1. Purpose:
Clearly state your purpose: Why are you here? And how will you know you are successful. People like to win, enable them to win.
Clearly state what their role in achieving that purpose is. If you want them to be a productive member of the team, they must know what they are to do, and how it helps the team achieve success.
If they don’t believe the purpose is worthwhile, or don’t want their role. Make a transition plan.
2. Skills:
Ensure they have the skills to be successful. If they don’t provide training, practice, whatever.
If they aren’t capable of acquiring the skills, or don’t want to acquire the skills, or don’t want to use the skills. Make a transition plan.
3. Tasks:
Find out what they like to do, and then have them spend as much time as possible doing those things.
Find out what they don’t like to do, and then have them spend as little time as possible doing those things.
If you don’t know; ask.
If they don’t like to do any of the things you need done. Make a transition plan.
4. Compensation:
Set realistic expectations for them and yourself.
Pay appropriately for their skills in your market.
If they aren’t happy with realistic pay then make a transition plan.
Summary:
If an employee believes in your purpose and knows how their contribution helps then you are on the best possible track to start. Then; if they have the skills to perform the tasks required, and like doing those tasks, and believe their compensation is appropriate, you have created an environment for success.
If you have an employee who seems unhappy, or unproductive, take a look at these 4 areas and I bet you will find at least one of them will lead you to the root of the problem. Then you can either make it better, or know you need to make a change.
I hope this helps you.
Rick
