"Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do all those things effectively, you can't miss."
-Lee Iacocca
-Lee Iacocca
Yesterday, Promotional Consultant Today shared the scenario of Mike, a newly appointed CFO who identified three critical categories of employees. He determined the right blend of employees and right action steps to optimize the performance of his team. In part two, Promotional Consultant Todaydefines these three employee categories and shares tips for managing these groups.
Critical People.These can be obvious—the real superstars who consistently under-promise and over-deliver, but they can also be not-so-obvious, those quiet achievers or steady Eddies. They may also be those staff members who hold important intellectual property or jobs no one else wants to do. They may have great customer relationships or know a lot about the organization itself. In any case, you don’t want to lose them. You should prioritize your time so that 80 percent of it is spent dedicated to these people for three main r easons:
Critical People.These can be obvious—the real superstars who consistently under-promise and over-deliver, but they can also be not-so-obvious, those quiet achievers or steady Eddies. They may also be those staff members who hold important intellectual property or jobs no one else wants to do. They may have great customer relationships or know a lot about the organization itself. In any case, you don’t want to lose them. You should prioritize your time so that 80 percent of it is spent dedicated to these people for three main r easons:
- Allowing them to mentor with and learn from you will help them grow and develop in their own careers.
- If you don’t give them the time and attention they deserve (and may crave), they may not understand how important they actually are, which can lead to frustration, hurt feelings and even a sense that they aren’t appreciated.
- The third reason was discovered by the Gallup Organization. Their research showed that if managers spent 80 percent of their time with the top 10 - 20 percent of their staff they would become even more productive and engaged.