If you had to individually rate the performance of your staff on the following 1 – 5 scale, where would they fall?
1 = Extremely Poor Performance – Termination Probable
2 = Minimum Performance – Executes the basics of what’s required and nothing more
3 = Satisfactory Performance – Fulfills job requirements with a decent attitude
4 = Great Performance – Shows Initiative and helps out where needed
5 = Excellent Performance – Consistently goes above and beyond what’s required
I’ll bet most of your employees fall in the 3 range, and only a minor percentage of your staff fall in the 4 or 5 category. Am I right?
What would it be like if MOST of your staff were at a performance level of 4 and 5? How would your business function then? How would your customers benefit? How would your checkbook benefit?
You are a business owner – an entrepreneur. Your company has been around for a number of years, has had decent, steady clients and the Company seems to be growing at a predictable rate. Nice position – but what is next. You are working around the clock to meet customer or client expectations along with running the business.
There has been plenty of conversation lately around outsourcing jobs, with the topic being a primary talking point during the recent presidential election. Moving jobs overseas has much-discussed benefits, not the least of which include lower costs. However, in our new geopolitical climate, research shows that there are plenty of reasons — profitability being a key motivator — for insourcing – to return these jobs to the domestic workforce.
Small business owners often struggle to retain their most competent workers. Why do good employees leave? It is true that some employees quit for better-paying jobs or to join a company that offers them the opportunity to utilize their specialized skills. But there are many who leave simply because they are not happy in their current job.