Are You in AWE of Your Employees?Learn Management Articles on management-info.biz. Are You in AWE of Your Employees? article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
Employers have become so concerned about seeming “unfair” or worse becoming the victims of lawsuits by unhappy ex-employees that they’ve stopped requiring minimum standards of employees. This can only lead to poor individual and eventually poor company performance. Your best employee performers will resent the fact that you use company money to pay people who aren’t up to standard and will reduce their own level of performance or leave. Take back the power in your workplace and set standards of performance. How to fairly assess each of your employees? I use a simple three part measurement tool with the acronym AWE or Able – Willing – Engaged. Is the Employee Able? This is the minimum standard of employment or continued employment. Does the employee have the basic job skills? Does he or she also have the people skills to be able to work effectively? Does the employee have family or personal issues that make it impossible for the employee to work the expected hours? Does the employee have any emotional or physical health issues that make it impossible to do the job effectively? Is he or she lacking any problem attitudes, such as racism or sexism that make them unable to be open to customer or co-worker interactions. If you answered “no” to any of these questions, you should move the employee to another job where the issues aren’t going to affect their competency or transition them out of the company. Is the Employee Willing? The next level up that is also a make or break issues – is the employee willing to do the work available? Does the employee seem happy to be at work? Does he or she genuinely care about the welfare of customers, co-worker, and the company in general? Does the employee get to work well-rested and prepared so that he or she is able to be fully present and concentrate? Does the employee gracefully take on assigned tasks? Does the employee arrive at meetings on time and prepared? Is the employee open to dialogue and answering questions related to his or her work? If you answered “no” to any of these questions, there may be some resentments that have built up meaning that the employee can do the job, but isn’t willing to give 100%. This employee needs to have the opportunity to vent frustrations, get clear instructions on what is expected, and then have the opportunity to recommit to the work of the company. If the employee remains unwilling and hinders the work of others with a poor attitude, the employee should be transitioned out of the company. Is the Employee Engaged? This is the highest level of employee involvement and commitment. These are employees who are engaged in the work of the company take initiative. They are problem-solvers and actively work out work problems, including inter-personal problems. They actively seek feedback about their performance. These employees are natural leaders and will lead in a project whether or not they have a management title – other just seem to follow them because of their willingness to take risks or because of their demonstrated expertise. They also look outside the company for sources of good ideas and are always setting goals to take their own work to the next level. They like to learn and will look for opportunities to take on new tasks to learn new skills. These employees give 100% because they are motivated to do so internally. It is only if a company gets in the way of superior performance that these employees will stop working at the highest level. If they become frustrated that management does not support their efforts to raise the performance bar in the company, they will disengage and eventually leave. Final Comment Employees who are not able to do the job shouldn’t be offered continued employment. If you can create open communications with employees who seem unwilling, you can often turn around their performance. Your best point of leverage is taking employees who are willing and helping them become employees who are engaged. The best way to do that is to have plenty of engaged employees around. Their work behavior can be infectious. And get out of the way of the engaged employees. They want room to run and will only leave if micromanaged or not allowed room to experiment with new ideas. Follow these few simple ideas and you will be in AWE of the contributions made by your employees to the prosperity of your business. I did an interview with Pekka and recently got an update from him that I wanted to share with you:
P.S. NO FEAR community has 163 524 friends from 194 countries.” In closing, it has been a real pleasure sharing a broader industry perspective with you. I wish all a happy holiday season and rewarding 2012! Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Employee Turnover: Seven Reasons Why People Quit Their Jobs By Marcia Zidle There are many reasons why good employees quit and go to another company, perhaps even your competitor. Most of the reasons start with management and most are preventable. Good people don’t leave good companies, they leave poor managers. Here are seven reasons. Are they prevalent in your organization? Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work. This turns into a morale killer not only for the person but for the team.Man… Unusual Wedding Rings 2. ISO 9001 What Records Does My Business Need To Keep? By John Oakland Which documents must I keep for ISO 9001?In addition to the legislative requirement for your business to keep certain records ISO 9001 2000 requires your business to retain other records to demonstrate compliance with its various clauses.From an ISO 9001 2000 viewpoint records are documents generated whilst operating your Quality Management System. Typical examples are records of management reviews, purchase orders, sales orders, test results and internal quality system audits.An ISO 9001 2000… 3. Is Chess Good for Management? By Bright Johnson The game of chess has been applauded and taught in business school as a game that gingers creative intelligence.Chess is a game involving kings, queens, bishops, knights, castles, and pawns like a real life. The pawns (also called soldiers) advance first, lead or supported by officers all to fight and protect the king. It is like fighting a real war similar indeed to fighting or capturing business competitors, employees, or customers. The only difference is that at the end it is only a game.Ch… 4. The Difference Between Managers and Leaders By Eric Garner It is often difficult to understand the difference between managers and leaders. Do managers lead? Do leaders manage? To understand how these two concepts are distinct yet different, here are 7 ways to understand them.1. Course and Steering. The word "leadership" comes from the Old English word "lad" for a "course". A "lode" is a vein that leads or guides to ore; a lodestone is a magnetic stone that guides; the lode-star is the name for the star that guides sailors, the Pole star. The word "ma… |
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