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4 Keys to Getting More Out of Your People and Building Value
August 29, 2007
As the owner, your business is as much a way of life as it is a means to a living. As a means to a living and a child you have nurtured, you want your business grow, provide you more financial rewards, reward your hardworking dedicated employees, and continue on through multiple generations.
If you’ve used recruiting and retention techniques to bring good people into the organization, your business can benefit from having them see themselves as owners, or at least as responsible, proactive, innovative partners.
Below are 4 steps to creating a culture that encourages an ownership mentality:
1. Inspiration and Motivation:
Most want to take pride in their work and in their place of employment. This happens pretty easily when people feel like they at least own their job. That means you, the owner, must provide a challenging, inspirational, and motivational climate that brings out the best in them.
2. Delegation:
Delegation means more than “Now do this… Now do that…” It means that you take the time – at least occasionally – to ask “How can we do this … How can we do that.” You will probably be surprised at the benefits of true delegation.
3. Education:
Spend some time and money on education. Then, begin coaching for success. There are many superstars who don’t have a ring on their finger. The coach forgot to tell them, “It’s the team, stupid.”
4. Communication:
Finally, and this is the tricky part, communicate early and often. Sometimes, it’s complicated because the message isn’t pleasant to deliver or receive. So use this simple rule of thumb: TRUTH? When it doubt, tell it. Also, recognize that communication is often less about words and more about actions. Make sure your internal marketing team (your managers) are communicating by example.
If you’ve done a thorough job of recruiting and on-boarding your employees, they know your mission, share your vision, understand their role in the overall scheme of things, and make steady progress toward meeting their performance expectations. This is because they know what’s important to you; and they can figure out how to adapt to the culture.
Posted by Dan Schneider on August 29, 2007 | Comments (0)
