t you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but al

Creating your ideal team is an integral part of your success as CEOs, business principals and entrepreneurs. Here are some fundamentals to get and keep you on track.

For the purposes of this article, I’m working from the presupposition that the majority of our employees are honest, good people, who have integrity. They have a strong work ethic and enjoy working with other people to accomplish common goals. The truth is this description fits the laboring majority quite accurately. So, we ask ourselves: why is it so hard sometimes to identify these traits in our employees? In a perfect world, things would always end with our perfect desired result. All of our employees would use common sense, think for themselves, make competent choices and our client’s expectations would always be exceeded. If all of this were true, our lives would be much more effortless.

I think the key to all success stories dealing with employees and employers is the basic relationship established between the two parties. All too often it is an "US" against "THEM" scenario. The truth is it starts with "US." Most “managers” say they act as leaders to their troops. Leadership means giving clear and reasonable direction to the people they are leading. They demand respect from their employees but then show such a lack of respect in return. They expect their employees to trust them with confidential information only to have it used against them at a later time to implicate them in a "Performance" issue. They tell them they desire honesty and then continue to lie about issue after issue rather than facing the tough topics with brutal honesty. Does any of this sound like reasonable direction?

I believe that we are all just flesh and blood people, with feelings and emotions, politics and opinions, morals and personal dilemmas. The fact is if we want honesty from our employees, let’s be honest. Brutally honest, if necessary. If we want trust, then let’s give them a reason to trust us. And if we want respect, let’s display a little mutual respect for their dedication and work ethic. Let’s pretend for just a moment they are just like us. They want the same things - they want to be successful, they want to feel like they have contributed to some "greater good," they want to make money, and they want o be recognized for their efforts. Sounds a whole lot like "US" doesn’t it?!

Team-Building Strategy #1: Let them know you think they are doing a great job. I don’t mean just saying thanks. I mean posting a memo telling them you appreciate their efforts. I still have a note card given to me by an employer more than 10 years ago praising my performance. The three minutes it took him to write that note have been priceless to me. Personally visit your employees and shake their hands to let them know you want them to hear it from you. Sit and eat dinner with an employee to listen to their great ideas. Give them credit for an idea or system they’ve given to your organization that has improved it in any way. What about walking around every day and actually talking to the people and getting to know their names (as if it were important to know who helps you achieve your goals … and you know it is!). You’d be amazed how such a simple thing like recognition can do for morale and the spirit of your team.

Team-Building Strategy #2: Share your direction, vision, mission and goals with your team. Make them clear; draw a visual picture in their minds with detailed directions – hand out or post copies of your mission and vision. Make sure they have the resources to accomplish the end result. Ask them to accept stewardship over their goals and let them decide on a realistic timeline. By giving them this level of ownership, what they are doing is not longer a job – its theirs. Tell them you believe they can do it and you know they have the ability to do it. I’ll bet you they accomplish it in record time! You have put your trust in them, empowered them to make decisions -- but most importantly you have let them own part of the process. An order is just an order … ownership creates pride and integrity.

Team-Building Strategy #3: Manage your people for success. If you want everyone in your organization to actually achieve the desired result, then tell them up front exactly what the expectation is in clear, unobtrusive language. If an employee isn’t doing a particular task in a successful manner, then it should be your mission to personally show that individual how you want it completed. The moment you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but als

s leaders to their troops. Leadership means giving clear and reasonable direction to the people they are leading. They demand respect from their employees but then show such a lack of respect in return. They expect their employees to trust them with confidential information only to have it used against them at a later time to implicate them in a "Performance" issue. They tell them they desire honesty and then continue to lie about issue after issue rather than facing the tough topics with brutal honesty. Does any of this sound like reasonable direction?

I believe that we are all just flesh and blood people, with feelings and emotions, politics and opinions, morals and personal dilemmas. The fact is if we want honesty from our employees, let’s be honest. Brutally honest, if necessary. If we want trust, then let’s give them a reason to trust us. And if we want respect, let’s display a little mutual respect for their dedication and work ethic. Let’s pretend for just a moment they are just like us. They want the same things - they want to be successful, they want to feel like they have contributed to some "greater good," they want to make money, and they want o be recognized for their efforts. Sounds a whole lot like "US" doesn’t it?!

Team-Building Strategy #1: Let them know you think they are doing a great job. I don’t mean just saying thanks. I mean posting a memo telling them you appreciate their efforts. I still have a note card given to me by an employer more than 10 years ago praising my performance. The three minutes it took him to write that note have been priceless to me. Personally visit your employees and shake their hands to let them know you want them to hear it from you. Sit and eat dinner with an employee to listen to their great ideas. Give them credit for an idea or system they’ve given to your organization that has improved it in any way. What about walking around every day and actually talking to the people and getting to know their names (as if it were important to know who helps you achieve your goals … and you know it is!). You’d be amazed how such a simple thing like recognition can do for morale and the spirit of your team.

Team-Building Strategy #2: Share your direction, vision, mission and goals with your team. Make them clear; draw a visual picture in their minds with detailed directions – hand out or post copies of your mission and vision. Make sure they have the resources to accomplish the end result. Ask them to accept stewardship over their goals and let them decide on a realistic timeline. By giving them this level of ownership, what they are doing is not longer a job – its theirs. Tell them you believe they can do it and you know they have the ability to do it. I’ll bet you they accomplish it in record time! You have put your trust in them, empowered them to make decisions -- but most importantly you have let them own part of the process. An order is just an order … ownership creates pride and integrity.

