It is expensive to hire a new employee - and even more expensive if you do not hire the right one.
If you do not have an HR function to help you, we offer our assistance in your next recruitment.
By involving us there is a greater likelihood that you make the most of the investment, that your new employee fits into your team and quickly thrives in the job - and less risk that you quickly have to go through the costly process again.
Leadership is also about finding your own personal style, where you bring your forces into play
and try to develop the qualities that are less appropriate
- or cover them with competent employees.
Take the time to guide, instruct, observe and acknowledge.
Make your employees come good. Give them space to unfold. This increases their motivation. They will work harder and smarter.
And you as a leader will really deliver results - through others.
Many leaders have found that they are involved in more and more tasks and projects which do not have much to do with the management role or their management level.
Many have also experienced that they run from one meeting to the other in eternity, so employees have gone home when the leaders come out of the meeting rooms.
So when the day, week, month and year is over, the time for real leadership was scarce - and it comes with a cost: stress, long hours, bottlenecks, demotivated staff etc...
Is that something that you recognise?
Do you want more time to lead?
Weed out your department's tasks
Review the critical tasks and responsibilities within your business area. Which creates value for the company - and which do not?
What belongs naturally in your department - and what does not? Involve your employees and ask them to evaluate their duties by the same method.
What creates value? What can be optimised / merged / made by others / is completely dispensable?
Try to challenge existing practices and procedures. Are they still necessary / contemporary?
Weed out your own tasks
The same procedure as before. Which tasks create value? Eliminate the ones that does not create value. Prioritise the tasks that remain.
Which are imperative that you do yourself? It is probably far fewer than today.
In which meetings it is imperative that you attend? Have you studied how much time you actually spend in meetings compared to the output from them?
Use your employees much more than you do today - and do not use always the same.
This is actually your main task! Your job is primarily to guide, inspire, communicate direction and expectations, observe, acknowledge and in general create the best environment for your employees to develop and use their abilities and skills the best way possible – read more...
The vast majority of your employees - if not all - have potential for more than they show today. Not all seek out new tasks and challenges themselves, but many just needs to be asked...
It pays to involve your employees. They will feel a greater responsibility for processes and routines which they have helped to define themselves.
They are more likely to be motivated, engaged and better ambassadors for the company.
You will get new ideas and new perspective on many of your corporate functions. And in the end you will get a more efficient company - and better results.
There is knowledge and hidden potential in your employees which you have not yet been converted into value for your business.
There may be instances where employees have difficulty seeing alternatives to the way they work today. But there are undoubtedly several instances where employees have long known that their work should be organised in a more efficient manner. It is just that no one has asked their opinion.
So give your employees a platform to share their knowledge and experience. They are the ones who know the details.