Fight the Myth of "If you want it done right, do it yourself".

Do you live by the saying, "If you want something done right, do it yourself."? Most individuals who have experienced success based on their own individual efforts struggle to transition to delegating tasks to others.

This can be rooted in various beliefs. You may feel training others to do tasks correctly will take too long. You could be anxious about the cost of hiring great talent. You may also see your self-worth linked to what you produce and be uncomfortable taking on the manager role.

No matter the beliefs that are getting in the way of your delegating, deep down, you know the only way to scale your business is by reducing the number of tasks you are personally doing and investing time, money, and effort into building your organization's competencies.

Micromanaging versus effective delegating

Frequently, people who manage others opt for micromanaging instead of delegating. Micro-managing allows you to stay close to the work and leverage the hands of others without engaging their minds.

While micromanaging can allow you to get things done, it restricts your growth, leads to burnout, and contributes to employee turnover. Micromanaging is harmful because it does not engage the full person. It will lead you to treat employees like machines to be programmed and directed instead of humans who are resourceful, creative, and able to add incremental value to projects.

Instead of micromanaging, you can de-stress your life and expand your organization's potential by investing in delegation. Effective delegation is the key to growing the talent around you, working fewer hours, and achieving organizational goals. A disciplined approach to empowering employees can create a learning organization that builds new skills and competencies through continuous improvement. There are four steps to effective delegations.

1. Pick the right people

2. Define the task

3. Provide parameters

4. Monitor results

The time you spend executing these steps will reduce your need to micromanage and increase your comfort in delegating. Allowing you to dedicate more of your time to activities that bring you greater fulfillment, are more strategic, and generate sustainable growth for your organization.

Pick the right people for the right jobs

In his book Good to Great, author Jim Collins highlights the importance of having the right people in the right seats on the bus. This is essential to the success of any company. Your most important role as a leader is to surround yourself with talented people who can help you accomplish your company’s goals.

The first step in this process is to clarify what you are looking to accomplish and define the skills and experience that you believe are necessary for success. Once you do this, you can identify who can best support you in executing this initiative.

It is important to pick the right person to do a task. You want to identify someone with the will and skill necessary to succeed. If you currently do not have someone on your team who has the desired skill, then your focus has to be on adding additional people to your team or developing the skills of a current member who has the potential to grow in capabilities. Remember, team members do not have to be employees. Hiring contract workers, virtual assistants, or consultants are all great ways of expanding the capabilities of your team.

Define the task

Once you have selected the right people to work on an initiative, the next role of a leader is to define the task you want to complete. Start by linking the task with your company’s purpose. It is important to show people how the work they are being asked to do connects with the company's overall goals. This can help the employees to understand why the work you are asking them to do is important.

After making this connection, outline your expectations around the task. Communicate your desired end state. Clearly define what success will look like and when you expect the employee or team to deliver against that expectation.

Provide an opportunity for your employees to ask clarifying questions about the desired end state and the path from where they are today to where you want them to go. The time you spend upfront aligning on goals and the employees' path to achieve goals will reduce the number of questions you receive later in the process.

Provide parameters

Next, work with your employees to define the parameters for completing the task. You want to be clear in defining milestones, budgets, available resources, and any other constraints that would influence employees' actions.

You reduce uncertainty by aligning with employees upfront on what is permitted and what is not. The more clarity employees have on your expectations, the easier it will be for them to comply. You should document goals and parameters and verify that your employees understand their roles and responsibilities. This will prevent later questions about roles, responsibilities, expectations, and parameters.

Sometimes, employees understand what is expected but do not comply. When this happens, your focus should be on understanding what is getting in the way of the employee's success. Identifying competing priorities, skill gaps, mental blocks, and other obstacles will help you work with the employee to find solutions that support them in meeting expectations.

Monitor results

The final step in the delegation process is defining how and when you will touch base with your employees regarding progress. By defining and communicating milestones, you and your employees understand where projects should be at specific time periods.

This can reduce stress and drive accountability because employees know what to accomplish and when. If an employee is off track at the time of check-ins, you can provide course correcting advice to get them back on track.

If they have a problem they can not solve independently, you can conduct a root-cause analysis and help them identify solutions. Root-cause analysis may help you identify whether additional time, money, skills, people, or resources are needed to accomplish the given goal.

Summary

Time is your scarcest resource, and you can never get it back again once it is gone. As a leader, you must value your time and ensure that you allocate it in ways that benefit your organization most. The more time you spend doing things that only you can do and that are your strengths, the more of a positive impact you can make on your organization.

As the top person in your organization, you see things that no one else sees and can do things that no one else can do. You provide the most value when you can think strategically, selectively dig into details when needed, and coach, train, and develop your team to build their competencies.