Team-Building Strategy #3: Manage your people for success. If you want everyone in your organization to actually achieve the desired result, then tell them up front exactly what the expectation is in clear, unobtrusive language. If an employee isn’t doing a particular task in a successful manner, then it should be your mission to personally show that individual how you want it completed. The moment you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but al

," they want to make money, and they want o be recognized for their efforts. Sounds a whole lot like "US" doesn’t it?!

Team-Building Strategy #1: Let them know you think they are doing a great job. I don’t mean just saying thanks. I mean posting a memo telling them you appreciate their efforts. I still have a note card given to me by an employer more than 10 years ago praising my performance. The three minutes it took him to write that note have been priceless to me. Personally visit your employees and shake their hands to let them know you want them to hear it from you. Sit and eat dinner with an employee to listen to their great ideas. Give them credit for an idea or system they’ve given to your organization that has improved it in any way. What about walking around every day and actually talking to the people and getting to know their names (as if it were important to know who helps you achieve your goals … and you know it is!). You’d be amazed how such a simple thing like recognition can do for morale and the spirit of your team.

Team-Building Strategy #2: Share your direction, vision, mission and goals with your team. Make them clear; draw a visual picture in their minds with detailed directions – hand out or post copies of your mission and vision. Make sure they have the resources to accomplish the end result. Ask them to accept stewardship over their goals and let them decide on a realistic timeline. By giving them this level of ownership, what they are doing is not longer a job – its theirs. Tell them you believe they can do it and you know they have the ability to do it. I’ll bet you they accomplish it in record time! You have put your trust in them, empowered them to make decisions -- but most importantly you have let them own part of the process. An order is just an order … ownership creates pride and integrity.

Team-Building Strategy #3: Manage your people for success. If you want everyone in your organization to actually achieve the desired result, then tell them up front exactly what the expectation is in clear, unobtrusive language. If an employee isn’t doing a particular task in a successful manner, then it should be your mission to personally show that individual how you want it completed. The moment you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but al

s with your team. Make them clear; draw a visual picture in their minds with detailed directions – hand out or post copies of your mission and vision. Make sure they have the resources to accomplish the end result. Ask them to accept stewardship over their goals and let them decide on a realistic timeline. By giving them this level of ownership, what they are doing is not longer a job – its theirs. Tell them you believe they can do it and you know they have the ability to do it. I’ll bet you they accomplish it in record time! You have put your trust in them, empowered them to make decisions -- but most importantly you have let them own part of the process. An order is just an order … ownership creates pride and integrity.

Team-Building Strategy #3: Manage your people for success. If you want everyone in your organization to actually achieve the desired result, then tell them up front exactly what the expectation is in clear, unobtrusive language. If an employee isn’t doing a particular task in a successful manner, then it should be your mission to personally show that individual how you want it completed. The moment you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but al

t you have assigned an employee a project or task without clear expectations, you have left too much to personal interpretation and have set them on a path of failure. You must always be willing to walk someone through a task, procedure, or project to make sure they get it right the first time.

Coaching your staff will help them refine their personal performance. If every employee is able to perform their duties in a highly successful manner, just think of the productivity you’ve accomplished. Then, once an employee has grasped an idea, procedure, or project, put your trust in them to personally train others toward the same success.

I recently read that 80% of all employed people in the U.S. hate their jobs. That means that the majority of that same percentage spends more than 50 hours per week doing something they can’t stand. They spend a large portion of their life at work, struggling to make enough money to fulfill the wants and needs of their personal lives. Coaching Challenge: Strive to be a destination employer, a positive force – one that allows your employees to not only “make ends meet” but also get a measurable amount fulfillment from it. Who says we can’t enjoy working with our employees – and they can’t enjoy working for us? Who says we have to be unfeeling because "we pay them to work for us." Just because we pay them doesn’t mean that we own them. What will hold you back from saying, "Thank you for doing a great job. You helped me and I appreciate it!" The worst that can happen is they might think you’re human -- just like them.

Critical Head’s Up: Some employers say that the reward for working is the money they pay their employees. Not only is this pathetic but they are missing out on a lot more revenue for their company by treating their employees in such a manner. Try just for a short while showing appreciation to the people who help make you successful. Watch how much more you accomplish as a team. Watch as people start working harder, learning to correct their mistakes and go out of their way to make things happen. Watch as your time becomes more available because the people who you have taken the time to show respect and trust have taken initiative to take on new responsibilities. They want to prove to you and themselves they are worthy of respect and appreciation.

Finally, remember that being positive in the way you treat your staff will ensure they will follow you, work hard for you and do their very best because they respect and appreciate you as their leader. The more they understand your example as a leader, the more quickly they become leaders. If you show you employees you genuinely appreciate them, they will believe you are sincere in caring about your customers. If your customers believe you sincerely appreciate their business they will want to return again for the same kind of "personalized" service. This is the way the customers appreciate your service, products, and efforts. When you’re appreciated by your customers.....it’s that much easier to appreciate your employees for doing such a great job taking care of your customers!