An ideal employee for any company is a well-oiled machine that must be closely monitored and must never be allowed to stop functioning. At the same time, the ideal employee must be the first one to come to work, each morning and each afternoon. The ideal employee is a superb individual who takes pride in making sure that the company wins, in his or her own less-than-comorthy way. In short, an ideal employee is self-motivated, enjoyable to work with, and can be counted upon.
The ideal employee is the elixir of success. If you consider this owner’s perspective, you can see why the perfect employee does not exist in most companies. There are some rare people, but the vast majority of people are egoless. The fact is your staff is great, but what happens when you have a problem, a personnel issue?
Confrontation is the answer
When a person is negative, it is so much easier to take the issue to your human resources department. The human resource department should be able to provide you with the solution. However, in most cases, an employee is not able to understand the solution, and tries to run his or her way out of the problem. That solution does not work, and the solution which was supposed to provide a permanent solution is now flawed. In short, let’s examine the situation a little more closely.
First, let’s identify that company personnel need to have things confirmed, before they can just ignore a problem. Their not-so-perfect judgment is not accurate. Often, people in this position start off the conversation with, “so what’s the problem?” Once that person enters the identification phase, you have just encouraged people to work to work their way through the situation instead of working together to come up with a solutions.
The more person-to-person the conversation, the more complex the problem. In short, if you talk to a team member, your input should always be handled by the team member because that takes the decision out of his or her hands. Of course, that does not mean that you must get involved with the problem and constantly gather data from the staffer in order to make a decision. You should always aim for a decision but always create an opportunity for experts.
Round-robin selling should be used where collaboration is possible in order to provide a win/win solution. Information sharing should take place at the team level, in between the team members, and between the team member and his or her supervisor, in order to make the decision a small demographic. Use the round robin method to reduce your expenses while always ensuring that you have a strong collaboration and exchange negotiating team.
For example: If you run an accountant office in Palm Beach, FL:
The ideal employee is not consistently located at the expense of the company. The employee’s organization and decision-making abilities should be of the highest importance for the Accountant Palm Beach company. You will discover that your team no longer works together on the problem; the team member now becomes the problem and the expertise and solutions looked for at the beginning have been lost.
Don’t forget that your employee is a business partner, who makes money and in the process it that creates other business partners. Your team does not want to spend a lot of time trying to make a decision that could be the wrong one, even though it worked in the beginning. The ideal employee takes steps in order to evaluate situations and make correct decisions, the team member still hopes for a better outcome, but is not involved.