What The Gurus Don’t Tell You About Better Staff Performance
If you’re going to be a regular reader and possibly a contributor to this blog, there are some things you need to know.
My views on staff performance and management are, well … slightly unconventional. Some clients refer to them as “Leon’s little heresies”.
Be warned. You’ll find that many of my staff performance ideas don’t conform to what most of the gurus and textbooks say. My views are often at odds with those of many human resource and employee development managers.
Workable Solutions
I’m concerned with providing workable solutions to day to day, on job staff performance issues: especially those faced by small-medium business managers.
What About Training?
Training isn’t usually the answer. Training should fix skill deficiencies. In most cases, training won’t fix performance problems. You see, most performance problems don’t occur because employees simply can’t do their job. If they do, that’s easy to fix. But the reality is that most performance problems occur because employees, for whatever reason, won’t do their job.
And Another Thing…
I believe that there’s an enormous difference between managing people in a small-medium business and a large business. The principles may be much the same. But the skills and their day to day application are vastly different. If you slavishly follow the advice of fashionable, big business gurus, you might find yourself in fashion but out of business.
And I Also Believe …
It doesn’t matter whether your employees “get on” well with each other personally. What matters is that they are able to work together effectively. Employees are a costly resource. In many respects they’re your most costly resource. They must contribute measurably to the success of your business. It’s your job, as manager, to make that happen. The blog posts reflect this.
Anyway … when people enjoy success working together, they usually become at least tolerant of each other’s personal oddities. They’ll probably learn to accept and enjoy them.
Other Purposes Of This Blog
- I publish a lot of articles through article marketing. They’ll also be available through the blog. They’re all free.
- As fully as I can, I want to keep you up to date about staff performance management in small-medium business.
- To help keep you up to date, I’ll keep you informed about other sites, other blogs and other products and services that may help you run a more successful business.
- I love feedback. You’re encouraged to comment – positively or otherwise – on anything you read on the blog.
- To act as a “forum” for exchange of your views about effective employee management.
* You’re encouraged to seek help with the people management issues that you encounter in your workplace. I guarantee a written response.
* You’re also encouraged to add your comments when someone seeks assistance.
* To enable you to share experiences: to tell other readers and contributors what’s happening “at your place”: to share your stories with managers just like you. And to tell us what you’ve found helpful — or not — from whatever source it came.
www.staffperformancesecrets.com That domain name is what the blog’s about.
If, after all that, you still want to participate in my blog, I’m delighted. And you know generally what to expect.
And always remember….
In the words of David Ogilvy
“The consumer isn’t a moron, she is your wife”.
Leon Noone
P.S. If you’d like to know more about me, please click on “About Leon Noone” in the navigation bar.
