Hiring and retaining good employees continues to be a more expensive proposition every day for businesses big and small alike. You can’t properly scale your company without capable people to assume higher levels of responsibility. You also can’t sit back when one of these key people decides to go rogue.
About this time of year, most business professionals are immersed in the goal setting process; straddling the fence between ‘thinking about what goals to set’ on one side and ‘putting goals in writing for distribution to the rest of the organization’ on the other. There’s no question that your ability to achieve your goals must start with the goal setting process. But without effective management strategies for achieving your goals, the whole process usually dies at the goal setting stage.
What kills your productivity? Is it lack of direction? Is it lack of planning or focus? Well, based on a whole host of research by some much esteemed organizations, its distractions! In fact, the average person wastes up to 25% of their time each year engaged in useless or low level activities. 25%!
Employee reviews have earned negative ratings over the years. Feared by employees and bosses alike, they conjure up feelings of ugly conversations, conflict or worse, damage to the supervisor/ employee relationship. Unless policies exist that mandate performance reviews or the boss has already decided to replace the employee, these often undervalued discussions get avoided like the plague!
I was fortunate enough to listen in on a round table discussion between 6 multi-millionaires who had come together to share their secrets. Each had achieved success multiple times and had also suffered huge loses in the process. They were all successful enough to have reached their life’s goals but each man came to the meeting eager to learn new things from the others.
Recently, I received an inquiry from a manager of a mid-size company that was having difficulty with an employee who displayed a very sarcastic attitude.
“How can I effectively manage an engaged and bright subordinate who uses sarcasm in team meetings and other workplace conversations? It is difficult for me to point out to him the damage his "witty" remarks do to his peers. It also encourages others to imitate such behavior. I want to solve this issue and move on with other more pressing tasks. Your help is appreciated”.
About the Author
Steve provides leadership, management and marketing coaching to business owners, executives and entrepreneurs worldwide. Considered the Catalyst for Change by the California Business Journal, Steve has coached over 400 business professionals to date.