by Diana Southall | Aug 10, 2015 | Delegation
We have all been there, whether you are a “control freak” or “perfectionist” who struggles with the handoff, or a great delegator who regularly gives away routine work.
You start doing something and you just know that someone else could do it.. perhaps should do it.. perhaps does it better. Yet, you rationalize that you will do it faster, she is busy, you don’t want to bother / distract him, you waited too long and now it’s urgent, or my favorite- it will only take a few minutes.
Is this an issue, perhaps not.
But, you are a candidate for more delegation if:
- You are exhausted/ overworked/ burnt out doing work you don’t enjoy
- You want to spend more time in your “circle of genius” and do things you actually enjoy
- Your business revenue has flat-lined, or is losing customers or opportunities because you haven’t implemented those big plans you have
- Your high potential people are leaving after a few year
Why should you delegate— in case you need reminding:
- Your time is available to focus on high value long-term activities to grow, scale or optimize your business
- By delegating, you develop the skills of your team members, which is actually the number one reward and the reason they stay with your company
- Your brief initial time “investment” pays dividends over time
If you think about investing your time to show someone a task that takes you “only 1 hour a month”
=1 hour training + 15 minutes verifying/ clarifying / training x 4 weeks = 2 hours invested in another person’s development versus 12 hours of your time year (6x your initial investment)!
You know you “should”—if you would like the “how” click here to read my article “Too Busy? 5 Steps to Delegate More”
by Diana Southall | Jan 3, 2014 | rewards
The beginning of a new year and also that time of year when employee thoughts turn to… (well on the East Coast everyone is thinking wistfully of spring) “When am I going to get a pay increase?”
Thanks to 50 years of prosperity and a small dose of influence from union contracts, the American worker has been conditioned into thinking (expecting) that they will get a regularly schedule raise in pay in January. The legacy of 20 years of consistent pay practices lives on.
I don’t need to rehash the economic news of the last 6 years, but pay increases since 2008 have been well below the former 3% standard set by the prosperous years, and wage freezes and 18-24 spans between increases are fairly common.
If you are smaller employer or one who has limited profits to continually raise your payroll budget 3% every year, how will you possibly attract great people and retain your top performers?
The good news is that you actually have 12 non-financial ways to reward your employees. Here is a list with some possible solutions.
1. Voluntary (employee paid) benefits—many employers now offer the option for employees to purchase additional benefits at their own cost. The employee typically receives a lower cost for the coverage and it may have tax advantages.
Solution- insurance plans- dental insurance, long term disability or life insurance
2. Work itself– the number one factor in job satisfaction is a sense of achievement. Ask employees how you can improve their work with more variety, sense of purpose or meaning, and challenging assignments
Solution- give your high potential employee a project to manage
3. Autonomy— show of hands- who likes to be micromanaged? Anyone? If you train someone and give appropriate guidelines you can trust the work will be done as needed.
Solution: consider the last 5 questions that someone “ran by you” – is there nugget of wisdom you can share so that you do not have to be consulted or are you just being the chief problem solver?
4. Work load— are you overloading your best performer because she will always take on more and get it done? Does this sound like a recipe for burnout?
Solution: ask your busiest person what you can take off their plate, and then create a plan to do this immediately
5. Resources one of the top reasons people leave their job is because they do not have the tools to do the job properly
Solution: have a meeting to list out hassles and pick the biggest time waster to that inexpensive resources or tools will improve
6. Reliable coworkers– If you have ever worked with someone is who not pulling their weight, then you know how this can make you hopping mad. People have one of three responses: work harder and put up with the slacker, work less so that you don’t feel taken advantage of, or look for another job. If you allow lower contributions you are actually driving out the good performers. And then you are left with the lowest ones.
Solution: If you know who is your weakest link do not wait to have a crucial conversation (see feedback below). Sometimes you have a sense someone is not doing their best but others cover for that person so you don’t know the full extent of the gap. Also allow confidential opportunities to get this feedback from your team.
7. Performance discussions- Yes everyone hates the “performance review,” but on the flip side employees want the opportunity to talk about their role, aspirations and to be appreciated for all their hard work.
Solution: change up your process- stop focusing so much on putting a numerical rating on last year, and more about how the last year provided insights for how to reach goals for this year. I when I say goals I mean how the employee can reach his/her goals within the job.
8. Feedback- Employees expect you to tell them right away if they are not meeting expectations. And they should expect that you deliver this feedback in a positive and constructive manner.
