by Madeleine Wyke

The dynamics between you and your employees can make or break your business. You know that, I know that and the guy down the block knows that. Still very few of us take the actual time and money to invest into one of the most important aspects of business - Our employees, Our people, Our winning Team!

Internal conflict often develops out of mistrust, unmet expectations and the absence of clear communication. Employers feel that “The time spent managing and telling my employees what to do keeps me from making the sales necessary to grow my business.” Or “I wish my employees would be more proactive,” and “I tell them what to do and still it doesn’t get done right.” Employees feel that “The times I did make decisions of my own I was reprimanded rather than rewarded,” and “My opinion isn’t valued so I just keep quiet,” or “I’m not even sure exactly what my responsibilities are.”

Financial strain and business stagnation develop as a direct result of this frustration and dissatisfaction. No bonuses and incentives are being paid out. The reinvestment in newer equipment and training are put on hold. Employers blame the employees for not doing their part. Employees are blaming their employer for setting goals at unrealistic heights. Trust and mutual respect are damaged. Now the question becomes: "What do you do once the dissonance has taken hold? How do you get back on track?"

I use these three steps when working with my clients:
1) Observation; 2) Communication; 3) Re-Focus.
They are effective in resolving internal conflict and also great for teambuilding.

1) Observation: Spend time observing the operation of your business. Who is doing what and how are responsibilities assigned? What is and is not getting done? Try not to judge, just observe.

2) Communication: Plan a meeting and ask your employees for their feedback. What is working and what isn’t? Make it a safe place for them to express themselves honestly. Take the time to listen and understand their perspective. This process will establish trust, value and respect. Keep these power meetings going on a weekly basis and reap the benefits of true team effort.

3) Re-Focus: After everyone has had a chance to be heard and understood it is time to refocus your attention on the growth of the business. Make necessary changes together with the parties affected. Set reachable goals in alignment with your team. Make sure you’re rewarding your team for outstanding service and for participating actively in your business.

Remember: All people really want is to feel successful and valued. If they do, there are no limits to the heights they may bring your business.
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