Gather Your Facts First
I want to share some thoughts with all Managers,Supervisors, CEO’s, VP’s, and anyone else who supervises and is responsible fora team of people. Please heed these words. Gather your facts first before assigning blame or taking corrective action. Making incorrect assumptions can have a devastating impact on your employees and negatively impact your business.
Look things happen in business. It’s not always smooth,easy, and flawless. Running a business is not so different from living your life. There are highs and lows, good times and bad times, prosperity and lean times. Many steps go into the everyday tasks that comprise your businesses. From the initial order to the final delivery, business is a choreographed dance where missteps happen. How you react when these missteps happen will have an impact on your employees and their enthusiasm. This reaction can correct the misstep and return you to the dance, or it can leave you jilted on the dance floor.
When something does not go as planned, what should you do?
1. First, you breathe. Take a deep breath and clear your mind. Calm yourself down before responding.
2. Be fair. We all have an internal ranking of our employees that goes from confidante to why did I hire this person? Regardless of this internal ranking, you need to be an unbiased judge. You evaluate the performance of your team whenever something goes wrong; probably more so than when things are going well. Your team needs to be 100% confident that you will be a fair and impartial judge. Trust me; they are well aware of where they stand in your internal rankings.
3. You’ve calmed down and determined to be fair.Now comes the most critical task – gather the FACTS!!! The more documentation,the better. You must evaluate what happened by examining the facts first. This is particularly critical if you have two high ranking employees with opposing opinions about what went wrong. You have to render a judgment or make a decision based on the facts of the circumstance, not your gut feeling or blind trust of one employee over another. The beautiful thing about facts is that they are true and impartial; use them.
4. Finally, render a judgment that can build your team not destroy it. You hired people in key positions who may need a little more experience under their belt. Talk to them, build them up, encourage them to get back up and try again. And let them know that you trust them to do their job.
These four simple steps can go a long way in creating a great team and a great work environment. It’s easy to lead when things are going well but much tougher when the seas are rocky. Be the type of leader your people want to follow, someone they can trust to gather facts first and render a fair judgment.