Organizations are stronger when they leverage their employees' hearts, minds, and bodies. The best way to tap into the endless potential of your employees is to teach, train, and trust them to do the work that you hired them to do. Building a high-functioning team takes time and effort. The investment you make into selecting the right talent, defining the task, setting parameters, and monitoring progress will help you achieve more while feeling less overwhelmed.

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Thank you for reading this blog

Dorian Cunion is an Executive Coach and Business Consultant with Your Path Coaching and Consulting. He is a former retail executive with over 20 years of experience in the retail industry. He is a Co-Active coach who focuses on helping professionals and small business owners overcome insecurities, knowledge gaps, and lack of direction. He does this by assisting clients to tap into their values, recognize their strengths, and develop actionable strategies for growth.

Have you been trying to improve your career or business on your own but are not seeing success as fast as you desire?

Book a free discovery call to discuss your goals and how I can help you accelerate.

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The Secret Weapon of Retail Store Success: Healthy Store Culture and Happier Employees

Last year, a client came to me with a problem. He was frustrated because his retail store was not performing as well as he wanted. Despite his efforts to drive higher levels of accountability within his retail stores, he felt that little progress was being made around improving cleanliness, organization, and customer service. He would often have conversations with employees about job assignments. They would address the items he talked with them about but put in no extra effort to address other problems in the store that were visible and impacting customer satisfaction. He came to me seeking a way to transform the culture within his stores.

We spent some time talking about his current approach. On a typical day, he would walk into the store, observe job assignments that had not been completed, and challenge the employees on why they were not getting more done. He would do this before saying hello, asking employees how they were doing, or acknowledging any progress they made since his last visit.

This conversation prompted me to ask the store owner, 

"How do you want your employees to feel when interacting with you?". 

After some thought, the owner said he would like them to feel motivated after interacting with him. He talked about his previous experience as an employee and how he worked hardest when he had a good relationship with his boss. He shared that his relationship with his boss was based on trust earned over time because his boss genuinely showed care and respect for him and the rest of his teammates. With this insight, we crafted a new approach to engaging with employees.

Four actions to improve retail store culture.

1. He brought civility to the workplace. Instead of the owner coming in and jumping straight into business, I encouraged him to take things slower. He began to say hello to employees, ask them how their days were going, and about their families and life outside of work.

2. He began to recognize small wins. Instead of focusing on all of the things the employees did not get done, he started to thank them for the small improvements they were making. The employees began to feel more appreciated and took more pride in completing tasks.

3. He started to delegate more responsibilities to his manager. Instead of being the primary person holding employees accountable, he began to have more conversations with his manager about store performance and the manager's role in ensuring that employees were completing tasks.

4. He invested time in training employees how to execute tasks to his expectations. When he observed that job assignments were not being completed to his expectations, he would check with the employees to understand if they knew the best way to complete the task. He would teach them how to complete the task efficiently and effectively if they did not.

The impact of happier employees.

These simple behavioral changes lead to cultural change within the store. Over the course of four months, the owner reported that the overall feel of the store changed. Employees seemed

• happier to come into work

• improved their execution of job duties

• began to greet the owner by showing him what they had accomplished while he was gone

This change happened without the owner having to fire any employees or implement special incentives. He was able to start store culture change by

• treating the employees with more dignity and respect

• demonstrating appreciation for small wins

• empowering his employees to take more responsibility for store conditions

• ensuring they were adequately trained

By changing how he interacted with his employees, the owner was able to transform the culture within the store, which led to improved customer experience and higher sales.

Summary

Being a store owner is challenging. It is especially difficult when the employees who work for you are not motivated to perform at a high level. One of the secrets to success as a business owner is to manage your employees based on their potential. Your employees are capable of exceeding your expectations when you provide the resources and environment they need to thrive. Just like a rose will not grow with proper water, soil, and sunlight, your employees need direction, training, and positive reinforcement if they are going to reach their potential. The time you dedicate to building a great organizational culture will unlock the potential of your employees and organization.

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Thank you for reading this blog

As an executive coach and small business consultant, I guide small business owners and business professionals in achieving their professional and business goals.

Whether you want to start, transform, or improve your business or career, I can help you magnify your strengths, minimize weaknesses, identify threats, and take advantage of opportunities.

Let's talk about your goals.

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Email: dcunion@yourpathexecutivesolutions.com

How to Increase Employee Retention

Employee retention is a key challenge for many organizations, especially in a competitive market where talent is scarce. High turnover rates can have negative impacts on productivity, morale, customer satisfaction, and profitability. Therefore, it is essential for managers to understand what motivates their employees and how to create a work environment that fosters loyalty and engagement.

Using Maslow's hierarchy to improve retention.

One useful framework to understand employee motivation is Maslow's hierarchy of needs, a psychological theory that proposes that human beings have five basic needs that must be satisfied to achieve their full potential. These needs are:

• Physiological: The need for food, water, shelter, and other basic necessities of life.

