Companies are into organizational happiness these days, when what is really needed is discipline. If employers really believe that employee happiness leads to high levels of productivity and profitability, then they would get rid of those managers who never should have been placed into a leadership role in the first place.
In a recent TinyHR survey, employees were asked what they wished for most in the New Year. The second most asked for item on their wishlist was a new manager. As the economy continues to improve, employees will be taking their skills elsewhere in search of better leadership. Lucky for you, there is still time to retain these employees and save your company from what will most likely be a slow and painful death. Here's how.
Establish an amnesty day. Pick a date. Any date and declare that day as amnesty day. This will be a one time event only, where the executive team can bring forward the names of managers in the organization, who should have been gone a long time ago. As the leader, you will accept the names and resist the temptation to berate these people for failing to take care of business when they should have. And while you are at it, be sure to look at the executives on your team and do the same as well.
Vow to change the way you select leaders. I was speaking with a client the other day who sheepishly admitted that high producers in her organization are often promoted to sales leaders. The results have been marginal. A few of these leaders have done well. However, most have done more harm than good. It doesn't have to be this way. A great number of leaders are tossed into management without ever being asked if they interested in this line of work. Once in these roles, they often fail.
Before hiring or promoting someone into a leadership role, be sure they possess the traits you believe are important for someone to be an effective leader in your business. For example, does the person you are considering for this role possess strong communication skills? Is he or she able to delegate? Do they have the temperament to lead others? If you are unsure, keep looking.
Keep developing your leaders. I coach and teach others how to be effective leaders. Everyday, I hear stories of people who have been in leadership roles for years, who have never received any formal training in regards to leadership. Yet companies don't think twice about training an employee on how to drive a fork lift or reimbursing classes they believe will immediately add funds to the company's bottom line.
Invest in your leaders. Encourage them to constantly be improving their leadership skills. Provide them with opportunities to work with a coach or to attend a class on leadership. Set up a mentorship program in your organization to ensure learning and growth is happening everyday in your business.
Management isn't rocket science, but it does take discipline. Doing the right things over and over again, even when it may appear easier to ignore situations or take the easy way out, requires diligence. I hope you will think about this posting before you organize another free lunch or try to buy your way into the hearts of your people, and instead, give them what they want—A great leader to work for.
