Wow, we blinked and December arrived!

With end of year looming and the holiday season ahead, we’re about to enjoy some much-needed space to take a deep breath, relax and reflect on the year.

It’s fitting then, that our focus for December is on Managing Poor Employee Mindsets and Poor Performing Employees.

This topic came straight from your votes on your #1 people problem. And as we explore this topic, remember there are differences between managing poor performance and managing other conduct and attitude issues.

So here’s my challenge for you: 

Join me on a journey this month to overcome your poor performing or non-culturally aligned, negative attitude employee problems once and for all.

I’ll help you navigate your way through, as we explore…

• Exercises I use with my consulting and management program clients to identify poor performing employees and problem-attitudes
• And strategies to improve or transparently EXIT employees who are holding your organisation back

So that when we’re done, you’ll be ready to launch into 2016 all guns blazing.

Ready to get started?

Today we’re addressing the question:

“How do I build a business ownership mentality within my team?”

Believe it or not, this is a question I am asked very regularly!

So first, let’s try to define what this means:

And the list can go on and on…

o, what percentage of your workforce sits in the left side versus the right side?

Beware: even the smallest number of people with a ‘Poor Employee Mindset’ can suck others into their negative vortex and drag your whole team.

If you have identified individuals who need an adjustment, it’s important to tackle this problem head on (and as soon as you can).

Now, here’s the million dollar question:

How do you drive a business ownership mentality?

I’m not going to sugar coat it.

Like most things worth aiming for, there’s no easy answer and it does take work…

However, there are some fundamentals you can put in place right away:

1. Recruit right
Spend time selecting and recruiting the right people to your business.

Exercise: develop your own table as I have above prior to starting your recruitment process and build your interview questions around that list.

2. Clear expectations
From the very beginning, clearly state your expectations for the position and what success looks like in your eyes.

3. Values count
Set your values and live them as they help to identify the acceptable behaviours in your organisation.

4. Mission-critical HR policies
Implement professional employee policies that are regularly updated and accessible to all employees. More on this below.

5. Share business results
Set up at least daily dashboard screens of important KPI’s for your business to let people know how the business is performing and what they need to do to ensure success.

6. Trust smartly
Don’t go handing out your business banking details to everyone, but instead test small tasks first to establish and build trust.

7. Reward performance
Reward positive demonstrations of people who deliver on your expectations and display a business owner mentality.

The foundations need to be set. Once you have them set up, then you can look at more sophisticated tools to assist building a business owner mentality (like employee share programs or phantom incentive schemes).

What will an Employee Code of Conduct policy do you for?

• Sets out your company values (you can add your specific values to this document as well)
• Ensures the ethics of your organisation at all levels
• Gives you a reference guide to establish behavioural standards
• Allows you to have conduct discussions with clear guidelines to reference

Plus, it addresses key legislative compliance requirements around risky issues such as bullying, discrimination, harassment and more.

Any questions?

If you have questions on this topic or any others, feel free to reach me by email or set up a free one-on-one consultation session, or drop me a comment below.

Thanks for sharing!