Leadership is a conversation, leaders need to keep thinking about how to inspire the team to learn spontaneously and cultivate the decisiveness to break through difficulties, but it is also easy to fall into the unrealistic illusion that all members have excellent performance.

I’ve been racking my brains all day, trying to guide each member of the team to have the right values, strong ambition, good judgment and the ability of problem solving, but now I have a different idea for this.

A team is originally assembly of people with different characteristics, abilities, and complementary skills who are committed to a common purpose, goals, and approach for which they hold themselves mutually accountable. We cannot expect everyone having the same characteristics or abilities. The key is whether the leader can make choices and know how to observe their team members.

Majority of managers are spending too much time on problems solving, especially distribute candies for those insubordinate employees and thus ignore the good employees in the organisation. All these unconscious mistakes revealing leadership blind spots.

A subordinate with excellent performance is the most important key person to achieving organisational standards and sustainable operation. A leader must remember not to focus your effort on the wrong people, wrong place, and cause management risks.

Honest and Open Communication Needed

SMEs should pay attention to the outstanding talents in the organisation. You should attach importance to and participate in the employees’ training and incentive programs in the company, and even deliberately arrange for regular one-on-one lunch or tea break appointments with talented employees’ indirect interaction. Convey your attention and gratitude, care about their current situation, listen to their advice for the organisation, or share industry stories and trends with each other.

“You can get something if you want to give up.” from Chinese philosophy.

When the leader knows the focus of management, he/she will choose to abandon the member(s) who cannot meet up the expectation of the organisation. To be successful it becomes a matter of the routine you put into place. Do not struggle to give up a “zombie” or “vampire” member, no matter how good he/she is.

Values ​​and performance always come first! The leader should choose to leave talent with the same values ​​as the company and then invested resources to train them to become top teams.

Give Up The 4 Types of Employees

1. Don’t know WHAT to do
2. Don’t know HOW to do
3. Attitude problem, they know what to do but DON’T WANT to do
4. Personality problem, they know what to do but UNABLE to achieve it

Click here to read next article >> Why SMEs Lose Talent: Give Up These 4 Types of Employees, Which 4 types.