Posts Tagged 'turnover'

New Administration, hard times, NOT business friendly

Like it or not, republican or democrat, the die is cast; there will be a measurable change in your business model, and soon.  My objective is not to sell you on a particular philosophy but to alert you to the inevitable.  With higher taxes on even small to mid-sized businesses and reduced discretionary spending, you owners and managers out there will now have to control costs more tightly.  If you don’t, the alternative will surely be less on the bottom line.

When growth comes, not from adding revenue and taking advantage of accompanying economies of scale but through budget crunching cost reductions, YOU WONT BE ADDING PEOPLE, will you. Soon, you will come to the realization that you are going to have to succeed with the people and equipment on hand.  And, if you are normal, this is a frightening concept.  

I’d like to suggest you think about the one thing that does make sense for the short-term future; get more productivity from the people you have!

I understand, asking today’s ‘gen y’ worker to do more is akin to blasphemy but…you gotta do what you gotta do.  The good news is, even workers who want more time off, more flexibility on the job and continuing benefits, even those folks will respond to greater recognition and an enhanced position on the team.

Think about it…the starting quarterback is injured. As he takes his seat on the bench, you look hopefully at the back up. You tell the back up; “This is your chance..now you can be somebody, you can help us win the game. And, when we win, YOU win.  More money, pride in knowing you are the best, maybe even a promotion to the staring team.” 

My point is, when you are in a pinch, if you understand how to impact human behavior, you can win every time.  So, you don’t  tell people times are tough, that the new congress has jacked your taxes and you will earn less money. You don’t say that because nobody but you cares! What you do say is this; “Team, I know everyone here is concerned about the economy, our jobs and our company future.  It’s natural to worry when all you see in the media is a growing unemployment number and businesses failing.  Well, we are not going to fail and YOU are not going to lose your jobs, period!  We’ve been handed a tough situation but, if we all pitch in, we will weather this storm…and we’ll do it by working together and working smart!

Having reassured your team, you explain that everyone, including you, the leader, will need to do more short-term but, when we win, everyone will share in the success. [Don’t say that unless you genuinely mean it]

What I’m suggesting is, in tough times, when you may even need to cut staff, you can still WIN with your core team. It requires “hands-on” coaching and an understanding that, if treated with a modicum of respect and shown they are important, no, vital to success, your people will work harder and do more to help your team win.

This is my consulting message to clients and I wanted to share it with you.  Thinks about your management style. Are you bossing or coaching?  Will your people go to battle for you becasuse they understand you will do the same for them? Or, are people simply cogs in a gear wheel?

Tough times require a refocused effort to create and maintain a positive workplace enviornment and it begins with letting your people know YOU CANNOT DO IT ALONE!

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Where Did All The Good Workers Go?

 

An article explaining how anyone can build a powerhouse team.

 

Author – Bill Hoopes, Trainer and Organizational Effectiveness Expert

 

            Time and experience have taught me a lot about solving tough people problems. I don’t have all the answers.  I do know that no single formula works consistently in all situations.  And I have had some experiences (successful and unsuccessful) that have led me to conclude there are specific, positive things that you can do to make success through people possible, or even probable. While I cannot guarantee solutions in every situation, I can guarantee improvement.  If that sounds fair—read on.

 

Woody & Bear speak out from the grave –

 

            I’ll admit it, there may have been times when building a team of strong, loyal and consistently productive people seemed fairly simple…I just can’t remember any!  As an Ohio State Buckeye fan, I recall the way Woody Hayes put it: “You win with people.”  For him, it was that simple.  Find the right people, teach them what they need to know, hold out a ”carrot” like a Rose Bowl trip and get out of the way.  Paul “Bear” Bryant, legendary coach at the University of Alabama, felt the same: “Find some talent, show them how to make the first touchdown, and back off—the rest is simple.”   But that’s ancient history, right?

            Is it really the same for us today, in business?  As a manager and management trainer for many years, I’ve come to realize that, while Woody’s and Bear’s level of competition was higher and more intense, and while winning or losing was determined in an afternoon, the principal determinants of success in sports apply equally to other endeavors, like business.

            But what is it specifically that leads to success?  Let‘s look closer. We’ve told ourselves for years that winning with people means simply finding the “right” people, training them to proficiency and direct their daily efforts.  And, sure, we must provide consistent encouragement and positive feedback.  The icing on the cake is the incentive to work. Something like a pot of gold [motivator] is placed at the end of the rainbow (task completion deadline), and miraculous things happen — sometimes. 

Is it that simple? Do we clearly understand why, then, more managers, leaders and coaches don’t win consistently?  Conversely, do we know why some teams just can’t lose — even in the face of tough competition?  Is the answer really just “great talent?”  Ask George Steinbrenner if buying great players is enough to win.  The answer is NO. Great players, like great employees, make it easier.  But in today’s workplace, staffing with 100% champs isn’t realistic.

 

How we can win:  Winning through people requires a clear, two-part, approach.  We must:

            * First, expand your ability to discover and attract the best of the labor pool. This is NOT a dream! I’ve done it and helped others recruit winners. Job one is building a core of essential team skills.

            * Next, make each work day a more positive and productive experience for our “starters” and “bench warmers” alike. This takes focus and coaching skill. And everyone reading this article IS capable of coaching successfully!

 

Keep this in mind; no team ever won all the marbles with “stars” alone. It’s the competent, supporting bull pen that usually makes the difference.  And it is from that second level that you must find and develop the next generation of leaders.

            You must work both sides of the street simultaneously. First, don’t let up in your recruiting efforts to upgrade where necessary, replacing losers, while, at the same time, giving focused consistent attention to those currently on staff.  Both are critical parts of an effective people plan.

           

Having said all that, I concede that the commonly accepted reason for failing with people remains, “Just aren’t enough good people these days.”  The implication is: Good people (the kind we want and need to win) were there, but no more. Evidently, we must conclude, the “good people” have vanished from the scene. They are gone!  I hear it daily. And to complicate things, we’ve talked ourselves into believing that we cannot win the game or reach our objectives with anything less than perfect employees. That’s silly. 

 

Smart leaders succeed all the time with less talent and the right attitude.  Get that? Attitude. I can teach an average person to excel IF the positive attitude is there and is genuine.

 

If you accept my premise, perhaps you’ll trade in today’s pessimism for a shot at my experience-based optimism.

 

For now, consider what I call the “Magnificent Seven”:

 

7 Ways to Build a Powerhouse Organization

 

These basic requirements can make your job as manager, leader or owner much easier:

 

1. Create a clear definition of your business identity, goals and values.

2. Develop a practical philosophy of leadership [how you’ll interact with the troops].

3. Study yourself, your past influences, how you came to form your attitudes about people and work. Fine-tune, identify the “leadership style” that will work best for you. [one on one situations, team meetings, honesty, involvement, info sharing, setting a positive leadership example. Where do you fit, your preferences…there is NO one best “style”.]

4. Commit yourself to balancing people/task relationships. [Most are task oriented]

5. Develop a comprehensive human resource strategy. [A culture that promotes the advancement of your team members…who, in turn will build your business.]

6. Make an accurate assessment of the positive and negative elements of your employees’ working environment today.

7. Use your management power sources intelligently. [Hint, your personality is your strongest source of power….so, don’t fear human interaction, learn to use it!]

 

Obviously, each of the seven steps above can be a project in and of itself.  I’ve spent nearly a quarter century helping managers win with people. If you need help, let me know