Part 1: When great performers go bad

In my previous post I relayed the story of the business owner who was lamenting the lack of passion and purpose among his employees. He couldn’t understand the drop-off in productivity and performance from employees who had previously been super-stars. This is the true nemesis of the business owner. Poor performance is poor performance and there are mechanisms to deal with that but what happens when great performers go bad? Why does it happen? How long does it last? How do you fix it?

In my day-to-day consulting activities a substantial part of my discussions with business owners, CEO’s and HR managers focus on people performance issues. Most often these focus around a few common themes which, along with the example above, include the following:

·     Why is there so much politics? When we were a smaller group we had less and accomplished more.

·     I don’t understand why [insert employee name] is so difficult to get along with. It was easier when we could all make decisions together.

·     We made more money and we were much more innovative when we were smaller and less of a “business”.

·     When we were a smaller group everyone just worked well together, we were going to take over the industry and reshape it. Now we battle to get everyone to work together even if we have the skills.

·     Why is everyone waiting for a handout? What happened to everyone’s sense of ownership?

My personal feeling is that as business people we are very good at scaling businesses and ensuring the basics are covered. We make certain that there is enough cashflow, the correct infrastructure is in place, we have enough employees to cover the increased workload. In common parlance the latter can be referred to as appropriately scaling headcount. My sense is that we are failing at scaling “heart count”. We are good at ensuring that we have employees available to do the work but we don’t scale companies in a way that ensures that those employees can bring their hearts and minds along for the journey.

If the above sounds familiar I would like to ask you to think of a time before things changed. A time when everyone was optimally productive. Was it a time before rapid growth in the business? Was it a time before a major shift occurred in the business’s offerings? Was a new management structure coming into place? If so, could that have been the cause of the change? My workshop focusses on what goes wrong when we don’t scale “heart count” along with businesses, but simultaneously I can tell you that some of these issues occur at other phases of growth as well.

This is what my Passion and Productivity workshop is about. It asks how we can ensure that great performers don’t go bad. How do we ensure that they have purpose and passion as well as productivity while we continually scale our businesses in a variety of ways. View the short introductory video. (A shout-out to Urvesh Rama from www.urphotography.co.za for the video footage.)

Over the next few weeks I will continue posting snippets from the workshop, both in video and in blogs, to help you find out how you can address this issue in your organization.

Have you had a similar experience in your workplace? Let me know via email or in the comments below. To learn more, visit www.performforward.com.

 

Unlocking potential and productivity

Are you ready to boost productivity, unlock your employees’ potential, and increase workplace performance? Then, read on …

I once spoke to a business owner who was lamenting the lack of passion among his employees. He couldn’t understand it, he told me, when they were just a handful of people in the business they had boundless energy and enthusiasm. They were going to change the world – they had a strong sense of purpose. But now that they had just under a 100 people, the client saw a dramatic decrease in productivity and profit. He knew that he had good people – so what was causing the decline? What happened to the passion that drove them when they were starting out?

Why I started PerformForward

I’ve come across this scenario countless times in my work as an HR transformation consultant. I must admit, at first I couldn’t understand why people sometimes don’t enjoy their jobs. I’ve always loved work; I was 14 years old when I started my first casual job and I never looked back.

So, I decided to share my love of work with other people. My passion – my “Why?” with apologies and great thanks to Simon Sinek – is helping people find a sense of purpose and fulfilment in their work. That is why I started my company – PerformForward.

What is PerformForward?

At its core, PerformForward is a company that helps business owners understand how they can unlock their employees’ potential. We look beyond traditional HR approaches to the heart of your business – your employees.

“To win in the marketplace you must first win in the workplace.” – Doug Conant

Our mission is to help companies improve employee experience, unlock employee potential and increase performance capability. Our approach is based on a three-pronged philosophy: engage, focus, and perform.

What do we do?

We know that there are many aspects to motivating employees to do their best, which is why we look at five critical factors in your business:

  • Strategy
  • Culture
  • Leadership
  • Performance management
  • Employee engagement

These factors are inextricably linked and need to be given equal attention if you want to grow your business and its workers.

How can we help your business?

At PerformForward, we are passionate about working with companies that appreciate their employees and the value they add. Our forward-focused approach is based on over 20 years of business experience in various disciplines, including psychology, human resources, organizational development, internal communications, project management and marketing.

This allows us to create bespoke solutions tailored to each company’s unique needs. We provide business leaders with feedback based on current trends and empower them with strategies to overcome challenges in the workplace.

It is time to reinvent how we approach human performance by creating a synergy between business objectives and productivity. Purpose should be the core driver of each and the common denominator across the board.

Over the next few weeks, I will be sharing videos and stories from a recent workshop that I presented on the link between passion and productivity. I’ll share valuable insights and advice on how to reignite your employees’ passion and productivity and how you can find your business purpose – and help your employees find theirs.

Until then, get in touch with me on LinkedIn or via email to learn more.

The Journey Begins

Thanks for joining me!

Good company in a journey makes the way seem shorter. — Izaak Walton

post

%d bloggers like this: