DO NOT Accept This In The Workplace
Why it’s not just your leadership that should be passionate about what you do
There is no such thing as the perfect employee… right? This line is a quick and easy way to get pulled into a mindset that accepts mediocrity. While it’s true (technically), is it really how business owners and leadership members should be thinking?
Running a successful business is tough work. KEEPING a successful business is even harder. Anyone who has poured their own time, money and efforts into building a business will tell you that. Don’t you want people on your team that are willing to pour a bit of themselves into that venture as well?
It is all too common for owners, management, and leadership to see themselves as the only ones who should care. Does it come with the territory? Absolutely. But why are we so quick to think it should stop there?
The most successful businesses hire people that WANT to work for them. That does not mean they want to make a paycheck. It means they care about their job, they want to make an impact, and they want to deliver results. Every. Single. Day.
That mentality should not be exclusive to your management and leadership team. Of course, the people with that mentality are the ones you want in that position. But why settle for that? What could you achieve if every member of your team was driven to watch your business succeed?
There are a lot of factors that can contribute to making sure everyone on your team is motivated. Yes, the very first step is hiring the right people.
Let’s talk about some common mistakes that happen when it comes to hiring that can lead to a mediocre staff.
- You don’t ask the right questions to determine if someone is a good fit.
- You only take qualifications and experience into consideration, and not their attitude or how well they would fit into your culture and your team.
- You convince people to work for you, even if you think you aren’t their first choice.
- You don’t think about someone’s long-term potential with your company when you bring them on, and as you grow there is no place for them.
- You over-sell what you are offering, and set them up for disappointment.
There are more, these are just some examples. It’s so important to remember that this is a relationship. Yes, it’s a professional one, but still a relationship! It’s NEVER a good idea to start off with one party far more invested than the other.
We often think of failures in the workplace as the fault of the employees. That can be true. However, so many businesses fail their employees. They may not even realize they are doing it, but it’s the responsibility of management to build the right culture, motivate their team, and to make sure they are set up for success.
If you are in a leadership position, here are some questions you should be asking yourself daily:
Are you leading by example?
A strong team needs strong leadership. That does not mean you are an amazing delegator. It means that the people on your team TRUST the direction you give them because you are the expert.
How well do you know the strengths of the people on your team?
We have a tendency to really focus on constructive criticism and to try to help sharpen up weaknesses. There is a place for this, but it’s really important to know where someone’s strengths lie and to use those to their fullest potential. Do you notice someone gravitates towards a certain part of their job? Is there someone in the office that everyone goes to when they have a question about something specific? These are things you should pay attention to, and learn to utilize.
Do you have people in the right roles?
If you are really in tune with the strengths of the people that work for you, use that knowledge to your advantage. People tend to steer towards what they are good at. Happy people work harder. Don’t neglect someone’s talents. If you think they would be great in a different role or department, make a change. You don’t have to go by what was on their resume before they walked in the door. Be the one to give them the chance to take on a new position if you think they will be successful.
What motivates your team?
Your team should be groomed on an individual level, and this really doesn’t take much time once you know how to get through to them. Some people need praise, others want prizes, some freedom. Figure this out. Talk to them. Follow through once you know what makes them tick. It can be a gift card, a short email of thanks, or just some flexibility in someone’s schedule. Little things go a long way here.
These are things you can do to help motivate your staff, and help them want to take initiative. If you are leading by example and doing these things to help people feel valuable, you should see the results. If you aren’t, it’s time to seriously consider if you have the right people working for you.
This all ties into your work culture. If you are accepting mediocrity from one employee, it does not go unnoticed. It affects motivation, it creates resentment from other co-workers, and it does not set a standard of excellence.
No one can tell you when it’s time to cut ties with an employee. Only you know the full situation with your team members. With that being said, do NOT be afraid to move on from someone who is not delivering results! They are costing you time, money, effort, and much more. A machine can’t do its job efficiently with even one broken part. It adds more strain to the other pieces. It’s easy to ignore because it’s a passive loss, but they are causing a loss!
You don’t have to demand perfection. That is an unrealistic bar to set. However, there is nothing wrong with demanding drive, positivity, and motivation to succeed. Most issues are coachable, and the right attitude can overcome a lot of obstacles. If the right attitude is not there, maybe they shouldn’t be there.
