Introduction
You can use all sorts of words to describe managing a small-medium business. It can be positively exhilarating when it’s doing really well. It can be downright depressing when it isn’t. But the one word you could never use is “easy”. That’s particularly so where staff performance is concerned.
The “Right” Questions
You probably already know the high value I place on asking the “right” questions: questions that will help you get the answers that’ll reduce your managerial stress. Here are two more questions that will do just that.
Pressure To Improve
As a manager you’re under constant pressure to improve all sorts of things; revenue, sales, customer service, staff performance, inventory and operating costs, cash flow to name a few: and of course, “the bottom line”.
Well Meaning Advisors
You have all sorts of people, accountants, bank managers, web marketers, self-development gurus and consultants like me telling you how to “do it better”. You end up with a “to do” list as long as the proverbial “piece of string”.
Employee Involvement
Believe me, I know what’s its like. I’m on your side. I understand this too. No matter what it is you decide to do, you need to get your staff “onside“. And you need to take action that will give you the best results most quickly. These two questions might just help.
The Two Questions
1. What is it that you’d like your employees to be doing right now that would help your business the most?
2. What are you doing/not doing that’s limiting the effectiveness of your staff management?
You know the sort of things I’m talking about. They’re the words that follow the moment of frustration that causes you to say to yourself, “If only they …” or “If only I …”
Warning!
Be careful. Base your answers on evidence not opinion.B76 Ask your staff for help. Show that you want to improve yourself, the business and their contribution to business success. Talk with your people. Whatever you do, don’t circulate a survey for them to complete.
Bangs And Bucks
You may end up with a “shopping list” of actions that you need to take. If so, prioritize them so that they answer the two questions. You not only want most bang for your buck. You also want most bang for your buck most quickly.
Take Steps
1. Decide what’s most important
2. Specify a clear measurable goal to describe what you want to achieve
3. Specify the performance standards that will tell you both how well you’re progressing and how you’ll know for sure that you’ve reached the goal.
4. Repeat the process with the other major items on our shopping list.
The Payoffs
- You’ll actually get something done that all agree needs to be done
- You’ll involve your staff in performance improvement
- You’ll get some good practice at setting performance standards.
Perhaps the biggest payoff is that you’ll have a viable plan to implement staff performance improvement in your business.
Conclusion
Give yourself a chance. Dilute the intensity and even the stress of managing staff. Take action on really important issues. Get things done. Stop saying to yourself, “I must look into that” or “sounds like a good idea” or “I have to find time for that” or any one of a hundreds phrases that prove two things: the road to hell is paved with good intentions and that guilt is a lousy motivator.
What To Do Now
Reread the article. Follow the prompts. Contact me direct if you need assistance or clarification. That’s all.
