People Quit Their Leader, Not The Job?

People Quit Their Leader, Not The Job?

handwritten message to the boss: I quit, it's not you it's me

3 Things That Will Change Your Life, Not Just Your Business!!

Part 1 of 5

Do you work with a team?

Have you experienced the disappointment of a staff member resigning?

Are you frustrated with a lack of productivity from your people?

If so, then take 5 minutes to read this article and join me on the next webinar.

It’s the age old challenge for business owners passionate about their business. They’re committed to ensuring their customers receive the service they deserve, wanting to create a loyal and repeat customer following.  Yet, they suffer from what I like to call “peopleitis!”  They have to rely on other people to help them look after their customers, yet, no one ever does it as well as them!  Familiar? When they ask their people to do something, surprisingly, it never happens the way it’s meant to. 

Introducing the cycle of business:   

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The way this works is simple, each entity looks after the next entity in this diagram and it starts with you, the business owner or manager.

The first step of the cycle of business is where most business owners or managers get it wrong. They discount the value of their people and focus directly on the importance of their customers.  They drive an arrow straight down the middle of this diagram from themselves to their customers. 

Whilst that appears to be a sound business decision, it’s the exact cause of a lack in profitability and productivity.  In the cycle of business, your job as the business owner/manager is to look after your people.  If you do and do it with structure, then your people will be inspired to look after your customers.  Should your customers feel well looked after, then they will look after your business through repeat custom and referrals, and then your business will ultimately look after you, providing you with a healthy profit. 

Where this turns from a science to art, is knowing exactly how to look after your people.    

Imagine a coach of a football team, getting on the field and expecting to beat the opposition by themselves.  It’s simply not possible.  To beat the opposition, there must be a strong and united team, all with the same goal, moving in the same direction.  The coaches job is to inspire, guide and discipline the team.  They do this through who they are, what they believe and how they communicate so each team member performs their specific role to achieve the objective.  If the coach does that well, then the team will perform and will almost always produce the desired result. 

If the team feel at any way under valued, unable to trust or unappreciated, that will all contribute to their performance on the field.  It will play out through a lack of confidence, a lack of effort or blatant disregard for what is best for the team and will play their own game on their own terms. 

Any of this behaviour will be to the detriment of the team and therefore the outcome, most likely costing the game.  As a result there is an environment of frustration, negativity and a lack of trust and commitment, which will ultimately lead players to search for another team to achieve in.  They quit the coach, not the position on the field.

The reality, as difficult as it may be to swallow, is that if you have a high staff turnover, then your people are quitting you as their leader, not their job.

The very first step in this is to recognise that this may be the case and whilst it may not feel comfortable to own this idea, and be responsible, it’s the only space where you can do something about it to get a different outcome.  In order to prevent this from recurring and have any chance of winning the game it’s important for the coach to understand how to get the best out of the team.  Before the coach can work on anything to improve the team, they must first understand some key concepts which creates their own mindset, presence and how they communicate with the team, which will be the foundation of whether the team stay or leave.

1)  Your willingness to take responsibility and ownership for everything that happens in the business will determine your results. 

The reason for this, is if you don’t, if you place blame, make excuses or bury your head in the sand, then you give up your power to do anything about it. 

When you blame someone else for what goes wrong, you have no ability to fix it.  For example, when someone resigns, if you don’t own it, and ask yourself “What could I have done differently?”, then you’re foregoing the opportunity improve your business to get an improved result next time.  You can’t change a behaviour, implement something new, learn from the lesson or change a process because the reason it happened isn’t within your control. Thus making you the suffering victim, rendering you powerless. 

If you make excuses about what’s happening in the economy, the surrounding environment or the lack of customers, then again, you can’t improve your sales process, change a system, initiate a new marketing strategy or focus on improving the conversion rate, again leaving you powerless. 

If you ignore a problem or something going wrong, if you pretend not to notice, then the situation doesn’t stay the same, it will get worse and worse, until it destroys you, the team and/or the business.   All of which will lead the business down an undesirable path, causing stress, illness and maybe even bankruptcy.

2)  What you believe about the world will create your world. 

We as humans have an amazing ability to perceive.  What and how we perceive is based on a number of filters, which ultimately determines how we experience life.  To put it simply, what ever you believe, you will find evidence for and therefore you’re right.  If you were to believe the exact opposite, then you would also find evidence for that.  It’s the old saying, “If you think you can’t, you’re right.  If you think you can, you’re also right”.  Your reality is simply determined by what you believe.  So given that’s the case, why not choose an optimistic perspective rather than a pessimistic one.   From the perspective of your team, who do you think they’d rather be around and influenced by?

3) The results you achieve are simply an outcome, initiated by who you are being.

We are taught, in society, that “when I have the money, then I’ll be happy”, “when I find the relationship, then I can experience love” or “when I own the house, then I can feel security”.  The problem being, that no matter how much money we earn, it will never be the cause to make us feel ‘happy’, no matter what relationship we find, it will never be the cause of us experiencing true love and no matter what type of house we own, it wont be the cause of us feeling secure.  The fact is, we can choose to feel any emotion in any given moment, and feel it now.  We don’t have to ‘wait for something’ to happen to experience it.  Rather than waiting to ‘feel’ a certain way, we must choose to ‘feel’ the way we want to feel first.  Because when we feel the way we want to feel, that opens up our ability to take action, as we would if we ‘had’ the car, the love or the security.  The funny thing is that when we take action according to our desired out come, based on who we are ‘being’ then and only then will we achieve the desired outcome.

So rather than focusing on what you want to ‘have’ and ending up feeling hopeless and miserable, because you don’t yet have it, start focusing on ‘who you need to be’ or what emotion you need to feel to take action, like someone who already has that would.

These three concepts have the power to change your business if you let them, not to mention your life. I’ll be going into a lot more detail around these concepts on the webinar, as there’s a lot more depth to each concept that can’t be communicated in a simple article.   

As a business owner, this is the first step, step one, of six, to begin building an amazing working environment with a solid and loyal employee group, which ultimately will lead to a highly successful and profitable business.  Join me on this 6 month journey, and implement as we progress. 

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