Simma's Tips to
Utilize Employee Genius
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October 2009 |
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If you want to recruit, retain and leverage the
skills and talents of brilliant employees, you need to provide a
workplace where people love to come to work. Employers that treat
their employees like recalcitrant children, micromanage and demonstrate
their distrust of them will not only lose good people to their
competition but will eventually end up miserable, broke and obsolete.
If your employees enjoy what they do and feel part of a workplace
community, they will be more enthusiastic, creative and empowered to be
more successful.
Don't wait until your best people leave before you assess your
strengths, and challenges and realize you need to make some attitude
and cultural changes.
Here are some ways you can start now:
- Review your mission, vision and values.
There is a strong probability that you have become complacent due to
the economic turmoil and have reduced your line of sight.
- Renew your passion for your business and
what you do, and allow others to see it. Passion can be
contagious and you want everyone else in your organization to feel it. Recognize
when your employees are passionate about what they do.
- Take an interest in your employees beyond
their title and function. Talk to them about their lives after work and
find new ways to connect and develop relationships with them.
- Give employees opportunities to
contribute and use their talents in new ways and other areas of work.
Be on the look-out for hidden genius or unseen skills.
- Lay-out problems and challenges and ask
for solutions. Acknowledge and reward ideas that solve those problems
and/or move your organization forward.
- Create programs and processes to discover
high potential employees at all levels of your organization who may not
have been visible or did not fit your standard profile.
- Encourage risk taking and reward people
who take failures and turn them into successes. Resist the temptation
to micromanage. The need to micromanage is a result of your insecurity,
not their incompetence.
- Develop systems of accountability at all
levels and use those systems continuously. Ask your employees what they
need in order to be more successful.
- If you find yourself getting cynical or
impatient, take a break. Go to a
movie, read a book, or take a walk.
- List what you appreciate about your
overall business, and customers and specific employees.
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New
Service Offering at Simma Lieberman Associates
Simma Lieberman creates workplaces where people love to do their best
work and customers love to do business
If you have ever wished you could have immediate access to an expert
opinion, advice or a confidential sounding board without a long term
commitment, you will be interested in our new programs.
On Demand
Remote Coaching and Consulting
As a result of requests from our clients and readers, we have developed
three separate programs for On Demand Remote Coaching and Consulting in
order to serve the needs of executive leaders, high potential employees
or students and academicians.
Call us at 510-527-0700 or email Simma@SimmaLieberman.com
for more information and to schedule a complimentary fifteen minute
session.
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 About Simma...
Simma helps organizations create more profitable cultures and improve
individual and organizational performance. She is a consultant,
speaker, and trainer. Simma is the co-author of Putting Diversity to Work
(Crisp Publications, 2003), a guide for managers on leading a diverse
workforce. Simma is often called "The Inclusionist" because of her
ability to improve communication amongst people who are different.
Contact Simma to
help your employees work better together and ensure your organization's
success.
Buy Simma's Book here.
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The Lieberman Learning
Letter
The Lieberman Learning Letter is an occasional e-newsletter containing
information from Simma's workshops, seminars, and keynote speeches.
Simma shares this information free of charge with colleagues and
clients to promote the continued learning and growth of individuals and
their organizations. This email is sent to subscribers of Simma's
newsletter, colleagues, program attendees, and clients of Simma
Lieberman Associates. It is intended to be enlightening, not
irritating.
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