It is very easy to solve many problems in the workplace, employees' workforce and business involvement, customer loyalty and profitability if more managers are involved in keeping and teaming. Responsibility for some seems to be a bad word that leads to a low employee of morality. Some see it as a form of bullying, but it's nothing else from the truth.
The word warranty is often inaccurately defined and ineffective. At work, accounting is defined as an act of keeping others responsible or responsible for their actions (good or bad) for exemplary career and successful business. Responsibility is not demoralizing employees in order to make a team or an example of them. It is not guiding employees in condescending manner, or for fear and intimidation.
Responsibility is about putting expectations, clearly sharing it, and keeping yourself and everyone in your room responsible for keeping track of your expectations. Warranty is a process, with start and end. It's not about telling people what you expect them to do, so soon to go.
When I travel about the country's fundamental principles for building leadership, I constantly emphasize the leadership and responsibility of employees to maintain a culture of service, performance and operational efficiency. Although many leaders strongly agree with me, few people know what is necessary to ensure responsibility in the workplace. There are five specific measures to keep employees responsible for excellence. My mentors showed these five steps that stood up like a young manager who was so high intensity, sincerity and finesse that I had no chance but to accept personal responsibility for driving skills.
Step 1 – Clearly Define Expectations or Standards – You can not be held responsible for people for whom they have not been notified . Do not swallow employees know what a good job looks like. Paint the image by clarifying, describing and identifying what you expect. Keep in mind, do not clarify your expectations after something goes wrong, at that point you should strengthen them. Here's an example of what I am talking about: Great at the office in the reception means the workplace is clean, seamless; The calls are answered within three rings (and with smile) ; Employees are appropriately equipped with the proper names. All guests who come into reception receive immediate warm and friendly greetings by using their name whenever and wherever possible.
Step # 2 – Join Employees in Raising the Shoulder – Once expectations have been defined, share them with team members. Employees should also be given the opportunity to express their views or concerns about the new standard. To ensure clarity and purchase, ask questions like: Do you think we can achieve this new standard? What do you consider to be in the way? What potential barriers could we face? What do we need (ie tools, resources, training) to constantly meet new standards or expectations? In the long run, giving employees the opportunity to express their concerns will increase their commitment and support for the new standard or expectations. It shows that you are worried, evaluating your views and showing that you are committed to making that part of the solution and not just pushing the new standard down the neck.
Step # 3 – Combine the New Standard – Now it's time to talk, think and share ideas and best practices. In order to build a guarantee, the standard or expectations must be fully adopted in full in all aspects of the working environment – including the training and development process, performance check criteria and all relevant systems and working methods. This shows you are a thorough, piracy and sustainable development plan. Guess what? Your team should be 100% involved in this process – building teamwork, collaboration, and making them feel like valuable participants in the success of the company.
Step 4 – Set Measurement Tracking Measurements – Use internal keystrokes or measurements to evaluate how successful the team is to follow and maintain a new standard or expectations. Key indicators may include customer and employee satisfaction, productivity results, production reports, or even performance of workforce. If your business is not working to measure key indicators like this, then work with your team to create a simple scoreboard that everyone can understand and support.
Step 5 – Recognizing Performance and Trainer to Improve Performance – Priority to Regularly Recognize and Reward Staff Continuously Describing New Standards or Expectations. This not only encourages them to continue a good job, but it also sets the standard that everyone recommends. And do not forget the employees who fall under the standard by not constantly monitoring performance expectations. Provide regular training and counseling, work with them on a reform plan to help them succeed.
Early in my career as a manager, I often realized that employees had not met my expectations at work. At first I just thought telling them what was expected was enough, but boy was wrong. It was not until I began to shape the actions and behaviors of my supervisors that I could drive performance and overall responsibility in my team.