IS IT TIME TO RE-ORG THE ORG CHART?

Great Leaders Ask Employees to Review the Business

​In a traditional employee performance review, leaders evaluate the job performance of the person sitting in front of them. Sometimes a person’s job performance is impacted by organizational systems that the employee has no control over. Or worse yet, they may be in a role that isn’t utilizing their talents and skills. If we don’t give employees a chance to tell us their challenges, it can negatively impact, business performance. 

As your organization grows, systems should be re-evaluated to ensure efficiency. Getting critical feedback from the person responsible for a particular area of business, can let you know if you need to update systems. Being a good critical thinker that has critical thinking team members can help you to accelerate business growth. Excellent leaders have the ability to ask for feedback because they have the proper mindset in receiving critical input. 

Ask Questions That Can Uncover Blind Spots

The following questions aren’t meant to replace a traditional employee performance review. They are intended for coaching team members. Like with any good athletic coach, you want to make sure that team members have the best possible systems for the job, the action plan is relevant for the mission and the employee is in the proper role to win.

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​1. What are you most excited about? More than likely you will hear what they are passionate about. Is this person in the right job?
2. What do you wish that you could spend more time on? This is another way to uncover if they are suitable for the job.
3. What’s most challenging? Give employees the chance to talk about what is preventing them from doing their job. Do they have the right tools for maximum performance? Are they overworked? Maybe the company has grown, and the job needs another person to assist them. 
4. Is anything bothering you? This is a broad question that can uncover personal problems and job performance issues. The question also gives you an opportunity to coach them.
5. What can I do to help? Just listening to the team member can be enough. They may just need to vent.

Tips to Get Started

a. Email one or two of the above questions to the employee ahead of time. These are questions that can bring up emotional responses. Give them time to prepare with thoughtful answers. 
b. Don’t ask these questions in a staff meeting with others present. Structure the meeting to be a one-on-one conversation.

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Become  a  Better  Leader
 LEADERSHIP  COACHING 

Becoming a great leader that has the ability to guide others in leading themselves for getting things done is a learned behavior. The clearer the person is in their purpose, the more compelling they'll be in having an aligned team.
 
Getting leadership coaching is a strategic move in advancing your leadership qualities. Eric Miller is a leadership coach that has helped many executives and leaders just like you to improve their mindset, so they can boldly lead with a compelling purpose. 

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​No matter how accomplished or happy we are, we all have areas of business that could use some improvement. Less than a decade ago we could take a product to the market and sell it for five years. Today a new product becomes obsolete in six months. Being able to pivot with strategic innovation is critical. Have you had a business operations reality check in the last three months? Take Eric Miller’s FREE Business Systems Evaluation and get a reality check. You will then be able to take those valuable insights a create a strategic business map.

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