The chances are that you’re pretty quick to jump on employee mistakes. Your business rests on your team getting things right, after all, and there’s little room for error. No wonder, then, that you come down like a hammer on silly mistakes. Spotting weaknesses like these is essential if you’re to stand any chance at success. In many ways, this is how your team learn to do things better. Your efforts would soon come crumbling if you didn’t spot problems like these and take action to prevent them.
The trouble comes when you ONLY call staff up for the things they do wrong. If you’re going to punish people, you need to balance things out by recognising what they do well. Otherwise, you’ll soon have an unhappy workforce. If that happens, mistakes could become far more frequent. You may even lose valuable members of your team. With that in mind, balance the scales by taking the following steps towards recognising the good, as well as the bad.
Make an effort to spot the best work
If you never make an effort to find your team’s best work, they’re going to stop producing it. What’s the point when you don’t notice? They may figure that, as long as they aren’t making mistakes, they can produce mediocre stuff. But, that’s not going to do any good for your business or your reputation. Instead, make an effort to spot those who go the extra mile. Use something like this 360 feedback software to spot strengths within your team instead of just weaknesses. It may even be worth looking through each day’s work to find the best, rather than weeding out the mistakes. This simple switch in your thinking could result in a significant change within your team.
Offer rewards, not just punishments
We’re always quick to hand out punishments at work, such as probation or reduced hours. But, how often do you hand out rewards? In truth, these can often work as a better incentive than any of the punishments you already have in place. The chance to finish early on a Friday could provide more encouragement than anything else. Even the promise of an ‘employee of the month’ title could be enough to see improvements within your team. You can bet that a focus on rewards like these leads to a more conducive work environment than your current tyrannical approach.
Take your best staff further
To some extent, even rewards will get old. If you’re forever offering the same things to your best staff, they’re still going to get bored. They may decide that the effort they put in isn’t worth that ‘best employee’ parking space. At some stage, then, you also need to take your best staff further. This means recognising continually good work and offering promotions off the back of it. The moment your team see that they can progress, you may find that they all start working better. All because you changed your thinking and focused on rewards instead.