Looking inward is the first step in ensuring employees give their best and meet expectations.

A common concern among my clients is employees not meeting their needs who need to be dismissed. Their phone call is often a result of increasing frustration due to the employee’s behaviour, which has indicated non-compliance to policies and procedures, a lack of a positive work culture, and an indifference to taking personal responsibility for their actions.

The sense of self-indulgence further reflects an attitude of work being their right, on their terms, rather than a privilege with responsibilities, the requirement to comply with instructions, and to meet contractual obligations.

To change this experience, employers need to adapt to a very fast-changing world and fully consider a better way of employing, vetting and ensuring expectations are being met. In today’s world, management must change to reflect the changing environment. It is not about words, policies, rules, or motivational charts. It is about leadership, made up of company values, empathy, focus and direction, motivation, and reward for doing better.

Effective leadership will develop better work processes and mutual respect. It develops and encourages understanding and a desire to initiate and impress better behaviours. It encourages the employee to want to succeed and increases productivity. This happens when the employee recognises they are valued; that they will be recognised for their efforts and rewarded for those efforts. In understanding your vision and direction, they can buy into the company’s strategy and vision to ensure success. They become a more valued employee, loyal and responsible, working in an environment of mutual respect and trust.

When employers make changes in the workplace to improve their business, they need to focus on three core points – people, purpose and productivity.

They need to develop and communicate to their people a clear understanding of who they are, what they do, and why they do it. What ethics do they have? What is their environmental strategy? What is their desired work culture? How do their industry peers see them?

Having the courage and reliability to provide positive leadership is vital, along with a very clear understanding of the needs and wants of the employees who are supporting your focus by working for you and working hard to meet or exceed expectations. Remember, you may own or manage a transport company but, before anything else, it is your people’s quality and learned behaviours that will determine your culture, your productivity and, ultimately, your success and reputation in the marketplace.

Therefore, there are expectations on you as an employer.

You must have relevance: Be available, be capable, be competent, provide clear direction and future vision, have a defined strategy plan, set down and communicate clear expectations.

You must have influence: Are you believable? Will staff respect and follow you? Provide competent leadership. Provide empathy as a working value.

These traits will give you a satisfying purpose in what you do and how you do it to gain courtesy and respect. Staff need to have the desire to buy into your strategy, focus and leadership to ensure productivity expectations become achievable.

Remember, staff will expect to be recognised and rewarded for gains made to which they have contributed. They will also expect to be empowered, valued and acknowledged for success in commitment, diligence, initiatives and adding value; to have their potential identified, recognised and supported; and to be fully trained and resourced.

Remember – when reviewing staff, keep looking forward rather than analysing yesterday. Accentuate positives, but never be afraid to initiate discussions on poor performance, capability and non-compliance to rules.

Note: This opinion piece is written as an advisory of ideas when dealing with people. It is not intended as specific advice for any circumstances. Mike can be contacted at kyne@kyne.co.nz or on (03) 365 3414.