"Being a _(fill-in-the-blank)_ Can Be SO HARD When...!"
"Being a Leader can be SO HARD when people are in the wrong jobs and trust is low!" Right? Actually EVERY job can feel SO HARD when the 'job fit and trust' equation is out of whack. I experienced this in one of my personal 'jobs' as a Landlord.
"Being a Landlord can be SO HARD when your tenants are irresponsible and they don't pay!"
I've handled the rental details for a condo we've owned since 1993. For years (it seemed like a lifetime!) every tenant either paid late, didn't pay, damaged the place or was just difficult to work with.
A few years ago we decided to bite the bullet and renovate. Our plan was to make the condo more appealing so that we could attract different tenants. We updated the kitchen and the bathrooms, added hardwood floors and put in new appliances. It cost time and money to do this - but it paid off!
A lovely young couple became our new tenants, and they've been renting from us for three wonderful years. They pay on time, they take good care of the place and I no longer cringe when I receive a text or phone call about the condo. I like and trust them and I think the feeling is mutual. It's really nice. When you have the right fit and high trust - EVERYTHING is easier.
The same principles apply to leaders and teams in organizations. If you have people who are not a good fit and the trust on the team is in shortly supply, with some 'renovations' you CAN turn things around. It'll take some time and focus but you CAN move from "SO HARD" to "EVERYTHING IS EASIER."
Here are three 'renovation' actions you can be take simultaneously to begin your turn around:
Evaluate your hiring practices. Are you hiring for fit? Do your interviewers know what they're doing? Is it working? Where do you need to do better? Get the hiring equation right, right now - so that you don't bring in any more people who can't or won't do the job well.
Evaluate Leadership Job Fit FIRST. Do you have the right people in the right roles in leadership? Do the members of the leadership team have high trust with each other? Your overall employee culture ALWAYS reflects what is happening 'at the top'. You can't put enough attention here - get this right and the culture will shift fast.
Evaluate your company's culture by gathering feedback. Find out exactly where you need to 'renovate' and where the trust breakdowns are through feedback. Take action on that feedback and COMMUNICATE your actions to everyone.
There's no quick fix to job fit and low trust problems. But, those problems CAN be fixed. Make the right 'renovations' and you'll reap the rewards - quickly moving from "SO HARD" to "EVERYTHING IS EASIER!"
Wake Up Eager Workforce Podcast Episodes:
NEW! I'm kicking off 2016 with an Accountability Series, on
my Podcast, consisting of four shows focused on best practices about building a culture of accountability. I'm excited about my Podcast interview next month with
ex-Amazon Exec and Author of The Amazon Way, John Rossman, where he'll share insights into how Amazon builds accountability in the organization. Meanwhile - listen to the
two new podcasts in this Series, below:
NEW EPISODE: In Episode #19 - Use the R.E.V. mind map to determine what action you should take to help an employee improve performance and stay accountable.
In this video these guys have it all: they have the right people in the right roles, they're accountable and they appear to trust each other enough to make things happen fast. (Squabbling teams don't go over a wall in 30 seconds!)