Solution: If you are not comfortable delivering constructive feedback then I suggest reading a few books (101 Tough Conversations is a good start) and then starting small. Trust me, your other employees will thank you for finally have those crucial conversations.
9. Recognition- Timely and targeted public praise is only the cheapest and most powerful reward tool a manager has. If you don’t know what to recognize then you need to sit down and make a list of what behaviors will reach your organization’s goals this year.
Solution: Be on the lookout for a person that did something terrific that is on your list of things to recognize, and publicly praise in your weekly team meeting (you have one, right?)
10. Training and development– Most people want to feel that we are “good” at our job and will be frustrated or demoralized if something is too difficult. A lack of challenging work is also a main reason people look for another job, so you may want to continually upgrade the knowledge and skills so that people don’t get bored. It’s a win-win- employees feel valued and broaden their knowledge and capability, and now you have an employee who can contribute and perform more.
Solution: employees may not be open about their so you want to ask find out what training would dramatically improve performance or if they want a new challenge.
11. Opportunity for Advancement– Surveys show that about half of employees feel there is not a chance for promotion at their employer. For the generation Y who will comprise almost half the workers in the US, a clear career path and opportunities to advance is the top reason for job engagement.
Solutions: If you want people to be loyal, committed and willing to go above and beyond (aka engaged), identify and share the “next” job (not necessarily in management), the change in duties and responsibility, and a training plan to develop into that role.
12. A great boss (I mean coach)- as the saying goes, people leave supervisors, not companies. If you feel unappreciated, criticized, or just plain frustrated by your direct manager you will consider looking for a new one. Coaches are clear about the goals, deliver feedback and train in a positive supportive and appreciative way, and focus on improvement.
Solution: There are so many books and training on how to be a coach and not a boss, but it might help to ask some of the employees you trust where you should work first. We all have blind spots and perhaps a few key changes will dramatically change how you are perceived and the impact you make.
Want to learn more about how to use Total Rewards to attract, engage and retain your best teammates?
Image courtesy of FreeDigitalPhotos.net
by thepeopleplan | Jul 17, 2013 | culture, performance
Our prior article What Drives Engagement? listed the top 10 engagement drivers.
Two areas impact employee perceptions of what the organization values (category 2):
#1. “(My boss) sets high personal standards”
- Share what excellence and success looks like in their job (do you have any key performance indicators to discuss/ share/ track?)
- Hold everyone accountable to do their job to expectations (including yourself- walk the walk)
#2. “Organization encourages innovative thinking”
- Listen to new ideas and process suggestions, thoughtfully consider and discuss the viability of the idea
Three steps you can take NOW to improve employee perceptions of work standards and innovation:
- Regularly discuss work load and priorities, find out if team members have the tools and information to complete their tasks, and invite updates to re-direct if things aren’t on track
- Manage by results, not micromanage the process—this allows your team member to come up with a different (and often better) way to achieve the same outcome, then occasionally have staff share their methods with others doing the same task
- Ask your team- “What is one thing that could be improved for better customer service or to reduce a big hassle?” Then outline an action plan, assign tasks with deadlines, and revisit at your weekly meeting to implement this innovative improvement
Two articles for more reading:
It’s a fine line between setting high standards and being demanding. Read what NOT to do on Forbes: 10 tips on for dealing with an overly demanding boss
For tips on getting more practice at innovative thinking and turning into a habit, read “Innovation Is Everyone’s Job” on Harvard Business Review
Image courtesy of Stuart Miles at FreeDigitalPhotos.net
by thepeopleplan | Jul 10, 2012 | Uncategorized
I have yet to meet a supervisor, manager, executive or business owner who tells me that their organization has it “easy “in the current economic climate.
What I do hear is that they have to:
- Adapt to a changing competitive environment
- Do more with less
- Consider how to keep profits with rising costs and lowering prices
- Respond faster to customer requests and orders
All of these business requirements trickle down to employees.
Surveys show that employees feel they are:
- expected to do the impossible
- overwhelmed with too much work
- 40% are stressed to the point of feeling “burned out”
- 64% are physically exhausted when they get home from work
This is not a recipe for creative products or world-class customer service.
If employees do not have the resources to do their jobs (time, information, approval, authority, the rest of the organization delivering on promises) they will become frustrated, lose engagement and then individual and company performance will decline.
A key element to improving your working conditions and employee work load is to collect employee suggestions and issues and then systematically address with process improvement.
Read more in Verne Harnish/ Gazelle article Dehassling your company
Image courtesy of David Castillo Dominici at FreeDigitalPhotos.net