According to the most recent studies, the average employee delivers only 50 percent of what they’re capable of delivering to your company. As the leader, you’re depressed with the lack of results. You’d like to replicate your top performers so you can become more successful, driven like the entrepreneur-driven companies you observe in the marketplace.
To harness the potential as well as the potentials of our current knowledge workers, you need to recognize the rapid increase in the number of these workers. Knowledge workers are those who use their brains instead of their brains to complete their work. They are the experts in information, researchers, and sales and marketing specialists whose talents are the key to the performance of your company. To ensure that your business is performing at its best, manage talented employees differently as employees from the past. Their abilities can help bring your business to the top of its game. But, like a racing horse, you must handle them with attention.
Make sure you avoid these five mistakes, and you’ll be able to capture workers’ free energy and boost their enthusiasm.
#1. Don’t focus on the things that are wrong.
It is believed that the “no news is good news” method of leading knowledge employees is a ticket to failure. It’s tempting to think that if employees don’t have any issues and aren’t causing problems, they don’t have to be told about it. However, knowledgeable workers want to be noticed. They want your attention. Recognize the progress they have made and offer praise to encourage their abilities and assist them forward in the right direction. This inspires them to be more enthusiastic. Don’t focus on the negatives and instead acknowledge the good things that are happening.
#2. Don’t pay attention to those who aren’t performing well.
Knowledge workers who are highly productive want to be able to handle low performers, or else the issue falls on their laps. It is essential to address issues with a performance by instructing the employee, assigning the employee to a position in which their skills are the best, or removing them completely. In any event, you must be attentive to any problems and take corrective actions. Don’t allow laggards to linger in the background, causing delays and disengaging others.
#3. Be aware of boredom and talent mismatch.
Uncertainty and anxiety about the job can hinder employees from speaking out on a needed change. It’s your job to be aware of those who lose enthusiasm, struggle in their current job or get slack due to a reason that’s not clear. Make these problems a priority instead of letting them persist. There’s no point in doing what you can to survive. Employees shouldn’t be harmed by allowing an unfit employee to endure. A strong love for yourself and others is an essential part of the process of transitioning into a new economic system.
#4. Let them say “YES” to everything.
Help employees with the knowledge to curb their urge to tackle exciting projects that are not related to business goals. Whatever exciting project may be, you need to aid employees in determining: “Is this project contributing to the goals of the business? Can I justify the time and energy I’m spending on it? Will this initiative help us achieve the outcomes we want?” Sometimes, employees with knowledge take more than they’re willing to eat. A good leader can help employees establish limits and say “no” for their own good as well as the company.
#5. Failure to provide feedback.
In the workplace, nobody would like to hear, “This isn’t working.” However, individuals must be aware of the signs that their actions and attitudes create problems for others. However exceptional the person is, they may make a mistake and sometimes, without even realizing it. A wise leader assists individuals in recognizing issues and gaining knowledge from issues. Don’t wait until an emergency to bring up the subject of contention and offer feedback. Regular feedback helps employees grow.
Your primary responsibility as a leader is to let employees with knowledge contribute their skills. Engage them in the key decisions and encourage their opinions. Encourage collaboration with other employees who are willing to stretch their minds and abilities. Make sure the strengths of your employees are recognized, acknowledged, and appreciated by the rest of the company. Be aware that knowledge workers will use their expertise to benefit your business. Apply these suggestions to your business and watch teamwork and productivity increase!