• Safety: The need for security, stability, protection, and freedom from fear or harm.

• Belonging: The need for social interaction, affection, acceptance, and belonging to a group.

• Esteem: The need for recognition, respect, achievement, and self-confidence.

• Self-actualization: The need for personal growth, creativity, fulfillment, and realization of one's potential.

According to Maslow, these needs are arranged in a hierarchy, meaning that the lower-level needs must be met before the higher-level needs can be pursued.

For example, if an employee is stressed because they are worried about their ability to pay their rent, it can have a negative impact on their ability to focus on work. Therefore, managers can unlock their employee's potential by helping them move up the hierarchy of needs.

Here are some practical ways to apply Maslow's hierarchy of needs to employee retention:

1) Provide a compensation plan that provides for physiological needs.

Employees need to feel that their basic needs are being taken care of while working for your company. As an employer, you can improve employee retention by ensuring your entry-level roles provide compensation packages that allow your employees to take care of their basic needs.

Turnover at entry-level roles tends to be high, as employees jump from employer to employer in search of making enough money to pay off debt, cover rent or mortgage expenses, food, clothing, and other basic living expenses. If basic needs are not met, employees will not be motivated or loyal, creating more retention risk.

Therefore, managers need to monitor the compensation packages of their competitors, along with the typical living expenses within their region, and ensure they are providing fair compensation. They should offer benefits such as health insurance, retirement plans, education reimbursement, and paid leave when financially possible. The money spent supporting the financial health of your workforce will ensure their physiological needs are met, which will reduce the risk of employee turnover.

2) Create a safe work environment.

Employees need to feel safe and secure in their work environment, both physically and psychologically. This means that managers should ensure that the workplace is free from hazards, accidents, violence, harassment, discrimination, and other threats.

Unsafe work conditions and toxic workplaces lead to low morale, higher levels of absenteeism, and elevated turnover rates. Failure to create a safe work environment can drive up labor expenses because employees will require greater compensation in exchange for the physical and psychological risks they take by working for your company.

Managers should establish clear policies and procedures for dealing with any issues or conflicts that may arise and communicate them effectively to the employees. Furthermore, managers should foster a culture of trust and transparency, where employees feel comfortable expressing their opinions, concerns, and feedback without fear of retaliation or punishment.

3) Establish a sense of belonging.

Employees need to feel that they are part of a team or a community where they can interact with others who share their values and goals. Organizations must be clear on their mission and values and establish best practices, rituals, and routines that attract, develop, and retain employees that align with the organization's purpose.

Managers play an important role in building a sense of community. They must be

• Selective when bringing on new talent

• Quick to address culture-damaging behaviors

• Skillful in resolving disputes

• Willing to remove individuals who do not align with the culture

Through their leadership, managers can stimulate the collaborations and teamwork necessary to build a strong sense of community within the organization.

4) Give work that builds employees' self-esteem.

Employees need to feel that they are valued and respected for their work and that they can grow and develop their skills and abilities. This means managers should assign challenging and meaningful work to their employees and provide them with clear expectations and feedback.

Managers should also offer training and development programs for their employees and support them in pursuing their career goals.

As employees move up the hierarchy of needs, opportunities to gain status, recognition, power, and influence become more important. Leaders must be intentional in providing employees with opportunities to expand their responsibilities and acknowledge their contributions.

5) Assist employees in pursuing their dream.

Employees need to feel that they are fulfilling their potential and achieving their personal aspirations. This means that managers should understand the interests and passions of their employees and help align them with the organization's vision and values.

Managers should also encourage creativity and innovation among their employees and allow them to experiment with new ideas and approaches.

Novelty, engagement, and retention go hand in hand. To retain employees at the top of the hierarchy, it is vital to provide them with the latitude to keep work fresh, exciting, and engaging while staying within the overall mission and vision of the organization.

Summary

By applying Maslow's hierarchy of needs to employee retention, managers can create a work environment that satisfies the diverse needs of their employees at different levels. This will increase employee satisfaction and loyalty and enhance employee performance and productivity. Ultimately, this will benefit both the organization and the employee. By identifying which stage your employees is on the hierarchy and identifying ways to satisfy their current need, you will increase their loyalty and decrease the risk of turnover.

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Thank you for reading this blog

I am a father, husband, executive coach, and former retail executive. My coaching expertise comes from 21 years of leading operation, sales, and marketing teams. I understand what it is like to feel stuck, undervalued, and underappreciated.

I also know what it takes to invest in professional development, climb the corporate ladder, and find fulfillment at work.

Your career path is a scavenger hunt. Each opportunity prepares you for the next. Allow me the opportunity to help you clarify your path and accelerate your professional development.

Talk with Dorian

Have Feedback Send me a note at

Email: dcunion@yourpathexecutivesolutions.com

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