Everyone wants a team they can hold accountable…
A team that works well together, so they can minimize having tough conversations with members who don’t perform.
I’m talking about “A Players”.
So, in this week’s edition of High Ticket Weekly, you’ll discover how to rate your team members…
How to hold them accountable…
And how to handle team members who underperform, and have tough conversations if needed.
How To Define An “A Player”
It goes without saying that an “A Player” is someone who consistently performs at high levels and exceeds expectations.
But what specific characteristics do they possess?
Because before you fill your team with “A players”, you must know what to look for.
Now, you may already have a definition in your head, but I believe “A players” should possess these six characteristics.
- High productivity levels: They should be able to handle high workloads and complete work to a high standard over short periods of time.
- Strong skills and knowledge: They should have strong technical skills and be able to apply these skills to their work.
- Proactive and independent: They must show great initiative, pick things up fast, and be able to work and solve problems with minimal or no supervision.
- Positive attitude: They must love what they do and enjoy working within the company. They must also contribute new ideas and work well with other team members.
- Strong communication skills: “A players” have strong written and verbal communication skills they use to communicate their ideas to you and the entire team.
- High EQ: I believe Emotional Quotient eats Intelligence Quotient (IQ) for breakfast. Sure, “A players” are often intelligent too, but they don’t have to be a genius to be an “A player” if they have a high EQ.
IMPORTANT: Each role has different expectations, and the definition of an “A player” will vary between departments.
Now you have a clear idea about what an “A player” looks like, you can create a rating system and begin to rate your team members to see how they measure up.
It’s possible you could train a “B player” to become an “A player” over time.
When rating team members it’s important you use clear and specific criteria for each role and stay consistent and objective with each rating.
If you’d like to know my simple method for measuring my teams performance, click here >>
How To Keep Your Team Motivated and Accountable
People ask me all the time, “Dan, how do I motivate my team?”
The truth is, you don’t.
You find people who are already motivated.
That cuts out a lot of the training and hard work on your behalf.
So, knowing that your team is already motivated, let’s speak about ways of holding your team accountable, whether they’re remote or not.
How To Keep Your Team Accountable
I believe one of the most vital keys to accountability is setting clear expectations.
These should be set each time a new employee joins the team.
There should be clear expectations around each project, such as budget, first draft due, and final deadline.
Communication is always important, but in a remote setting, it’s even more important.
You may like to set up a weekly meeting and a daily check-in if needed.
Employee engagement is also a key factor and there are things you can do to boost engagement such as frequent communication, and team-building activities.
These are just 3 of 8 ways to keep a remote team accountable.
If you’d like to know another five ways of holding your team accountable, then click here to read this short article >>
How To Handle Team Members Who Don’t Perform
Every business has team members who don’t perform at some point in time.
They may submit subpar work… they may constantly miss deadlines… there could be an energy mismatch between them and the company as a whole.
Whatever the reason, it’s expensive and time-consuming to look for new employees all the time…
So, here are a few ways of helping them improve their performance.
It all starts with communicating your concerns, so you and the employee can identify the root cause of the problem.
Ask them the right questions, and once you’ve uncovered the problem(s) you can create new targets and offer support and resources for them to improve.
You must also set clear expectations so the two of you know if the new targets are being met.
Finally, you must follow up with them and monitor their progress.
I shot you a roleplay of me coaching one of my event attendees on how to have a conversation like this >>
How To Have Tough Conversations With Employees
Should any team member continue to underperform even with your support, eventually you’ll need to have an even tougher conversation to let them go.
Here are 3 things to think about before and while you have the conversation.
- Make sure you prepare in advance and plan what you’re going to say. Be clear and direct with a clear outcome for the conversation, and have an answer for any challenges or objections that may arise.
- Choose a private location where people can’t interrupt you or overhear what’s being said.
- Practice aggressive listening: Pay close attention to what your employee is saying so you can construct thoughtful and respectful answers.
So there you have it…
My best tips for identifying and keeping “A players” in your organization…
Keeping your remote team accountable…
And dealing with underperforming employees.
I hope this newsletter has been of great help to you and your business.
Until next time… go high ticket,
P.S. – Our 3-day business immersive High Ticket Mastery™ is coming up VERY SOON.
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