How to get the best from your people

Although many people may perceive that business is ‘all about money’ – they are wrong.

It goes without saying that yes, of course money is important, but it’s not the be all and end all. In my view (and with more than 25 years’ experience to back my opinion up) business is about people.

Think John Lewis, Google and Marks & Spencer – all companies known for the quality of their staff.

The old adage ‘people buy people’ has never been so true and those employees that believe in a company and its values will do much more for their employer than those that don’t. It’s vital for businesses to attract and retain good people as inevitably they want to do a good job in turn for their wages – they will be more engaged, more productive and more than happy to go the extra mile.

But the question remains – how can you get the best from your people?

Well, many years ago in Las Vegas, one early morning after a very late night, with my colleague Andrew O’Donoghue, I drew something on a napkin which has stood the test of time.

We called it ‘The Five Steps’ and it will prove to be a useful tool for your business.

Here’s what you do:

  1. Create a Vision, Mission and Values for your business, so people can tell what exactly you are all about, where you are headed and whether they want to join in or not
  2. Create behaviours to tell them how to treat each other and explain that adherence is essential and that disregard is terminal
  3. Motivated minds only will do, so being only moderately ‘up for it’ won’t do.
  4. Assess skills and match them to jobs so that you play to a person’s strengths and they love their jobs and add huge value
  5. Build a world-class support environment which at every turn reinforces your purpose and objectives

Let’s look at number five in more detail, as there are ten parts to this:

  1. Set clear Personal Goals which feed into the overall goal
  2. Empower the person to achieve them
  3. Supervise them as closely as they need
  4. Coach them to enhance their performance
  5. Mentor them so they can ask questions safely of a knowledgeable colleague
  6. Measure their performance
  7. Evaluate performance constantly (daily/weekly/monthly/quarterly/annually)
  8. Incentivise and reward them handsomely when they do perform
  9. Recognise success appropriately
  10. Communicate constantly to reinforce all that you stand for and to tell people how you and they are doing

That’s it. Easy as that. All there is. What are you waiting for? Get on with it and do call if you need any help with leading that, following it, starting it, or implementing it.

The rewards for those who can do this are great. All the best!

Michael Finnigan is CEO at performance psychology firm i2i (impossible 2 inevitable) Ltd which works across business, sport and education to enable organisations and individuals to hit their objectives by understanding the psychological strategies that lead to success.

@i2iHQ / @mfinnigani2i
journey@i2i-121.com
www.i2i-121.com

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About the Author

Alex McCann

Alex McCann runs Altrincham HQ - a Social Media Marketing company with 100+ recommendations on Linkedin and ranked Number 1 for Social Media Marketing in the UK on Freeindex

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