It is never good to remain stagnant, especially in the workplace. Stagnation can result in lower satisfaction in employees with themselves and in their work, leading to a debilitating lack of motivation when it comes to a team approach that is so very necessary in the corporate workplace. Such stagnation can easily result in a high employee turnover rate, poor performance, and a loss for the company in skilled manpower and in profit. Needless to say, bad habits and stagnation need to be avoided at any cost, should the company wish to continue running at all, let alone at peak performance.
Create goals for yourself
However, when these problems arise, not all is lost. With a little redirection and motivation, we can avoid such a fate by creating goals for ourselves to achieve in the office. These techniques, when put into action as a leader, will inspire those around you to improve, creating a forward-thinking and forward-motivated workplace. When we begin by focusing first on the employee, then on the team, we set the foundation for improvement both on the individual and the group level. Only then will goals and objectives created by and for your team be put into motion in the most effective way possible.
Reflect on your personal aspirations
Self-improvement isn’t limited to the workplace, and in order to build the best foundation possible for team improvement, it shouldn’t start there, either. Everyone has something that they’ve always wanted to do. Take a moment to reflect on your personal aspirations. What do you want to do with your life? Where do you want to be in one year? In five years? These are essential questions when it comes to personal growth, because they help you formulate your long-term goals. When you think of these goals, take a minute to actually put pen to paper and write them down. Put them somewhere that you will see them daily, whether that be your wallet or your bathroom mirror. By encouraging these actions of your employees, you will see in increase in positive attitudes and a desire to become better workers.
Encourage personal growth in your employees
Encourage this personal growth in your employees. Perhaps some of them could benefit from a coach in their lives. If you think that an employee could benefit from some outside help, offer to help them reach out to someone who could make a serious, and incredibly beneficial, difference in their lives. Let them know that there are people out there who believe in them, who wish to see them succeed, and who are willing to help them along their path to success. If you feel the desire to do so, let them know that you are willing to be one of these people.
Hold weekly meetings
Consider holding weekly meetings with your employees, just to check in. Ask them what problems they might be having and if there is any way that you can help them achieve the goals they are striving to attain that week. By contributing to the success of your individual team members, you will help them as a whole, which in turn will help your project become a success. But the ways that your employees might need help will differ from person to person. Keep an open mind and encourage all of them in their own unique, personal needs. By doing so, you are showing them that they are valued and that you, as a leader, care about them and about their personal progress.
Create a system of accountability
Also, consider partnering up your team members with someone else that they work closely with to create a system of accountability in which they hold one another accountable for what they have to do for the success of the team. This can be much less intimidating for your team members, who will be discussing their progress with their peers rather than with a superior. It’s possible that they will be more honest and open about where they are falling short. Encourage them to see the partnership as a method of accountability to hold them responsible for the goals that they have set for themselves or for the tasks that they need to complete.
With this system of accountability in place, you have laid the groundwork for helping your employees to create goals and objectives. As recommended earlier, speak to your employees individually about where they want to go in their lives. Doing so will help you learn about their personal desires and goals. However, there’s a bigger picture to be seen here as well. Hold a meeting with your team and have a group-think session where you come together and try to envision where it is that you want your team to go within the same time frame. Ask them: Where do you want to be in one year? In five years?
Let your team create long-term goals
Ideally, your team will be able to come together and decide on common, long-term goals upon which they can all agree and work as a unit. If your team is having trouble coming up with these goals, feel free to make suggestions. Suggest increasing productivity, earning a commendation from the upper management for a project, cutting waste. Any of these short-term objectives, when discussed, can get the ball rolling among your employees and create a dialogue they wish to contribute to. From this launching point, you can begin to discuss long-term goals for the next year, or even the next few years. These, of course, will vary depending on your team and your company.
By using the techniques listed above, you will be able to jumpstart your team into creating goals and objectives for both the short term and the long term. But you will be doing more than that. By laying the groundwork with each individual employee and setting up a system of accountability, you are setting the groundwork for success in both their personal and professional lives. You will undoubtedly see a change in your employees and their attitudes when moving forward from these particular steps. Although, it is understandable if you’re not entirely sure how to move forward with the techniques listed here.
Consider a corporate coach
If that’s the case for you, consider hiring a corporate coach to come in and show you how to work with your employees as a leader. They could also come in and speak to your team as a whole. Just like your employees should have someone to hold them accountable and to encourage them in their growth, so should you. A corporate coach could go a long way to helping your team re-center, evaluate where they are, and to break out of bad habits while forming new, good ones that will propel them toward success.
If you are considering a corporate coach for your team, schedule a free consultation online to see if it is the right next step.