Four Ways to Keep Your Employees on a Growth Curve

How many times have you walked into a store and had to put up with a bored clerk who waited on you? The clerk had probably grown tired of his job. Perhaps he had reached the point where his duties were no longer a challenge. This scenario is a common one. It plagues businesses and organizations all over the nation.

Surveys suggest that as high as 60%-80% of the people employed in America do not like their jobs. Not only is that a waste of human potential, it creates lousy service for the customer. It is extremely important to match the right employee to the right position. Certainly it helps to have your employees work as many different positions as possible. The Japanese call it cross training. It helps to keep your employees excited about the part they play in providing the kind of service your customers need and want. By giving your employees the chance to work different jobs, you are providing them with the opportunity to learn and grow. Word will get around that your business is the place to seek employment, because you are helping people build their careers.

Some business owners argue that it's easier to have the same employee do the same job, day in and day out, because it keeps the quality more consistent. The truth of the matter is that the average employee, with the right training, is capable of adequately performing several different types of jobs. When the time comes that you can no longer challenge that person with the type of jobs available to them at your company, encourage them to move on. It's not fair to your employee or your business to prevent them from growing. Remember the saying, "When you are green you grow, and when you are ripe you rot."

In summary here are four suggestions for keeping your employees on a growth curve:
1. Create a flow chart of the different skills and responsibilities your employees can learn and master in your company.
2. Explain to them how these skills can be a valuable tool in the long-term development of their careers, whether with your company or any other.
3. Ask your employees what kinds of things they want to learn.
4. Ask your employees for suggestions on how you can make their job more challenging and rewarding.

By: Tom Borg
Tom Borg is a consultant, trainer and coach. He is president of Tom Borg Consulting LLC. He works with the managers and employees of businesses and non-profits in the area of professional development and customer service training. He is the author of the book/cd “Making Service Count”. He earned his bachelors degree in administration and his masters degree in Educational Leadership at Eastern Michigan University. You can contact him at: 734-812-0526, tomborg@comcast.net or visit his website at www.tomborgconsulting.com