“My staff should do exactly what I ask them to do...”
When I ask entrepreneurs about the basis of their success, they usually respond with “The people”. Do you know how much you invest annually for recruiting people, and for keeping them committed and involved? And how effective is it? Could you do it differently - better?
Too high a staff turnover
An entrepreneur in the production of complex irrigation systems invests tens of thousands of euros in recruitment and selection each year. In addition, he has registered his company with a training agency resulting in four employees learning new skills each year.
When I ask him about his staff turnover, he gets a bit testy. It is much higher than he would like it to be: “Each year I lose about five people to the competition who pay increasingly crazier salaries. Furthermore, today’s employees are becoming dissatisfied more quickly,” he continues to complain. ‘’My staff should just do what I ask them to do and stop complaining!”
Recruiting and managing staff
The entrepreneur does everything he can to recruit new staff. Once employed, he expects the new employees to do exactly what he wants them to do, within the task description he devised, the function and department. That goes without saying, doesn’t it?
However, in doing this, does he fully utilise his staff’s potential? Is the entrepreneur interested in their potential at all? Once he has recruited new staff, it seems that his attention to the growth of his employees gets bogged down in the day-to-day business.
Who sets the goals?
What if, instead of the entrepreneur, the colleagues are free to set their own goals as to how they wish to grow within their knowledge domain? In addition to their list of tasks, they are instructed to continuously seek dialogue with internal and external customers. The higher goal here is to determine needs for which they, together and individually, develop added value in the form of services from within their own knowledge domain. Services, because they are easier scalable as opposed to products.
In this way, all employees will be continuously stimulated to develop new services that will make their colleagues and customers happy - and the entrepreneur as well. By doing so, they build on additional services to strengthen the core business at the same time. Imagine the effect this would have on the involvement and loyalty of your staff?
Many employees find great enjoyment in sharing their knowledge with customers and, in this way, continuously enriching themselves. And so each employee becomes an entrepreneur within your company.
Make them responsible
Make your employees responsible regarding their knowledge domain. Give them space to set up and further develop an earnings model based on their own knowledge. The profit this brings you will not only consist of euros, but also mainly of content-related growth, work enjoyment and staff loyalty. Resulting in a much lower staff turnover.
What could you do today?
Enter into a conversation with an employee who is a bit difficult to deal with and is always commenting on everything. These are often people who are involved and see opportunities. Listen to the ideas of this employee and do not hesitate to ask critical questions about the earnings model. Set up that appointment today.
But how to tackle this?
Register and we will contact you as soon as possible.
Let's have a chat?
Share your contact information with us, describe below what your biggest wish or challenge is and we will make time for you. See you soon!