All businesses consider turnover a terrible waste of money and a big drain in time management and productivity. When you want your managers or associates to take specific actions, you must first have a crystal clear picture of the actions you would like these people to take. Having clarity on the actions is the perfect starting point. While spending the time needed to achieve this outmost important goal, cultivate the perfect rapport with your people, going to extremes to receive their trust. Trust is the vehicle that will carry their willingness to do the specific actions.
You’ll need to remember, even if none will ask publically, that almost everyone will ask; “What’s in it for me?” Entertain their need to know with urgency, be proactive and offer nothing less of the maximum value you can provide.
I’m convinced that barring very specific situations, people need to be “able” to take the specific action, not only physically or mentally able, but trained to the max on the action and a superior has signed off that they performed the action correctly, at least once.
What is left is the willingness to take the specific action or not. If willingness is there, the manager or associate will follow the actions you liked them to take, with ease. Build on the success. Could partnering sustain your success?
If willingness is not manifested, it is be a behavioral issue that you will have to address immediately. Maybe you have missed the mark of the “Trust” and or the “Value” department? Try, again. If all fails it is time to unfortunately terminate the “rotten” apple.
Until next time,
Yours truly,
Thomas Antonopoulos, blogger for OfficeTime
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