It starts with your leadership and management, you don’t build your company, your people do… if your people don’t grow, the business won’t grow.   The real challenge for most business owners is to build their employees.  Employees need training, management, leadership, and systems to do a better job.

One of the core philosophies we teach is there are three types of negative behavior: (1) denial, (2) excuses, and (3) blame.

The person in denial is the person who thinks they are a rock star, but they actually they don’t know what they don’t know and their work performance is ok, at best.  It is either your management or lack of management that has led them to denial.  Rather than turn the behavior around we fire them and it costs a lot of money. To turn it around we have to sit with the employees and discuss the issues, then hold them accountable to fix the issues. We end up with denial because we don’t do confrontation.

We go from denial to excuses. Again, these employees are not being managed properly.  Job measurements and job descriptions would help prevent such employees having excuses.  In situations where employees are displaying excuses, good managers will ask employees a question such as…

“What are the next three things we need to do to get the product out to the customer in the next three minutes?”

Notice, the question is forward moving, the question has a specific time frame, and the question has detail orientation.

Finally, there are employees who blame…   How do we end up with blame? If employees hear you blame they think that a blame culture is okay.

We recommend five steps that managers can take to remove much of the negative employee behaviors in your organizations:

  1. Have daily lists – each night have a list of what needs to be done tomorrow
  2. Attend a weekly ‘Work in Progress’ meeting to ensure work is getting done
  3. Weekly 1-2-1 meetings on a Thursday, by having the meeting on the Thursday there is still a day and a half to get things changed before the end of the week
  4. Personal plan, the plan should include an employee training plan, a management system, and the employees career path
  5. Walk around the office at least twice a day to stay in touch with staff