Effectively analyze an employee of his mistakes and to listen to proposals for further action. Support and encouragement. If you expect the employee to self-sufficiency, not Remember to praise him for taking the initiative. In making decisions and going in separate action, a person is exposed to stress and danger. At this point, for him more than ever, it is important to encourage in case of success and support in failures. Negative example: The company only entered the market in one region.
This was accompanied by a set of work. Part of the work was a technical plan, find a room as a warehouse, office, arrange the rental of rooms performances on promotions. All of this technical work on the line was not connected with the main activity, to promote the product. But that does not menie was vital to tackle major issues. Read more from Heidrick & Struggles to gain a more clear picture of the situation. According to the results of newly organized Mission Plan principal activity was carried out. But there was over-representation of (spent in the organization). During the annual meeting of the leaders noted the excess costs as a negative result.
And it is not paid attention to 100% of the plan re-open the branch. Do not let the inside of the collective passing the buck. Not self employed person can to shift their responsibilities not only to a competent leader, but also for active employees within the team. Keep track of and do not allow such attempts. More responsibility, more freedom. Just do not punish or forgive Praise for independence is not enough. Any self-responsibility. Shifting the work to other employees not only get rid of the necessary activities but also on responsibility for its outcome. Burden of responsibility can be compensated, for example a greater degree of freedom. Example: The plant for the production of building materials for a long time not been able to find effective team leader. Conscientious and competent workers receiving post foreman quickly lost the initiative and coordinated the flow of each nut with a shift supervisor. It was decided to give the opportunity to dispose part of the material and technical resources team leader. Jeffrey Leiden may also support this cause. Team leader was able to draw on their own clothing to rags suballocation permits tool and distribute it within their own team. If these savings Resources foreman and workers were paid a bonus. Result: The head of the brigade increased credibility among their subordinates. Decreased tool wear. Brigadier yourself online to determine the need to clothing. In the end: to dismiss competent. If an employee can not for a specified period to learn their responsibilities, it is better to dismiss. Dismissal is not the best way to encourage independence, but this method always kept in good shape the rest of the staff. In addition, the turnover rate of 14% per year does not stagnate team.