Solution Oriented Problem Solving

26. July 2010 by Noel Guilford.

Volume 1: Employee’s

All employers will at some instance experience their fair share of the typical issues when dealing with employees. Undoubtedly some employers’ will have more issues than others. These issues can range from a constant ache to an unmanageable thorn in one’s side. I’m sure that many of you are eagerly nodding in agreement. On that note let me say the white unicorn does exist. Yes, there are employers that presently experience very few issues if any. Rest assured that it is by no coincidence, or random happenstance, but a result of someone’s diligence. For the rest, it’s time to treat the cause of the problem, and not the symptoms.
Any of these sound familiar

High Absenteeism

High Turnover

Low Productivity

Increased Employee Injuries

Customer Dissatisfaction/Retention

Low Employee Referral

Research organizations and corporations have sought to find the correlating factor since the 1980’s. Interestingly, in a report by The Corporate Executive Board in 2003, all paths lead to employee satisfaction and employee commitment. The important thing to understand is what “employee satisfaction and employee commitment” mean to you and your organization. I encourage those readers that are business owners or leaders in business that now need this answer to begin a journal if you do not already do so. Bulldog rule #5 says “Every business is a people business” and the journal will log your progress as you become an employee driven business.

“You don’t even know me!”

Do you? Have your leaders, if you have them, and yourself list each person that they are responsible for managing. Now for each person list those things that do and do not motivate that employee. This should be enough to show most that they have no idea how to help each employee reach their full potential. Have a human resources department, great, but what do you do if you don’t. Creating and using an employee poll and survey to determine the cultural health of your business costs you time and effort and earns loyalty and commitment.

“Managing is managing and leading is leading”

You will get one or the other. A manager is only going to go so far as to make sure that the requirements of their position are met, if that. If you want someone innovative with self initiative and drive, then you want a leader. Expect a manager to direct your workforce and a leader to develop your workforce. Not all cases call for a leader and it’s up to the vision of the business to determine that. To place the responsibility of employee satisfaction and employee commitment into the hands of a manager is a vital mistake for everyone involved.

“You can’t kill weeds with a lawn mower”

Good luck at getting rid of your employee issues by punishing or threatening to punish those that break the rules. My personal favorites are memo postings that are clearly meant to cause compliance through intimidation. If employees possess some sense of investment then anything that brings harm to the business also brings harm to them.
To simplify, connect with your employees find out who they are. Provide collected information to someone that can support that connection. Address issues proactively and preventatively that result in the employee’s desire to integrate themselves because it is mutually beneficial.

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