use to assess drive is the, “do they want it more for them than I want it for them?” What this means is that if you can see the opportunity for one of your staff to knock it out of the park, you get excited and you push them because you see great opportunity. This might drive you crazy because you see it so clearly, they can do it and they can rise to the top, but ultimately, they don’t because you want it more for them than they want it for them.
Some questions to ask yourself when trying to identify if they do or if they don’t:
- Does this individual want it more for themselves than you want it for them?
- Does this individual show up on time to meetings and to work?
- Does this individual come to work every day?
- Do they complete the activity or action required to get the desired result?
- Are they committed to accomplishing team- and self-goals?
- Do they show initiative to solve problems in their field?
We often discount our staff prior to discounting the quality of our expectation, training, and process. Did you know that 85% of employees quitting is due to “poor Management” or “poor communication with supervisors?” It is our responsibility as the Owner or Management to supply our people with the tools and knowledge to perform the job with confidence and know-how. Before making the claim that this person isn’t hard working, driven, or reliable, find out if it’s just your expectations, training, communication or process.
2. Expectations You Need To Set For Your Staff
You must outline with your staff their roles and responsibilities, and any expectations you have for all of your roles within the company. Not doing this is a big mistake we make, we assume our staff know and understand what is expected of them. When you are setting expectations, you must explain why these expectations are a must. The expectations you set must be crystal clear! To ensure clarity you might ask “Joe, can you explain to me what the expectations are within your role and what you are responsible for?, so I can understand where you are at.” When you have asked this question, you will find out very quickly if they understood what you have asked of them, what they think the expectations are, and this will uncover key gaps in the clarity for you to then address. This is so important, as I often see people walking away from a conversation not clear on what has been discussed. Set your expectations and ask to ensure everyone is clear on the conversation. Clarity is key.
3. Training Your Staff!
You must train your people on every aspect of the roles and responsibilities they oversee. We can’t take anything for granted if we expect our people to perform to the desired levels. We must be as thorough as possible, ensuring our training is video recorded or documented on paper. We can never assume someone knows how to carry out even the simplest tasks. This arsenal of training is crucial, as your staff can refer to it during their training period. You must keep your training materials up to date! Your training will either set someone up for failure or set them up to be successful. Training can never ever be overlooked!
4. Business Is Built On Process
Now that we have identified the individual’s drive, set expectations and pro-actively trained, we must identify if we have a process issue. The way to get consistency for our customers and staff is to have a set-in-stone process for delivering on the activities required by your staff. This means every time this “activity” is complete, it is completed the same time every time. If you don’t have a process for delivering your products and services consistently, you can’t expect your staff to deliver consistently and performed at consistent levels. This process should be explained in your training period and drilled in. If your company feels disorganized and chaotic, chances are you don’t have a clear-cut process for your people to follow.
If you have considered and executed on steps 1, 2, and 3 you now have a solid onboarding process for your new hires. If you find your new hire is still underperforming after a period of time you can identify whether you have an issue with expectation, training, or process. If these 3 things are solid then chances are you have a people problem. Oftentimes you don’t have a people problem, you have a poor framework for onboarding and executing. Set your people up to succeed, ensure they understand, and then decided if you have a people issue.
5. Secret Step Follow Up
Follow-Up: No matter what position you may hold in your company, following up with your employees will be the ultimate tool in understanding how your team works as well as ensuring they have the clarity noted in steps 1, 2, 3! Many employees are hesitant when it comes to asking for clarity and direction; this could easily be attributed by intimidation, uncertainty or even pride. Following up with your employees often isn’t “micro-managing.” Micro-managing is when you are nitpicking and watching an employee’s actions to the point of directing every step. Follow-Up empowers a team member to make decisions and partnered with “feedback,” can create strong team members! If absolutely anything, it will help you assess which team members are “in it to win it.”
