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MARINE TECHNICIAN TODAY | SUMMER 2013
N
o matter what business or industry you are in, if you
want to become an outstanding business you need to
focus on hiring and training exceptional people. It is
important that you provide an atmosphere that rewards initiative.
By allowing your employees to use their initiative, they will do
what needs to be done without having to be asked. These high
achievers will make things happen and get the job done. Your
employees are the driving force behind the wheel of innovation. It
is their initiative that starts the wheel in motion. It is their energy,
enthusiasm and commitment that keeps the wheel turning.
Employee management training can support these initiatives. Fos-
ter an atmosphere of creative thinking throughout your business.
When an employee asks for direction, ask them how they would
do it and encourage them to think on their own. Monitor their
progress without giving them the impression you’re looking over
their shoulder. Allow them to make decisions. Yes, sometimes
their decision may be wrong, but provide positive encouragement
for their decision making attitude and don’t dwell on the mistake.
Make sure you provide quality training for your entire staff. If
you’re afraid that advanced training may allow the employee to
leave, then consider the alternative and not training them and
keeping them. If you show appreciation for your worker, treat
them fairly, let them feel they are part of the team, then most
people will want to stay. Remember that loyalty cuts both ways.
WHY PEOPLE DON’T TAKE INITIATIVE
1. Lack of confidence
2. Lack of skills
3. Lack of support
4. Lack of reward
THE ESSENTIAL STEPS FOR CULTIVATING INITIATIVE
1. Hire initiators –
Start off by finding out if the applicant is able to make decisions on their own.
Are they a so called “self-starter” or will they have to be pushed and reminded
what to do?
2. It’s easier to start with someone with demonstrated ability –
Experience is always key, however, be concerned with some candidates with
experience who may only want to do things their way. If the experienced person
can fit into your organization this candidate is a plus.
3. Accept and evaluate applications for employment regularly –
Be on the lookout for exceptional talent. Make sure you are keeping an open
mind on finding the right person even if you are not actively seeking new
personnel. You never know when the “perfect fit” may come your way.
4. Interview using “behavioral questions” –
Ask the applicant how they will handle issues that may come along. Find out
what the applicant’s thought process is. Many times this will reveal the real
person and not someone who is simply providing job response clichés.
Employee
Initiative
,
MANAGEMENT TIPS
