Finding the right people can always be a challenge, however as leaders we must be able to create the culture in the business and have the ability to set up an environment that is conducive to high performance writes Peter Lackovic.
You’ve probably heard that to grow a successful business it’s all about finding the right people and then being able to effectively drive the people. The challenge we face now is that the people we are employing are changing.
It used to be: go to school, graduate, go to university, graduate, go to a job interview, get a job, start at the bottom, do what you’re told and work your way up.
Once upon a time we would have a team that we would expect to want to work for the company, as that’s what was always expected. Experience now shows us that this is no longer the case.
The following five keys highlight how leaders can motivate their employees and have their team work with them, rather than for them.
What I am NOT going to do is tell you how to write a vision or what should be in the vision and why you should have a vision. More importantly, to have a team that works with you, it’s not just about the vision of the business or company but where does your team fit into the vision.
I always ask myself, “Have I given my team a vision to get out of bed today and have I communicated this effectively to them?”
When your team has complete clarity in the vision and what the company stands for and where they are on this path, it creates ownership in the brand.
One of the biggest mistakes I hear and see regularly is that vision is communicated during staff induction and then that is it.
We must regularly be recapping the vision and the WHY behind the business and where your team fits into this vision.
2. Vital signs
Most businesses will have Key Performance Indicators (KPIs) that they utilise to track and measure data and therefore the success of their team.
I suggest you look at this data as your vital signs. Like a doctor will regularly monitor your vital signs, your heart rate and your blood pressure, we too should be looking at our KPIs as vital signs.
If you can constantly show your team that the vital signs are telling us they succeeded because of XYZ reason, they will then embrace these and take regular action to keep achieving the success you just praised them on.
This is also one of the most effective ways to replicate ongoing success. Does your team have the right vital signs in place to know when they are doing a great job?
There are many thoughts behind how much information you should share with your team. Some say it should be on a need to know basis and others say open all the books up and have complete transparency in all
I don’t feel it’s about how much information you share throughout the organisation but more of how to share the
information throughout the organisation.
By involving your team in some of the decision making and why we are making these decision, it makes them feel like the decision are theirs and the initiative and follow through will massively increase.
4. Catch your team doing something right
When your team feel like your sole purpose is to help them look good, they keep going out of their way to do the actions that make them look good.
How are you helping your team achieve and exceed targets and expectations? Have you given them the best opportunity, resources, tools?
When is the last time you asked your team “What else can I do or provide you with to make your role easier, more efficient, more effective and more productive?”
5. Personalised Communication
One of the most challenging aspects of running a business is that your team are not the same.
Firstly, understanding there are different behaviours and drivers that your team possess is critical. Secondly, knowing that business and the people within your business will never be able to be driven with a one size fits all approach is imperative.
When you speak the language of our team and deliver information the way their brain needs to hear it, it’s like gaining direct access to their personal success roadmap. Immersing yourself in understanding human behaviour should be on the top of the list for any leader.
The overriding theme here, is that if we can create a culture of ownership in the organisation then your team will feel like they are responsible at a greater level and this drives a massive want to deliver. The desire to deliver day in day out will have your team ignoring the start and finish time and focus more on productivity, which is almost all we dream about.