Performing Preventative Maintenance on Your People

We perform preventative maintenance on machines, so why not on people? I know it sounds strange but there are steps we can take to avoid the people problems that every organization encounters. Here are some thoughts.

  • Have regular informal checkins with employees to take the pulse of the organization.
  • Ask your direct reports if there is anything they would like to work on, but haven’t had the opportunity to.
  • Hold casual get togethers regularly with your team to talk specifically about outcomes and how better results can be achieved.
  • Walk around every day and get a sense of what everyone is working on and what kind of support they need.
  • Work on some initiatives directly with your people and give them leadership opportunities. Only then will you know how well they can perform.

Too many organizations only react to people issues, and by then it’s too late. As a manager, you need to understand who is on your team, what their strengths are, and whether or not they have the skills and tools to achieve results.

Performing preventative maintenance on your people can save you from ugly firings, bad hiring, and poor decisions.

Miller’s Monday Morning Message

Andrew MillerMiller’s Monday Morning Message
presented by ACM Consulting Inc.

Andrew Miller on operational excellence, strategy, life balance and everything in between

Toronto – August 12, 2013
If there is one thing we can learn from the Toronto Blue Jays season so far it’s that just because someone was successful with another organization doesn’t mean that he or she will be successful with your organization. The Blue Jays went out and traded for some new players before this season started, all of whom had been successful with their previous teams, but most of whom are not achieving that same level of success this year with the Blue Jays.
 
When recruiting top talent from other organizations, there are a few questions that you should consider in order to maximize his or her success with your organization:
  • What were the factors that made them successful with their previous organization and can you replicate those factors?
  • What are the expectations you have and what will he or she be accountable for? Is that different from his or her previous role?
  • Are there any differences in the organizational environment that may hinder his or her success and can these be removed or altered?
  • What types of people would he or she fit best with and do we have those people in our organization?
  • Does his or her personality align with our corporate culture and direction?

“It’s important for any organization to recruit and bring in new employees from other organizations,” says Andrew Miller. “These employees help bring a new perspective, but organizations need to ensure that these employees are set up to be successful. Too many organizations just bring someone in without considering what environment he or she needs in order to thrive, and are then disappointed when previous results are not achieved.”

  
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Andrew Miller
416-480-1336
 
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© Andrew Miller. All rights reserved. 2013.