When we hire a new employee, we want him to give his best to the work he’ll be doing. We want to see him excel and do a fantastic job.
Yet we often set these new hires up for failure.
Now, don’t think I’m crazy. At least not yet. Once you’re done reading this post, I think you’ll realize there’s less crazy going on than you thought.
Setting up the new employees for failure often happens unconsciously. We don’t even think about it. And that’s the problem!
We’re blinded to the faults we have and the poor leadership tactics we may be showing towards them.
I believe we need to open the eyes of our employees. Especially the new ones.
When we do, we begin to set them up for success rather than failure.
1. Compliment their achievements: Your employees are going to be tackling tasks you’re unable to accomplish. Sometimes these tasks may be the mundane and other times they’ll be above and beyond skill sets you have.
Often, the work your employees are doing can come naturally to them. To the point they don’t even realize how special the work they’re doing is.
Go ahead, find time today to compliment your employees on the work they’re doing. Let them know they’re doing work you’re unable to do.
2. Invite them to leadership meetings: Employees can often feel left out when the head honchos head into the closed door leadership meetings. The door is shut, decisions are made, and the non-leader employees feel left out.
Open their eyes by inviting your employees to join in the leadership meetings. Let them see the inner workings of leadership.
Who knows, when you open their eyes to the world of leadership, you may find someone who’s gung-ho in taking the company to the next level.
3. Show them the way: Seeing what’s in front of you can be a difficult task at times. Think about the mess your wife sees in the living room that you overlook.
Do you see how easy it is to overlook what’s right in front of you?
Be willing to step up and show them the way. Let them gently know what needs to be done.
Question: How are you opening the eyes of your employees? Please share your methods in the comment section below.