There’s a common saying in the business world that claims that your employees are your biggest asset. While there is no denying that your employees are the only asset that is responsible for your productivity, customer satisfaction, creative innovations and positive growth, there’s a downside to this wonderful asset: Employees can also harm your business if they don’t follow your rules. Whether it will affect your customers, the quality of your services, or even the revenue generated by the company, it’s hard to tell. But there’s no denying that employees who can’t be trusted are a destructive force in a company. However, there’s a big difference between employees who are not trustworthy because they are dishonest — and in that case, you need to give more importance to identifying these guys during the recruitment process — and employees who can’t be trusted as a result of no fault of their own. This is the latter case that interests us here.
Are they qualified for the job?
The first question that you need to ask yourself is whether your employees can do the job you pay them to do. It’s not a matter of whether they could do it when you hired them but whether they still can today. Indeed, the market never stops innovating and developing new strategic approaches. In other words, it’s likely that your team is out of its depth if you haven’t kept up with employee development programs. As a result you may be experiencing a loss of customers, productivity and quality of work. It’s essential that you accept your responsibility before taking disciplinary measures. When all it takes to keep your staff up to date with the most recent techniques of their field is to set paid training programs, it would be unfair to blame your team for their lack of knowledge.
How do they handle the pressure?
How do you handle a stressful situation? Some people cry, others need to keep busy, and some finally turn to illegal and harmful substances to release the pressure. While this is not saying that you shouldn’t organize drug testing requirements for customer-facing employees, you also need to consider the sanction that comes with a positive result. Indeed, if your workplace doesn’t provide employees with sufficient relaxing options, from a common kitchen to the ability to talk to a manager if they struggle with the workload, you are as responsible for a positive drug test as your employee is.
Can they trust you?
How you behave around your employees will affect their performance and productivity. Let’s think of it this way: What if your attitude didn’t inspire trust for your team? If you’re the kind of boss who doesn’t pay on time, or keeps your door always shut and takes no interest in your team’s lives, it’s likely that people will not be trying to deliver their best performances at work. Change your ways if you want them to change theirs.
The relationship between an entrepreneur and the employees is precious. The better you develop your relationship with your staff, the better results you’ll get. And that means analyzing what you could do to trust them to deliver the best possible output.