If you asked me to pick the most important function of a manager’s job it would be achieving a fully committed workforce. However, the unique importance of commitment is misunderstood and this is hindering performance greatly.
Clearly we all wish that all the people working for us were energetically and diligently figuring out how to do better every day, both on the job and off the job. We want 110% put forth with the best interests of the company on the top of everyone’s mind. But how do you do that?
For many years, I ran around telling the people that worked for me what to do. I was very good at it. Considered great at my job. Promoted early and often. Then I discovered it was absolutely the wrong thing to do. It was a big mistake. And after I stopped, performance jumped!
Trust is totally under your control, as the boss. You have the power to cultivate it and ensure its existence. And your team can’t run without it. How do you develop trust in the workplace?
Everyone knows that the sports team with the highest morale wins. In fact, every manager wants high morale in his or her group. So why do most managers create low morale in their employees?