(By Mike Zarnek) 

The new year is here, but have you considered different ideas and new ways of thinking to help you become more successful in 2007?  The race is on, the goals have been set, the challenges are before you, and yet you find yourself with the same staff of employees as last year.  So how does it look?  Or like Dr. Phil says “So how’s that working for you?”  I think we’d all like to do better at life and at work, but how can that be accomplished?   Some might find that everything looks great, but others may not be so sure.  So here’s a challenge: “How do you view your current staff/employees so that the outcome of your objectives for this year exceed your expectations?”  That’s right, just looking at the same situation and the same people in a different manner can help you to reach your goals and even surpass them. 

Your employees as ‘allies’

This concept may seem a bit foreign, but try viewing your employees as “allies.”  Allies don’t even have to like each other, but they can have a common purpose or goal.  They might have different ideas, opinions, and philosophies that don’t always line up, but allies will work together for the purpose of helping the team.  Thinking of your employees as allies WILL build your team. As employment guru Dale Dauten states in his latest book, How Gifted Bosses Hire and De-Hire Their Way to Success, “There is a commitment not just to an employment relationship, but to one another, to a lifelong alliance to talent.”  This alliance and this bond between employees can be created in all industries, from Healthcare to Manufacturing to Information Technology. Here’s a suggestion that will help you to build a team of allies.  Spend time with each individual, but not inside the confines of the office.  Take them out to lunch.  Something happens when people share a meal together, in this case, something that will help to build unity and trust.  Depending upon the size of your staff, this could take a while, but what you’ll learn along the way will be incredible. Ask them how they’re doing (and listen carefully to their answer).  Ask them about their family, their spouse, their children, etc.  Eventually, progress to business-related questions, such as, “If you could change one thing about your situation here that would make you more productive or happy, what would it be?”  Some of the answers you receive might deal with the need for more flexible hours, more autonomy in their current position, more training, additional tools, a change in role, or even a transfer to a different department. In addition, ask them about abilities you might not know about, talents they may have but aren’t using in their current position.  Perhaps you’ll discover hidden talents in the areas of writing, organization, analysis, technical abilities, etc.  Discover the strategic and creative traits of your existing employees, and you may well discover their motivation!  Utilize their talents to fill in the gaps, and watch the energy build with your team.  You’ll never know unless you ask.  Present these questions in a casual fashion, however.  Don’t make it seem as though you’re unhappy with their present performance. Express interest in their personal situation, as well as their professional situation, and how you can help to improve both.  By doing this, you’re showing that you want to invest in them as employees, which is very important.  Not everybody is looking for more financial compensation.  Most people want to feel as though they are a valuable part of the team and that they can contribute to a winning effort. And remember, in addition to creating a situation where employees are happier and more productive, you’re greatly improving your company’s retention rate at the same time. 

Putting together the pieces

Be sure to write down all of the information that you gather from these informal lunch sessions.  This information, most of which you probably weren’t aware of beforehand, is crucial to your future success.  It contains the pieces of the puzzle, and putting those pieces together in the correct fashion can unlock your team’s true potential. Here’s another tip, one geared toward giving you more flexibility to put together the best puzzle possible.  If you have an employee who would be better suited in another area of the department or company or who would be better suited to part-time hours, hire a contractor or temp worker to fill the gaps and relieve the pressure.  Considering the big picture and how much more productive your team will be, this is a wise (and in the long term) low-cost investment that can pay big dividends. According to the December 28 issue of Kennedy’s Recruiting Trends newsletter, “When it comes to reduced load arrangements, there are several key benefits that your company may reap [from hiring contractors], including greater productivity, less turnover, cost savings, and co-worker relationship development.”  Utilize contractors and temporary personnel for not only these issues, but also to help combat employee burnout.  (If you have specific questions regarding the hiring of contractors, I’d be happy to answer them for you.) Anybody can transform a group of employees into a team of allies—executives, directors, managers, supervisors, etc.  If you can build a united front with your team members, you’re well on your way to eclipsing the goals you’ve set for yourself in 2007. Let’s make it the best year yet! 

(Once you believe you have the correct pieces, you’ve assembled those pieces correctly, and you have a definite plan of action, then what?  How do you implement your plan and how do you work toward making your employees true allies?  In next month’s issue, we’ll discuss some of the ways you can accomplish this, as well as the long-term benefits associated with maximizing the talents, abilities, and potential of the employees you currently have on your team.) 

© Copyright 2007