Time is an equal opportunity employer, but how we treat time is not equal.
Many people will up wake today in a box, eat breakfast from a box, get to work in a box, turn on the box when they get to work, sit in a box, got to meetings in a box, go home in a box, sit down in front of a box, get dinner out of a box and maybe open a cylinder. Does it sound familiar to you or others around you?
If something is vitally missing for you at work then I challenge you to make today count. Good decisions make a better today and a better tomorrow. From my blogs you have probably gathered I like to keep it simple. Simple is often hardest. For example:
- What are you avoiding at work?
- Who are you avoiding at work?
- Why are you avoiding these people or tasks?
- What’s the payoff for you?
Elite performers, don’t avoid pain, they strengthen their will, their bodies and their intentions. They ask more powerful questions, seek inspiring answers and make every training session count.
Remember pay now, play later, or play now, pay later.
The truth is we all pay at some stage, there are no free lunches in the work place.
Here are three questions to focus your decisions
If you are really serious about improving team performance or your own performance ask the following:
- What is required of me?
- What gives me the greatest return?
- What gives me the greatest reward?
These questions may help you focus on what areas to overlook for a while.
It’s not selfish, it’s life. People perform best when they focus on their preferred work preferences and their personal priorities.
How to motivate people is the perennial question of many supervisors. I always suggest you start with yourself. Set an example, model the way, enable others to do the same, start with better recruitment processes, onboarding and performance reviews.
Good talent leave an organisation for many factors but it comes down to the core truths that many of us know. Consider these actions to retain your top talent, otherwise you may be counting how many people walk out the door.
- Discuss their career development
- Reduce red tape and bureaucracy
- Review, recognise, reward, and refocus
- Mobilise top talent to mix with other top talent
- Stop shifting sands focus them on strategic priorities.
- Find a project for the talent that inspires their passion
- Conduct quarterly, midterm and annual performance reviews
- Back off, empower accountability and stop telling them how to do their Jobs
Remember the secret of your success is determined by your daily agenda, what’s on your priority list?
Inspiring People, Inspiring Business, Inspiring Results