How to get the BEST out of people; especially if they’ve been let down by a previous employer
Updated: Mar 17, 2021
As a Leader in business you naturally want that business to be a success. You know you cannot do it alone and need a motivated, passionate team to work with you – but what can you do if your ideal team player is reluctant to put all their trust in you... especially as they’ve been let down by a previous employer?
One of the main reasons people feel their previous employer let them down is through a lack of communication. They may say they felt insignificant or unimportant. They may talk of their previous employer not motivating them or taking advantage of their good nature etc, but the underlying fact behind most of these reasons is... a lack of communication.
Talk to them! Take the time to get to know your team members and find out how you can bring out the best in them. You already know their qualifications and skills – now find out about the person behind those achievements.
Listen and understand what went wrong
Get their viewpoint on their previous position. Find out what they believed was wrong and how they felt as a result. Establish the facts and the emotions behind it – and how they felt it could have been rectified – for example, clearer communication, better structuring or clearer objectives etc.
Understand what they actually want – what motivates them
Whilst they’re relaying the events of their previous employment, listen out for clues on what motivates them. They may, for example, mention lack of communication as a stumbling block in their previous position – ask them what methods of communication they would have used, along with the frequency they would have preferred.
Also find out what motivates and inspires them generally. Do they love working as part of a team or on their own? Do they prefer visual or verbal indicators when measuring a task – for example, do they prefer a graph showing how near they are to finishing a task, or would they rather a regular verbal update, as a graph leaves them focusing on what they haven’t completed yet? Do they prefer having regular check-ins with you – or does this leave them feeling constantly under pressure?
Ensure they have clear and measurable objectives
Ensure you set measurable objectives that are SMART – Specific, Measurable, Achievable, Realistic and Timely. Have a plan for them and ensure you are being crystal clear on the role and what you expect from the person in that role. Plan out their objectives by clarifying:
What is the overall purpose of the role?
What is the desired outcome?
What daily, weekly, monthly tasks need completing?
Who will be fulfilling them?
Is it measurable? i.e. you need x number of calls made
Do they have the right resources in place?
When do they need to be completed by? – and is this realistic?
Discuss it with them and ensure they understand both the objectives and their role in the bigger company picture.
To get the best out of your team you need to take time to communicate with them. This will help you establish a better work environment for everyone... and will ensure each member of your team feels valuable, appreciated and eager to share in the success of your company.
How do you ensure you have the best team in your company? Do you check in regularly with your team members? What’s the best way you have found for motivating your team members? Why not share your experiences and advice?