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How_to_Look_After_Your_People_So_They_Look_After_Your_Business
| How to Look After Your People So They Look After Your Business
Imagine being supported in your business by a team that were
reliable, competent, communicated effectively with clients and
colleagues, had heaps of initiative and a great attitude.
No, this is not a pipe dream. It can happen for you. However it
takes an investment of time and energy on your part to create a
strong, supportive and valuable team…It doesn’t happen by
osmosis.
In many of my public workshops on How to Have Less Mess, Less
Stress and More Success we often have disgruntled employees
attend. It’s not that they don’t want to be at the presentation,
in fact they gain heaps of benefit from being there. They are
frustrated in their workplaces because their bosses in many
instances do not care or look after their people.
Many employers think it’s good enough to provide you with a job,
let you know when you’re not performing, and if you’re lucky,
take you to lunch for your annual Christmas bonus!
Jerry’s Story Jerry was the Head of Department in an educational
institution. He was headhunted to this position one year ago. He
was made many promises including having his own personal
assistant as he would be responsible for 5 team members.
The Principal promised a salary review in six months and
flexibility in hours. Jerry was informed there would be some
after hours activities involved but these would be minimal.
Ten months later Jerry had no personal assistant. He had to do
every single administrative task himself. He spent more time
addressing the needs of his team at the detriment of his other
responsibilities. Extra curricular activities ate up an extra 12
hours a week on top of the 50 hours he spent at school just to
stay on top of the workload! He couldn’t take time off in lieu
for the additional hours he worked as his department was already
understaffed. Overtime wasn’t part of his salary package.
Jerry had constantly spoken to the Principal who agreed to
lighten his load yet hadn’t taken the necessary action to do so!
Lack of action from one person often forces the other to react
and take control.
Jerry had enough! He tendered his resignation after successfully
applying for a position in another school.
The Principal from his old school promised Jerry that he would
make the changes he so desperately wanted. Unfortunately for the
Principal, the staff and in turn the students, it was too late.
Jerry had enough. He decided to take control of his situation
and not be reliant on the actions of others.
Since leaving he was so much happier. His health and personal
relationships improved dramatically.
Jenny’s Story Jenny worked in an accounting practice. As a
manager she had many responsibilities. Not only was she supposed
to manage a team of people and deal with all their issues, she
also had to bill seven hours of chargeable time each day.
Jenny was constantly stressed out. She would often stay late so
she could work uninterrupted and catch up on what she should
have done during the day. There was no way she could reach her
targets and manage her team if she didn’t do that.
She tried on several occasions to explain to the partners of the
practice that the workload was unrealistic. She had a number of
solutions that would help not only her situation but eventually
make the business more money, however the partners would say
they would implement these changes and never followed through on
her suggestions. They were too busy being busy.
Eventually Jenny left. Not only did she resign, so did four
members of her team. Also some of Jenny’s clients followed her
to her new place of employment. That equated to thousands of
dollars lost in that business not to mention the time involved
hiring and training new people.
How to Build and Retain a Valuable Team Before I share these
tips with you, be aware that it is extremely important to hire
the right type of people for your business in the first place.
See our newsletter How to Hire the Right People. Many employers
have the ‘hire and hope’ mentality. After the person has been
hired the employer hopes they work out.
1. Regular Performance and Incentive Reviews Measure your team’s
achievements on a regular basis. Formally appraise the
performance of each individual twice a year. Salary increases,
bonuses and incentives should be based on these performance
reviews.
2. Weekly Team Meetings Learn how to run an effective meeting
and have these weekly with your team. Have a set time each week.
Ensure the agenda allows for their input. See How to Have
Successful Meetings
3. Personal and Professional Development Invest regularly in
their development, both technical and non-technical skills. The
new-found knowledge can be extremely valuable to your business.
By learning and developing your people, they will also be more
motivated.
4. Develop Your Own Leadership Skills Turn yourself into a
Masterful Manager. There are many skills required to be an
effective manager …delegation, organisation and communication
etc.
Participating in specific programs such as our Masterful
Manager’s Intensive Coaching Program will turn you into a
powerful leader that gets results and maintains a happy,
productive and high performing team.
The Final Word Looking after the people in your business is
vital to ensure it’s ongoing success…whatever ‘success’ means to
you.
A happy, skilled and motivated team if managed effectively will
have a huge impact on productivity.
To continue doing the same thing and expecting a different
result is the definition of insanity. So if you want to achieve
different results, take action today!
Have a great week
Lorraine Pirihi
About the author:
Lorraine Pirihi, principal of The Office Organiser is
Australia's Personal Productivity Coach. She specialises in
working with businesspeople showing them how to dramatically
boost their productivity, reduce the stress and the mess in
their lives and have more time for enjoying their life.
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