leadingtoday.org
Leadership Tip of the Month
April 2005
Copyright 2005 ã weLEAD, Inc.
Are People Capable of Doing More?
Are most workers capable
of doing more in the workplace? What workers are saying about themselves may
truly surprise you. According to a study by William
M. Mercer, Inc. 25% of workers stated they were capable of performing 50%
more work! On average, all respondents estimated they could actually do
26% more work than they presently do.
So
why don’t they? Over 33% mentioned a lack
of adequate training and good supervision. About 33% of those surveyed
specifically mentioned one or more of the following three statements. We
have highlighted the stated reason in “red” followed by our own comments on why these
are so harmful to morale and effectiveness. These problems are the direct
result of poor leadership in an organization.
1.
The lack of a reward for good performance. The right kind of rewards for good
performance is a strong motivator. It shows appreciation and recognition for a
“job well done”. For example, providing generic merit wages to all employees (whether they perform well or not) is
an insult to high performers, and sends the message that good performance and
poor performance are valued equally and rewarded evenly. A successful leader will
find various and creative ways to reward those who excel and work effectively
on the job. Remember that a reward does not always need to be monetary to be
effective! For more information on meeting worker needs and providing effective
rewards click
here!
2.
Not being involved in decision-making. This is a common problem
in the workplace. Workers who are closest to the actual marketplace (and
customers) are typically ignored and rarely consulted. On the other hand,
individuals who are farther away from the customer or constituents tend to be
the decision-makers. This is the end-result of an ineffective hierarchy and
managerial arrogance. Yes, it takes time and patience to solicit “input and
ideas” from various workers who may not be either managers or articulate. But,
their experience and knowledge of the “trenches” is invaluable and will result
in better decision-making. When employees are left out of the process,
especially when a decision involves their
work skills, it tells them they and their ideas don’t really matter. People who
feel this way will not perform all the work they are fully capable of. Sound
leaders learn how to tap into this powerful human resource and are able to
greatly improve the quality of the
decisions they make.
3.
No opportunity for advancement. Imagine that you are an
enthusiastic worker who has a deep
desire to advance to another position
within an organization. You receive rave reviews and are recognized as a good
performer. Now imagine how you feel when a desirable position becomes open and someone is brought in from the
“outside” to fill it! Also, imagine that you are not even considered or
interviewed for the position. Unfortunately, this scenario happens thousands of
times every day. It costs many organizations highly talented individuals who
resentfully leave to pursue a career where they are appreciated and have
opportunities for advancement. As a leader, it is essential for you to discover
which employees have a strong desire for advancement and find ways to
meet their needs. Recognizing and retaining talented people is essential to
reach the organizations mission and achieve its vision.
For
weLEAD, this is