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Losing Great Employees Is Your Own Fault

Are you blinded by efficiency?

Look at your team. Let me describe one of your members and see if you can spot them.

 

They are not the most vocal of the group. They are on time, they complete their work correctly they are self-managed and self-motivated. They seem to be well-grounded and well-liked amongst co-workers.

 

And now let me tell you what you do- you take them for granted.

 

I am pointing this out because it has happened to me.

 

For anyone who is managing a team of people, we tend to focus on two groups of people: the needy superstars as well as the low performers.

 

The first group, we need to continue to refocus or listen to the drama in order to keep them performing. Top performers are results driven and move through the world at a high level and need reassurance as well as someone to help keep them in their lane.

 

The second group is where a lot of manager’s focus because they feel if they can get this group performing it will help the overall group. In my opinion this is a miscalculation of your time. You need to dedicate the correct time to retrain this group but many of these people will not be able to do the job and they must be dealt with according to your performance policy.

 

The one person who gets lost in this shuffle is the top performer who does not need constant hand-holding. They deliver results on time and correctly, they are process driven, organized, ask for things when relevant and usually fly under the radar.

 

In meetings they rarely offer opinions because the more vocal group always does.

 

If this person is familiar to you I want to stress that you need to adjust how you deal with them or else run the risk of losing performance.

 

All of us react at times like children. We like getting feedback when things are good, so we repeat that behavior, but also kids will end up doing something incorrectly just to have your attention. Remember any feedback in a child’s mind is attention and it registers as something they want more of in the future.

 

Same for this quiet performer. I am not saying they will tank their performance to get your attention but you run the risk of them not feeling appreciated or noticed and then results will slip a bit. It may not be a conscious decision.

 

These individuals are most likely your best trainers. They have a sense of how to break things down into simple pieces and can explain to others what they do.

 

Having these people sitting at the table when discussing process or the pulse of the organization is invaluable. But again, many times we look past them because they are not in our face demanding attention or their lack of performance is demanding attention.

 

Here are some tips for maximizing these employees:

  • Create a monthly roundtable or lunch where this employee is included with other top employees to discuss what they see going on in the company.
     
  • Rely on them to create processes for their department and then make sure to point out to the team their work.
      
  • Put them in a position at team meetings to lead discussions.
      
  • Discuss the possibility of them handling the training of new employees in their department.

 

All of these points will help maximize this team member’s involvement as well as showing them that you value their work and effort.

 

Efficiency is a great thing but can also lull you to sleep. Make sure you are not taking your most effective workers for granted.

 

Glenn Pasch is the current CEO of PCG Digital Marketing as well as a writer, National Speaker and Trainer. Glenn will be speaking at the upcoming Innovative Dealer Summit in Denver Colorado, March 19th and 20th.

Views: 448

Tags: digital, efficiency, employee, glenn, human resources, marketing, pasch, pcg, retention

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Comment by Stan Sher on March 25, 2013 at 2:21am

As I am catching up on reading some blogs I could not help to notice this.  I always enjoy your insights.

Comment by David Crockett Tharpe House on March 17, 2013 at 6:02pm

I have outsold the constant lead salesperson only to make them mad because of the amount of the bonus. I havhave the top CSI award Ford Motor Company gives out for North America and this includes all the brands and was calculated in sales, service, and parts. There is not a job I have not done with the exception of turning wrenches and I have done that with the Field Service Engineer on a noise oriented differential in a brand new F150 that the dealer "did not, could not, would not hear". It was a small town dealership lacking trained/certified techs. I have had race cars so I know a little about repairing. I have officially done 3 full time employees jobs (one quit warranty claims with 50-100/day, while one took off under the family medical leave act to take care of her Mother with terminal cancer-she managed 150 rentals and I didn't mind helping her, my job as head service writer. Not only did the "Managers" not thank me at all, they allowed my pay to go downhill as I saved theirs (Warranty was 80% of service). While in Sales I have (from the beginning of Salespoint) handled, learned, worked, preached, and everything else I could do to turn the dealer onto internet sales of all profit centers of the company usually met by impatience. 

Comment by Glenn Pasch on March 14, 2013 at 7:49am

Thanks Tom and Ric. Always appreciate the feedback. Always hoping my work resonates

Comment by Tom LaPointe / CarChat24 on March 13, 2013 at 1:44pm
Great piece. Poignant reminder of effect leadership.
Comment by Ric McCoy on March 8, 2013 at 7:54pm
Nice post Glenn... One we all needed to hear or be reminded of. Thx.
Comment by Jason Mickelson on March 8, 2013 at 3:36pm

Great stuff!  Appreciation is key and hard to do.  Thanks for the reminder.

Comment by Glenn Pasch on March 8, 2013 at 10:29am

Thanks Marsh. I have been guilty of this myself and just hit me again during performance reviews for my team and I have now set more clear goals for myself to make sure to not overlook the quiet superstars. I think we need to clone these people.

Comment by Alexander Lau on March 8, 2013 at 9:04am

This made me think of this infographic.

Comment by Glenn Pasch on March 8, 2013 at 8:26am

Thanks Manny, Alexander and James for your comments. I agree, it is very easy in the rush of business to forget to take time to recognize great employees. Too often it is just the "squeaky" ones we deal with but if we take time to invest in our people, then we all benefit.

Comment by James Easter on March 8, 2013 at 8:20am

Good stuff - take heed dealers!

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