Does your business have “drainers” – people whose negativity drains everyone else’s energy and drags your business down? Or, worse yet, are you a “drainer” yourself?
“Nobody sets out to be a drainer,” noted Jon Gordon, a business “attitude” consultant who works with businesses, professional sports teams, universities and other organizations. “It’s just that some people regularly, and inadvertently, exhibit energy-draining behaviors. Many business owners allow it to continue, or are themselves guilty of the same behavior. And over time, the entire culture of the business becomes poisoned.”
Here’s what you can do:
• Squelch negativity. There’s nothing more draining than a boss, business owner or employee who’s constantly negative. Don’t let negativity be your go-to response. Respond constructively when others offer ideas. Even if the suggestions are off the mark, hear them out. An encouraging attitude keeps creative juices flowing. Remember, as pessimism rises, performance drops.
• Halt the complain train. The temptation to whine can be powerful, but whining is infectious and before you know it, everyone is complaining about something. Instead, push for solutions. When you hear a complaint, ask the complainer how it should be fixed. Turn your employees into problem-solvers instead of problem sharers.
• Ban critical email and voicemail. Nine times out of 10, the critical email you send ends up sounding harsher to the other person than you ever intended. Suck it up and conduct your toughest talks in person. You’ll be able to ensure that your tone is not misinterpreted and have a constructive dialog with the other person.
• Avoid the Monday morning load-up. Don’t overwhelm your employees with a mountain of emails or lengthy to-do lists before the week is even under way. Boil down and bundle your orders, and parse them out in steps.
• Spot the busy-bee bamboozle. Don’t confuse activity with progress. And that applies to you as well as your employees. Just getting through daily routines can make anyone appear busy. But that’s not progress. Set goals and hold yourself and your employees accountable for results. Make sure these are results that matter and that are visible to others and valuable to your business.
• Set zero tolerance for low performance. “Simply put,” said Jon Gordon, “low performers drag the rest of your team down. They create resentment and generate more work for everyone else. And if you let them linger for too long, your best employees will move on. Hold everyone accountable for achieving their goals and meeting performance standards. •
Daniel Kehrer cane be reached at
editor@bizbest.com.
Beyond Cash Donations: How New Forms of Giving Are Transforming Not-for-Profit Accounting
Evolving Funding Landscape for Not-for-Profits Not-for-profit organizations are being asked to do more with less,…
Learn More
