Making Winners

The people we encounter daily play a major role in who we are and what we do. What happens in your office can determine your company’s victory or defeat.

What kind of influence does your office environment support? When your employees come to work each day, do they encounter coworkers who encourage achievement, or do they find themselves pulled down by bad seeds? You know what I mean by bad seeds—people who say “this place is the worst,” “the boss hates me,” and “the managers don’t care about us.”

As a manager and/or owner you can control your work environment and are able to create one that has the right stuff. You can inspire the team, encourage others to become your champions, and grow your own farm of influencers to produce a winning culture that cultivate team success.

Mentoring team members encourages stronger working relationships. Mentoring employees is a win-win experience for you and your employees. Who knows… you may create other mentors in your business making your mentor responsibilities less time consuming.

Grooming team members to become winners through training is essential for any company. It does not matter if

you work for McDonalds or Apple, Inc. If you are not properly trained to deliver exceptional customer service, your company will not reach its full potential. It may never scratch the surface. Use the resources that you have at your fingertips to grow your team’s skills. That is what we are here for.

Addressing challenges immediately with your employees fosters a winning environment. Letting employees know they crossed the line is the responsibility of the manager. When employees do not meet their goals, fail a customer or the company, it is your responsibility as the manager to get the employee the training necessary to bring up their performance.

Closing your eyes and ears, and thinking if I cannot see or hear the challenge, it cannot see or hear me, and it will just go away. Not a chance does that occur. Instead, let employees know that bad attitudes or acts will not go unnoticed or unaddressed. When performance fails, you are willing to invest in them by sending them to training—and always explain what performance levels you expect when they return from training. Talk with the employee professionally and in private when addressing challenges. Set the expectation and let the employee

know that you expect them to take personal responsibility for their attitude and performance at work. Only positive attitudes and performance will be welcome.

Acknowledge your team members in public for their achievements. People are more willing to meet you half way if they feel appreciated.

Understand those who are around us shape us—good or bad. This is why it is important for you, the manager

and/or owner to adapt your personal style and become more aware of the affect you have on other people.  Infectious attitudes and positive work environments start from the top.  Be a good influence and you will have a good team.