Do you care?
Communicating expectations is a regular part of every manager’s quest to increase and maintain employee efficiency. Surely, you have set some type of expectation for your employees. But how recently have you checked to see if they have met your expectations? If it is worth expecting, it is worth checking. Here’s why…
One of our clients runs a preschool. At her preschool, it is the expectation that teachers put things away in the closets in a standard, uniform, and organized manner so when another teacher is seeking the stored supplies, he/she does not waste valuable teaching time looking all over the school for necessary teaching materials. Makes sense, huh? However, when do you think the last time the cleanliness and organization of the closets were checked? Until recently, it had been months. When first rolled out, this procedure was clearly defined, well communicated and stated as “THE way” to keep supplies in order. However, when no one in management checked the closets, the teachers stopped maintaining the organization. They started throwing materials where they landed and began wasting time searching for materials. Guess what happened next? Management became frustrated that teachers were wasting time looking for materials. Crazy! Had management simply kept up with a consistent schedule of checking the closets, everyone would have won – the teachers would have put stuff where it went, other teachers would have found the stuff where they expected it to be, and management would have seen efficient procedures working!
Understanding that most managers do not feel they should babysit their employees, I am not suggesting that you create an expectation and micromanage it. Rather, I am suggesting that you set an expectation and then let your employees know that you meant business – you didn’t create a rule just to create a rule. You asked them to follow a procedure because you know that it will increase efficiency or alleviate unnecessary stress or, simply, is just the most effective way to get work done. When you check back, you will tell your employees that you care about them following protocol. Then, most importantly, you gain productivity from your staff and in turn, a higher profitability.
Read Full Post | Make a Comment ( None so far )Pain-Pain-Pain!
I had a great meeting today with my referral partners that resulted in a different way of thinking in approaching potential clients. I am typically a positive person and like to focus on the positive. I try and tell potential clients that we at C & S Consulting can impact their bottom line through leveraging their employee talent and making employees more productive while keeping the employers legally compliant at the same time. To me it sounds so warm and fuzzy and who wouldn’t want more profits out of each employee. The truth is however; while the financial stress is real the profit line is on a piece of paper to be looked at weekly (and if you’re not looking at it weekly call Prostar Consulting). What we should really be going after is today’s pain.
So how about this……….
Are the inmates running the asylum?
Do you have control over your business or do your employees? Have you ever hired the wrong employee or had to fire someone and how did it make you feel? Do you feel you are objective in a consistent manner with all employees? Do you hate going to work in the morning because your employees are there? Could you leave for a week and your employees wouldn’t miss a beat?
Did this create any more pain? Writing this I felt it was a bit harsh and obviously it was intended to be tongue ‘n cheek but you get the point.
So I ask you all, would this inspire you to call for our services more so than the fact we can impact your bottom line? What should it be? Warm ‘n fuzzy or Pain-Pain-Pain?
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The HR upShot 