56 STASHED IDEAS
Encouraging employees to work towards their personal growth is the real firestarter to spurt inspired work, creating a passionate and committed workforce.
One has to see each employee as a unique person with goals, aspirations and dreams. The interview process for new hires has to focus on employees personal growth and not just on what we want the employee to do. Smart people, when told what to do, stop being smart.
Pressurizing employees to play hard according to your company policies and work culture can be counterproductive. Straightforward motivation, designed to keep employees working feels superficial, unimaginative and even hostile.
Trying to convince employees by being nice to them and telling them what they should do doesn’t seem to work in the modern workforce full of knowledge workers. This is because the focus is on what the employer wants, and not on the employee.
It is normal for an organization to have goals related to revenue, profit and increasing the bottom line. But most organizations forget that the engine of achieving such goals is the people working for the company, and if the focus is on how fast the employees are growing personally, a successful business will come as a byproduct automatically.
A healthy, happy, stress-free and passionate team will ensure the expansion of your business.
Young success invites scrutiny, criticism and risk of falling from grace faster than others. The media is often ruthless towards them and any scandal is highlighted promptly.
This may be a mixture of jealousy and other negative emotions that success at a young age always brings along. Things can improve when each person creates their own definition of success, as comparing one's life with others is the root cause of jealousy.
There is an assumption among many that if someone is an achiever at a young age, the unique talent must be an innate ability, and not slogging. The extraordinary milestones that are met before the usual timeframes feel disruptive, and unsettles the status quo.
The truth is many young achievers have spent years working hard, and overcoming substantial challenges to reach the celebrated milestones.
A feedback method focused on providing nonthreatening and open-minded feedback.
The formula goes: “Got a minute? Great. I need your help. I noticed that [problem behavior goes here.] (Pause) I was wondering what’s causing this problem (pause), because it cannot continue. What do you suggest we do?”
Have goal-oriented and clear meetings, only when it is important and necessary.
Show that you trust your team by delegating work and giving people big problems to solve.
Get a nod or a confirmation on the feedback that is delivered, so that it is clear and the employee hasn't taken away something unexpected or unintended from your conversation.
Instead of hanging on to a bad fit, and prolonging the support to employees who are struggling, it is better to let them go.
Diversify work within the team so that the long term and short term goals are both taken care of.
Ownership and accountability need to be defined so that your team knows who is responsible for what.
It pays to highlight the strength an employee brings and then to work on minimizing the weak aspects. Start and work with the impact and value the employee is making to your team.
Instead of the sandwich approach to provide feedback, try to be direct and dispassionate.
If the work is reported to be ok or fine by your subordinates, maybe you need to dig in deep and probe more.
The employee reporting to you may be struggling and not providing the true details of the situation.
Leaders should choose a decision-making model before moving into problem-solving.
Good choices at defining moments on important matters make all the difference for people, organizations, and societies. Every time you are in front of a defining and complex problem, you have a pivotal choice to make in how to find solutions and execute decisions.
"Two roads diverged in a yellow wood, and sorry I could not travel both…I took the one less traveled by, and that has made all the difference."