Tales and Tips: Setting Up for Success

With over 18 years of human resource experience you could say that I have seen (and dealt with) it all. The bulk of my corporate career was in employee relations where it was my job to work with managers and employees to outline expectations and coach to success. What I have learned throughout my time in employee relations is that communication is key. Yes, I could tell lots of stories of the crazy things that I have seen and dealt with in the workplace, but the number one issue that I would tell you I had to deal with was managers that weren’t great at connecting with their employees. So, while we could tell tales that make us laugh about the crazy shenanigans of people in the workplace what I really want to focus on is how do we set folks up for success?
So, for what it’s worth, here are my words of wisdom on creating a high performing team.
Tip 1: Define Expectations
From the beginning it is important to sit down with employees and define your expectations for them in their role. Understand that it is important to challenge folks, but not set them up for failure. You cannot expect someone with 2 years of experience to perform at the same level as someone with 10 years of experience. By creating clarity for your employees you are not only setting them up for success but also setting yourself up for success. How? Well, if you have a high performing team you will be noticed and you will have more opportunities. If your team does not perform at some point the question may become whether you or not you are the right person to lead the team.
Tip 2: One on Ones
This is different than the expectations meeting described above. This is a more regular, informal touch base. We all get busy, I get it. But, a half hour of your time at least once per month to outline for employees the expectations you have for them is key to not only their success but also to yours! Decide with your team how often you should conduct these meetings. For a brand new employee you will want to meet more often than for an employee that has been with the company for a long time. If you have an employee that is struggling you will want to meet more often than one that is rocking and rolling. These meetings are the time for you to mentor and coach your employees. This is when you can go over how they are doing against their goals and objectives and, should business needs change, redirect with new goals and objectives.
Tip 3: Recognition
As an HR Consultant, I often hear that the employees feel like they are never praised for the good things they have done. They feel like all they ever hear about is the stuff they are doing wrong. Recognize a job well done, thank the employee, call them out with a thank you note – it is such an easy and FREE way to motivate your employees, yet all too often praise seems to go by the wayside.
Tip 4: Address Performance Concerns Early
In my next blog I will focus on how to have difficult conversations, but until then don’t wait for a one to one or or your next meeting with the employee to tell them where they have not met your expectations. Talk to them now! Your job is to coach and mentor these folks – so talk to them! I know it can make your stomach sick to think about telling someone that they are falling short, but how will they ever get better if they don’t know what they are doing wrong?
So, there you have it, some of my tips and advice from years of experiencing when things aren’t going well. Your goal as a leader should be to lead to success, not to set up for failure.

By | 2017-08-24T16:34:22-04:00 August 24th, 2017|Uncategorized|0 Comments

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