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Sales Leadership

Sales Leadership

How do you know if an employee is a "keeper"? Fantastic question! In these tough economic times we undoubtedly want the very best employees on our team, but we all understand employee turnover comes at a huge price and impact to our bottom line. So how do we know is it them (lazy, unqualified, bad job fit) or us (our leadership style)?

I lately attended a wonderful workshop on leadership, and although I walked away with several nuggets of information, the following actually stuck with me.

Company believed leaders have determined there are "only" seven factors an employee is not performing:
1. Lack of task clarity
(i.e. they are not confident of specifically what their job is)
two. Lack of task priority
(i.e. they are working challenging doing 1 thing you are mad simply because they have not accomplished what 'you' realize as the most essential part of their job)

Lack of competence
(i.e. you are coaching, directing or leading them at a level in their existing role they have not but achieved)
four. Genuine or perceived obstacles
(okay at times their excuses are a small thin - but as leaders removing that perceived obstacle can support us establish their commitment to success)
5. Excellent perceived reward for failure (my individual favorite on the list - simply indicates they get bigger reward for not doing their job nicely - then for performing it well. Feel as leaders we are all guilty of this - forgetting to give praise, recognition and reward for duties completed nicely)
6. Lack of efficiency feedback
(i.e. you are not consistently coaching)
7. Lack of skill
(i.e. poor fit - excellent individual wrong role)

What I loved most about this list is that only number 7 is final. The other six are truly items you can first test oneself as a leader - am I supplying the proper environment, skills or tools that this individual needs to be successful. Second, they are issues you can work and speak directly with the employee about. Third, they are tangible, when you do your role as the leader in any of those six and the employee is still not rising to the occasion than you are able to make an unemotional choice about regardless of whether or not to let that person go. Peace of mind in a firing circumstance is not that wonderful!

And number 7? Nicely that is really doing a person a favor. I am a firm believer everyone has the capacity to be effective in the correct role. And as leaders, we are performing men and women a kindness when we recognize our staff are struggling, the fit is a bad one and we help guide them to a role more suited for their talents and abilities.

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