Why you should share the three things that make people great around here – Colin Browne

Employee engagement is heavily influenced by whether or not they feel they are being set up for success. You improve those feelings when you share your best information with them  …
A significant part of the time any employee will burn through when they join your organisation, step up to a new role or switch to a new area of focus, will be spent trying to work out the things that can get them ahead fastest.

Those things are often relatively simple to understand, but they rely on information that is often hard to come by.

Over time, an observant person will pick up on the things that the top performers in their area are doing and start to do the same things, so there is always the potential for a new star to be born. Many others who may be excellent with a little more guidance however, may be left behind because they lack basic powers of observation or are more introverted workers who focus more narrowly and miss the cues around them.

It’s bad for them and it’s bad for you. To miss out on the talent that is right in front of you is to waste a giant opportunity for both of you.

But if you could codify the three or four or five (think small number here) activities and behaviours that are critical to success in each of your roles, you could set your people up for success right from the start. Rather than relying on people to be observant, feed them the information they need right at the start of their job.

Many years ago I established a Fast Start Book for my sales teams, detailing the most common objections we received and offering a way around them. Every salesperson contributed to it, with the result that every new member of the team was given immediate access on day one, to the most helpful information. If they learned it, they could save themselves and the organisation weeks of frustration.

Consider how you would go about establishing your own Fast Start Books for each of your departments. Start by interrogating your best performers to understand what they know that others may not. Build that into a document and share it with all employees.

Employee engagement is heavily influenced by an employee’s feeling of empowerment. By giving them insider information, you tackle that head on..

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