Keeping Your People Happy

August 23, 2010 | By | 2 Comments

A manager’s role is to build successful teams that deliver the business. We aim to seek for higher and higher performances from those we encourage, cajole and develop.

How do we keep them all happy?

We strive to create refined, capable people to inhabit our teams. The results we seek cannot be delivered by us alone, because simply we cannot do it by ourselves.

Like the soccer coach – the results come from those who cross that white line for us. All the plays the team practice during the week, are for nothing if they don’t deliver ‘when Saturday comes’ – as they say!

As managers we have to hone their skills, tactics and flair for then.

Yet what happens to our people when we’re done developing them. When they can grow no more in the circumstances that we are in a position to offer them?

Indeed is it possible that they can grow no more with us at their helm? Could that be possible?

The simple answer is – of course they can reach a peak in the team we have them in; with the support and challenge we help them with.

And sometimes, when they achieve that zenith, we have to make the more courageous decision to let them fly off and seek a new level of opportunity, to make the next leap.

Successful management is not simply about building a team that serves us well. It’s much bigger than that.

When we help create fulfilled employees, the bigger picture is where we have to be brave and let them go.

We have to celebrate the success they achieve with us and – where this is what they want – prepare them for a bigger stage to explore and reach for the next level, with our support and enthusiasm.

In soccer, managers of smaller teams strive to create better and better players for the good of the team and then, whilst it may be a sad time, encourage them on to bigger teams; new arenas and bigger opportunities.

That’s where the bigger managers stand out – loving the growth they see and then accepting – no, encouraging – their people to be the most they can – even when that means moving on.

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Filed in: Employee Development, Leadership and Management, Personal Development, Team Building | Tags: , , , , , , , ,

Comments (2)

  1. This starts with bringing in the right people from the start. Obviously if they don’t fit with the culture or don’t truly believe in the goals for the company- they will never be happy with how things are done. If they are a true cultural fit they will believe in the core values of the company and live them in their lives every day. This helps in the happiness factor- they feel that they are doing something fulfilling every day.

    • Yea, I’ll go with that Gina. In fact, I have a belief that the best way to manage the performance of your team members is to recruit the right people in the first place. Culture – get it right before you try to bring new people in and vitally, really walk your talk when you get them. If you create high expectations of the organization, it’s critical to deliver. Good job you’re doing – I’m following you on Twitter and if you need any help with that, let me know via DM to ‘mphcoach’ and I’ll try!

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