More Time Wanted? Deal with Your Time-wasters Now!Written by Martin Haworth
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Work out a way to take them from your business (remember - you are doing them a favour, because if they are in an job which is way different than they are, they will be very unhappy underneath). There's a 3. Recruit a lot more carefully in future. - What do you observe in your team today?
- Who are
 'keepers' - Who are 'losers' (the ones who suck you dry of energy)
- Who are 'Oooops, I should never have taken them on in first place'.
Great learning too!And just think about what you will do with time! One of my clients, when asked to note people who wasted his time in one week found that one person alone accounted for 30% of his time! Solving that issue, which required a little focused attention, within two weeks had created that space for him. Space that he used to build his business way above target.
© 2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coaching-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).
| | Ten Top Performance Management TipsWritten by Martin Haworth
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Celebrate great performance! Focus on what’s going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no-one. Go with positives!
Achieve Their NeedsRemember that we all have needs that we want fulfilling. By working with your people to create outcomes that will do this, you will strengthen your relationships and channel effort in a constructive direction.
Tackle DisciplineWhilst it often happens, Performance Management is not about managing indiscipline. That has to be managed in a different way. By setting clear standards in your business that everyone understands and signs up to, discipline becomes much, much easier.
Learn from MistakesAs part of regular on-the-job and informal review, mistakes will come to light; things will go wrong. By using ‘What went well? And ‘What could you do differently?’ format, unsatisfactory performance becomes controllable and a positive step.
Try these ten out, maybe not all together, but one at a time. Have fun! There are other benefits apart from just improving performance of your people - can you spot them?
© 2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coaching-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).
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