Posts Tagged 'burn out'

Marathon Thinking Develops People

I don’t know about you, but if I had $10 for each time I’ve heard “nobody wants to work anymore” or “there just aren’t any good people in this business anymore,” I’d be rich.

Let’s set the record straight. First, neither statement is true! There are hard workers out there and there are lots of good people. The negative perception about workers is driven by two main factors: first, in today’s Green Industry, we tend to ask more of our people than in the past. Second, we fail to adequately prepare our people to multi-task at desired levels.

Why has this happened? The basic cause is that we have been forced to stretch as never before to make a decent profit.

Costs are higher; profits are shrinking. How does one recoup the deteriorating bottom line? Simple: Get more for each labor dollar.

The thought process has gone like this: “Gee, I can’t make a bag of fertilizer go any farther, and I can’t get nursery stock any cheaper. My fuel costs are stable now, but still way up and equipment costs are still growing. But labor, my people — that’s got to be the answer. No, I can’t lower their pay, but I can increase my expectations, set goals higher and get more out of them.”

It has happened gradually, sort of a creeping escalation of goals and added activities. At first, we told ourselves that if we eased it on them — the higher goals, the more and different tasks — people might grumble. But since they don’t want to lose their jobs, they’d adapt.

For a while that strategy seemed to work. But there is a breaking point beyond which people just won’t go. In many companies, that point was reached and surpassed years ago. The result was predictable: higher turnover and, as word spread about the changing work environment, inability to recruit effectively. Over time, many of our best players left the industry. Hence, “there just aren’t any good people anymore.”

The question to be answered is this: How do we rebuild quality teams, filling chairs with motivated, productive workers at all levels — management included?

I believe in people-centered “Marathon Thinking.” The strategy is to build a true people culture in the business. The focus is on developing the people who deliver our services consistently, not on maximizing short term productivity. The term Marathon Thinking refers to a mind set and development process that begins with well-planned recruiting and training, goals based on individual skills and daily management aimed at achieving small, reachable daily goals followed by consistent recognition. It’s a matter of behavioral conditioning — and it works! You develop people, not in a week or two but over time, one controlled step at a time.

Sign up for the marathon
The premise is that a person who wants the job and understands how to perform tasks successfully, in a supportive world where recognition and appreciation are ongoing, will succeed. That early success will drive the motivation, then to do even more and better work.

Below are plan requirements that will allow you to win with your employees using this strategy:

  • Commit to re-focusing your business model on achieving goals through people. People must become your key resource and drive results. Without this commitment, you’ll waste your time.
  • Plan human requirements farther ahead. Evaluate current staff twice annually and be ready to upgrade in the fall, before winter hiring. Do not keep non-performers or negative people.
  • Establish an effective recruiting plan that communicates the good things about your business. Over time, build your company reputation locally by participating and supporting local events and letting people know your jobs are good jobs.
  • Build your training program to focus on just what the employee needs to know first. Do not try to teach more than the new hire can learn easily. Appoint a trainer who wants the job.
  • Follow initial training with repetitive on-the-job coaching, enhancing gradual learning.
  • Recognize and reward consistently.

For more information, contact me at hoopes@columbus.rr.com.

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