The employees are not performing. Supervisors are not developing employees. We have too much gossip in the workplace. Objectives are not being met. We have inconsistency.
Let’s have a training class. But we don’t have much time. And money is an issue. Can we do it in 30 minutes? We could put it in a list on a handout. Better yet, just send an email and remind everyone. But just a very brief email. Better yet, just put it in the subject line of the email so they don’t have to read the whole thing. Maybe we could just wave a magic wand and sprinkle stardust on them while they sleep-multitasking at its best.
Yes, we can do all those things. (Well, maybe not the last one.) But employees are not appliances that you take to the repair shop to be fixed. They are, rather, humans that need and deserve nurturing.
My friend Anne sent me a Zig Ziglar quote today, “The only thing worse than training your employees and losing them is not training your employees and keeping them.”
So true, Zig!
Investments that we make in our employees have a big payoff: behavior change that supports organizational goals. But that investment cannot be just a training class. Training is the beginning – a learning event. Behavior change rests on a foundation that includes procedures, behavioral modeling and feedback as well as learning events.
Learning events can be training workshops, group meetings, or even instantly accessible reference material or instructions. Effective learning events match the need. Some learning can be put in an email. Others take 8 hours, or 10, or a week.
Procedures are the policies, guidelines and instructions. They must be in place to guide workers and set expectations. Clear, concise, available procedures are the structure of the operation.
Actions speak louder than words. Supervisors, Managers and Staff must model behavior that they want exhibited. (Who expects employees to not gossip or to treat customers well, when leaders do just the opposite?)
People deserve feedback. Surprises at the end of year evaluation are not fair. When people don’t perform as expected, immediate, professional, supportive feedback must be provided. Read the “One Minute Manager” for the best advice on feedback.
This continuum works. Which components do you have in place? Which components need improvement.
Looking for a quick fix?
Do you have employees or appliances?
© 2009 Linda M. Farley www.LMFarley.com LMF@onr.com
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