Invest In Your Team

Posted by on Jul 3, 2013 in Blog

Invest In Your Team

Most of us are familiar with the old adage “no one is irreplaceable,” and this saying is certainly true, up to a point. Some managers take these words too far, and assume that it means that if an employee isn’t doing a good job, regardless of the reason, that it’s best to fire them and hire a new person. “Out with the old and in with the new,” seems to be the style of some managers.

While there are certainly times you may need to terminate an employee, if there is a “revolving door” at your workplace you may be needlessly costing your company both money and time. In general, you will save time and money by investing in your employees and assisting them in acquiring the skills that they need to be successful team members rather than dealing with the added cost and extra aggravation that come with high employee turnover.

There are two keys to reducing the turnover in your workplace and empowering your employees to become contributing members to your team. To increase the success rate of your team, you need to provide clear direction as well as regular feedback about performance and objectives.

Schedule Time For Regular Feedback Sessions

Some managers simply assign their workers some tasks and a deadline and then walk away from the assignment until after the deadline. If a manager doesn’t provide oversight, direction, and periodic feedback throughout the project, should they really be surprised when employees underperform and don’t deliver the expected results? Schedule regular meetings with your employees where you sit down and discuss each individual’s strengths and weaknesses and how they can bring their talents to produce results for your team. Not only will you get better results by providing clear direction in this way, both you and your employee will be surprised at the creative solutions to assignments and other tasks that each of you will come up with during this process.

Accentuate The Positive

While it’s important to deal with an employee’s shortfalls before they grow and perhaps derail the project, it’s important to also resist the urge to only provide feedback when you see an employee doing something wrong. Take the time to truly observe each member of your team and try to “catch” them doing something right, and then reward them with praise. Start your feedback session with what they are doing right, and end by expressing confidence in their ability to improve their performance. This will help your team members to know what is expected in a positive way, and help to build a bond of trust and mutual respect between you and your team members and will encourage your employees to be more dedicated and loyal to your company.