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“Creating Successful Leaders”

Category Archives: Goals

March 27, 2024 How to Meaningfully Improve an Employee’s Work Performance

If an employee is not quite rising to your workplace’s standards, that can be a delicate situation. On the one hand, if you critique the person’s work too harshly, they may become discouraged or frustrated, or they may even quit. On the other hand, if you do not underscore the importance of the situation, or if your feedback is not specific enough, that person might continue to operate in the same manner, and little will change.

How do you navigate this tightrope-like situation? How can you provide adequate feedback, guidance, and resources to help improve an employee’s performance? Here are three ways to make a meaningful difference:

Give Excellent Feedback

Unfortunately, it is incredibly easy to flub feedback. The feedback might be too vague, too harsh, or lacking a sense of urgency. When providing feedback to underperforming employees, I suggest keeping three things in mind:

1. Make It Specific

It isn’t enough to tell someone they need to “step it up” or “make strides.” Instead, give specific feedback on what the person is doing right and what they need to improve. It helps to open with the positive (“Sandy, your people skills continue to impress me. Customers say you’re easy to talk to and an excellent communicator”) and then move into the areas of improvement (“However, our numbers show that you have trouble closing the sale. Let’s talk about some of the potential roadblocks you’re facing…”).

2. Set Goals

When working on a specific area to improve, it is helpful to set SMART goals. SMART is an acronym that stands for:

Specific – the goals should be clear and well-defined.

Measurable – the goals should have measurable criteria for success.

Achievable – the goals should be attainable and realistic.

Relevant – the goals should be aligned with the employee’s role and the overall objectives of the organization.

Time-bound – the goals should have a specific time frame for completion.

By setting SMART goals, you provide the employee with a clear roadmap for improvement and a way to track their progress. This approach helps to ensure the employee understands what is expected of them and can work towards achieving those goals.

3. Create a Check-In Plan

It’s helpful to create a plan for regular check-ins with the employee. This allows you to monitor their progress, address any concerns or challenges they may be facing, and provide ongoing support and feedback. The frequency of the check-ins can vary depending on the employee’s needs and the urgency of the situation. It’s important to create a supportive and non-judgmental environment during these check-ins, so the employee feels comfortable discussing their progress and any obstacles they may be encountering.

Facilitate a Mentorship

Mentorship can be a valuable tool for improving an employee’s work performance. Pairing the underperforming employee with a more experienced and successful colleague can provide guidance, support, and valuable insights. The mentor can share their own experiences, offer advice, and help the employee develop the necessary skills and knowledge to excel. This one-on-one relationship allows for personalized guidance and can greatly enhance the employee’s professional growth. A mentorship program can be formal or informal, depending on the needs and preferences of the individuals involved.

Provide Necessary Resources

To support an employee in improving their work performance, it’s essential to provide them with the necessary resources. This could include training programs, workshops, online courses, or access to relevant materials and tools. By equipping the employee with the resources they need, you empower them to acquire new skills and knowledge that can enhance their performance. Additionally, offering ongoing learning opportunities demonstrates your commitment to their professional development and shows you are invested in helping them succeed.

By following a few intentional strategies, you can begin to make meaningful improvement in an employee’s work performance. Remember, communication is key, and it’s hard to know what your employee needs until you take the time to sit down and talk with them about their performance. Frame this an opportunity for growth and development, rather than a punishment. Creating a supportive environment can help foster continuous improvements and aid employees in reaching their full potential.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 6, 2024 8 Ways to Support Female Employees

March is National Women’s History month, a time to reflect on the achievements of female figures throughout the decades and recognize the contributions of women (past and present). Although women have made incredible strides in the workplace, and have smashed through several glass ceilings, we unfortunately still have some ground to cover to achieve true workplace equality.

For example, pay inequality is still abysmal. The Pew Research Center reports that, “The gender pay gap – the difference between the earnings of men and women – has barely closed in the United States in the past two decades. In 2022, American women typically earned 82 cents for every dollar earned by men.”

