Now that you have carefully selected the correct team member and followed the suggestions mentioned on my last blog FIND SOMEONE WITH SHARED VALUES TO HELP DRIVE YOUR BUSINESS you certainly want to keep them and see them grow.
You do that by creating an Employee Value Proposition. Get this wrong and you will continue to tread water always trying to catch up. Get this right and you have one very important component for taking your business to the next level. So why do so many great people leave, or worse, why do they stay and become a drag on the organization?
Here is a sobering fact. People do not leave the place where they work, they leave the person for whom they work. You can spend time finding that right person and even tell that person about the great opportunities you have but then that person sees a totally different picture after starting. Even though you looked for the right fit that person does not feel like he or she fits. People who feel they fit will have a sense of belonging. And with that sense of belonging will come taking ownership and being accountable.
On the other hand, people who feel that don't fit will leave or become a drag on team performance if they stay. People who are disengaged show up for work, but they leave their hearts and minds somewhere else.
The book "First Break All the Rules: What the World's Greatest Managers Do Differently" by Marcus Buckingham & Curt Coffman used data collected over 25 years with a million employees to identify the basic roles of a great leader/manager. They identified 12 questions which have been used by the Gallup organization. The potential effect of great leadership was summarized in the 12 questions employees ask.
Perhaps you could ask your staff these questions to assess the level of their belonging or engagement.
1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work right?
3. At work, do I have the opportunity to do what I do best every day?
4. In the last seven days, have I received recognition or praise for doing good work?
5. Does my supervisor or someone at work seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone at work talked to me about my progress?
12. This last year, have I had the opportunity at work to learn and grow?
It does no good for an organization to create a unique value proposition if it does not create an Employee Value Proposition. The entire value proposition is this:
Focused leadership with vision and values combining with engaged employees will create loyal customers who are raving fans.
See a similar post on our web site titled GIVE THE BEST EMPLOYEES A REASON TO STAY.
Let us help you with your Employee Value Proposition
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or call 914-953-4458.
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