Managing People
I’m going to make many of you mad right from the start. As managers of people most of you are TERRIBLE!
I’ve worked for enough people over the years to recognize the symptoms. The boss or the owner starts bitching about how so and so is not doing their job and they are not getting anything done in a timely manner, or they keep making mistake after mistake.
Clearly Defined Responsibilities
Hello, did you tell them what was expected of them, how their performance would be measured, or even provide them with a job description? No, then you need to listen up and quickly because you must learn to do all of the above at a minimum if you are ever going to get yourself a personal virtual assistant (VA). I mention the VA because this is one of the best ways to get back your time for very little investment and one we will continually talk about as we move forward.
Communicating Your Expectations In Writing
If you can’t give on-site employees the training and clear direction they need to fulfill the mission of your business you sure as hell won’t be able to have success with a virtual assistant. Many times when things start going wrong in the work place it is because your lack of directions with your employees is being reflected back at you in their “Poor Performance”.
Mission and Objectives
Do your employees know and understand the mission and objectives of your organization. A better question is do you know your mission and objectives? If you don’t, how do you expect your employees to know?  You need to clearly articulate your mission and objectives NOW, or you are going to be continually faced with the same crisis day after day, year after year. That is, if you last that long.
There are too many good books and audio CD’s available that will show you how to develop your mission and objectives, so there is absolutely no excuse for not improving.
Dr. W. Edwards Deming In Your Face
W. Edwards Deming pointed out to American managers of their ill fated ways many years ago but for some reason people cling to a style of management that does not work.  As Dr. Deming stated, when you have problems with a process and people it is actually a problem of management because management is the only one that can fix the process.
If you don’t improve and change this situation you will always be confronted with the lackluster performance of employees which is really a reflection of how you are running your organization.
The sooner you take responsibility for the human resource problems in your organization the sooner you can get on the path to recovery.
I agree with you Scott. I have been on both sides of the road when it comes to this. When you start to manage people, you are focused and I think, do a better job. It is after you comfortable, when you let your guard down and forget that your employees well-being rest on your shoulders. As with most things… A Comfort zone will lead to your demise.