What you measure becomes important! Part 3 of 3

In part 1 of our 3 part blog series, we talked about Having focused conversations with individual team members that discuss 3 key points;

    1. Has the individual been set up for success?
    2. Who is the individuals support system at work?
    3. Has the individual received specific feedback in the past 6 months?

If you missed part 1 of the blog you can find it by clicking here

In part 2 of 3 we talked about Handling the information or measurements given to you by doing 4 things;

  1. Thank them for sharing and let them know you value their point of view
  2. Respect the open line of communication and protect their right to privacy when applicable
  3. Prioritize your information by triaging
  4. Give them a specific date when you will follow up

If you missed part 2 of the blog you can find it here.

After you have had the conversation with the employee and you have shown value for the information and the employee who gave it to you, what do you do?

You need to narrow the gap!  When information is given that doesn’t hit the mark, you need to act and make changes to bring the current results closer to the desired results.

-If the employee is missing information essential to their position or responsibility promptly get the information.

-If there is training that needs to happen, ensure that it is promptly scheduled and delivered with excellence.

-If there are tools or resources that are essential to the employee completing their role or responsibility, take every reasonable step to acquire them.

-If there is a performance perspective that needs to be shared, get it done sooner rather than later.

Once an employee shares with you, on any topic or level, it is up to you to bridge the gap between where they are and where they need to be. In some cases it falls on us to train them more, or to kick their supervisor in the butt so they train them better. Sometimes money needs to be spent, and sometimes changes need to happen. You might have to re-establish expectations or realign an employees skills and abilities with the appropriate tasks. In some cases, termination might need to happen.

Regardless of who’s direct responsibility it is to act, it is your responsibility to ensure action happens.

When we chase financial goals, we measure where we are and then we develop plans to achieve the goal. The same principle applies to our people. Narrowing the gap between where they are and where they need to be is your responsibility! In fact, narrowing a morale gap often leads to financial gains and ultimately achieving your financial goals. Who knew that a conversation about morale would lead to a financial gain? You did-because we already told you that what you measure becomes important and you know that the most important asset you have is your people!