Additionally, women are still largely responsible for household and childcare responsibilities. National Public Radio wrote an article on the subject, saying that in opposite-sex marriages, “wives are still spending more than double the amount of time on housework than their husbands (4.6 hours per week for women vs. 1.9 hours per week for men), and almost two hours more per week on caregiving, including tending to children.”

With women still fighting an uphill battle for equal pay, equitable household responsibilities, and fair treatment, how can we make a concerted effort to support and uplift them in the workplace? Here are eight ideas:

  1. Encourage a culture of inclusivity and diversity by promoting gender equality initiatives, such as implementing equal pay policies and conducting regular pay audits. Several companies have adopted a policy of transparency that allows all people to see others’ salaries, to ensure pay is consistent and equitable (based on one’s role and experience, not demographics!).
  2. Provide opportunities for career advancement and professional development specifically tailored towards women, such as mentoring programs, leadership training, and sponsoring women-led projects.
  3. Offer flexible work arrangements, such as remote work options and flexible scheduling, to accommodate the diverse needs of female employees. This can be especially helpful for working mothers.
  4. Create a supportive and safe work environment by implementing zero-tolerance policies for harassment and discrimination. Work with your HR department to get started.
  5. Establish family-friendly policies, like parental leave, on-site childcare, and lactation rooms, to support working mothers.
  6. Foster a supportive network for female employees by organizing women’s affinity groups or employee resource groups (ERGs) focused on gender equality and empowerment.
  7. Implement unconscious bias training programs to raise awareness and reduce biased behaviors and decision-making in the workplace.
  8. Last but certainly not least, recognize and celebrate the achievements of female employees! This could be through awards, promotions, or public recognition. Encourage a culture of appreciation and recognition for their contributions.

By implementing these strategies, we can create a more inclusive and supportive workplace environment, where female employees can thrive and reach their full potential.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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February 21, 2024 5 Ways to Command the Room

Some people seem to have a natural presence that commands attention. When they speak, people listen and pay attention. Even in a crowded meeting room, they seem to have no trouble being heard. If you are not one of these people, this may seem like a skill that is beyond your reach.

How do you develop the confidence, poise, and presence to get others to tune in to what you’re saying? How do you make sure your voice is heard? Let’s talk about 5 ways to command the room.

Use Powerful Body Language

At times, your body language can say more than your actual words. To convey confidence, stand tall with your shoulders back, and make eye contact with your audience. Use hand gestures to emphasize your points (but don’t go too wild!) and try to remain calm and at ease. Avoid crossing your arms or slouching, as this can make you appear closed off or disinterested.

Speak with Conviction

Another important aspect of commanding the room is speaking with conviction. Speak with clarity and purpose, and project your voice (but don’t shout) so others can hear you. If you mumble or speak too softly, your message can get lost and others may think you lack confidence.

Control the Pace and Tone of Your Voice

To command the room, it’s crucial to control the pace and tone of your voice. Speak slowly and clearly, allowing your words to resonate with impact. Vary your tone to convey different emotions and maintain the audience’s interest. A monotone voice can quickly lose their attention (watch a few TED Talks speeches to see how the speaker varies their voice to engage the audience).

Practice, Practice, Practice

Preparation and practice are key to commanding the room. When you know your material inside and out, you won’t have to worry about stumbling through what you need to say. It is also a good idea to anticipate any questions or criticisms that may arise (and practice your response). Practice what you’re going to say multiple times to build confidence and ensure smooth delivery. The more prepared you are, the more effectively you can command the room.

Engage with Your Audience

It is easy to lose your audience’s attention if you speak at them and not with them. The best speakers are engaging speakers—ones who encourage participation by asking questions, seeking input, or sharing relatable stories. Show genuine interest in what others have to say and actively listen to their responses. This not only establishes a connection with your audience but also keeps them paying attention and invested in your message.

Keep in mind, few people are born with the ability to command a room. This takes deliberate effort, practice, and time. You might not nail it right away, but that’s okay! Keep practicing, pay attention to how others respond to you, and don’t give up. With practice and confidence, you can become a skilled speaker who commands attention and leaves a lasting impact on your listeners.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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