Valhalla Business Solutions - Business Management Consultants

Sales Management Consulting Specializing In... Sales and service Systems, Managing younger generations, Management protocols Coaching effectiveness

Tuesday, April 7, 2009

Gaining Commitment From Employees

Gaining a commitment

Determine team goals
Brain storm appropriate tasks/behaviors
Assign time frames
Solicit employee regularly on progress
Schedule follow up

I have to opportunity to observe so many managers talk to their staffs and there are many reasons their employees don't commit to action. I also get to hear all the time from managers, "my employees just don't care about their work!" Or, "they just don't do what they know they are supposed to do?" There are so many reasons for this, but almost all the reasons are at the fault of the manager. Team members want to do well, they want to make their goals and they want to be recognized when they do. One effectiveness skill that could amplify a managers results today would be working on gaining a commitment from their team.

Determine team goals! This may sound easy, but can be difficult. In your next team meeting solicit your team for something they would like to accomplish over a period of time. Valhalla recommends at least a goal that requires a month to achieve, but can be longer. Once the team has something they are trying to achieve, it will be easier to have behaviors and tasks to deliver the required results.

Work with your employee to determine what their role looks like to achieve the team goals. A one on one is a great place for this. Details are important here. i.e. Every time a customer walks into our location I will say, "welcome, have you visited us before?" Depending on the answer I will then say, "great I am glad you have been here before, let me tell you about a special we have for returning customers!"

Assign a time frame, ensure you the manager set the bar on time line. It is inappropriate for your employee to ever guess when you want a particular task completed.

Solicit your employee regularly through out the task on what they are learning. Ask, "What things are you learning so far?" This is where they will critique their own work.

Schedule follow up, this is the most important to ensure anything gets done. Schedule frequent follow up to ask for progress. This ensures something does not get missed or skipped along the way. This also presents a forum for your employee to solicit your feedback and obtain your guidance.

Labels: banking, calendar management, Coaching Teams, corporations, cross sell, development, economy, management, management expectations, small business, Small Business CEO, team building