By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
To you it can look like the practice is just fine. To your staff it can look like stagnation. And if they’re any good at all, they’ll put up with it for only so long.
You finally got things tuned up the way you want them to be. Your models address most of what comes in the door, and don’t require much change. You’ve gone from too few templates, to too many. Now you have just what you need to be efficient.
Your staff really do know the ropes and, from what you can see, get more and more efficient every day. What you may have missed is that you have lost their attention and enthusiasm. And as soon as another opportunity shows up that looks like a new challenge, you’ll lose them.
All of us want to be comfortable. You’ve worked hard to develop your practice. You’d like to enjoy it. Feeling comfortable should be your first clue that something could be wrong, though.
It’s always high performers who feel the job discontent most. As a leader, it’s your responsibility to introduce job enrichment. That could mean giving them more time with clients. Taking on new assignments. Developing a new service line.
Take the initiative to ask your employees what opportunities they seek. Sure, there’s a risk that you won’t be able to provide a particular opportunity. But, you never know until you ask.
Brainstorm with employees to surface opportunities to enrich the jobs they currently hold. Enrichment doesn’t always have to mean something new. It can just as easily involve a change or expansion in current responsibilities.
Don’t let yourself be blindsided by an employee resignation because you didn’t do something you could have done.