Some people change jobs on the premise that it will improve their productivity or work-life balance. It’s not always about the money. They are attracted to the idea of starting afresh with no work baggages that could be holding them back from achieving more in business and in life. Those issues have also been impacting their personal time and time with their families. It’s like weeds that gradually take over a beautiful lawn when left unattended. Without addressing the root cause of issues affecting their performance, they may find themselves back in the same situation as before, possibly an even worse situation! Leaders who have identified high potential team members at risk of resigning should consider working with external coaches to help develop better work habits and optimize time for employees who are struggling to stay productive.
The Dangers of Not Addressing Issues Early On
When an employee begins to struggle with their workload, it is important for leaders to recognise the issue and take action quickly. Allowing employees to continue on with their poor job performance can lead to further issues down the road, such as excessive stress and burnout. It is far better to intervene sooner rather than later in order to ensure your team members are able to remain productive and perform at a high level. However, spotting the signs is one thing but knowing how to address them is quite another. As a leader, you may not be the best person to help your team member with their issues.
The Benefits of Working With External Coaches
Working with external coaches can be extremely beneficial for those struggling with their job performance. External coaches bring a wealth of knowledge and expertise from outside sources which can be invaluable when trying to identify and address issues early on. They also bring fresh perspectives which can be helpful when looking for solutions or alternative ways of doing things. Furthermore, they are often more objective than internal leadership which can be incredibly helpful in overcoming difficult situations or resolving disputes between team members. Working together in partnership with external coaches allows leaders to provide their team members with the best possible support while also helping them build good work habits that will yield better outcomes, regardless of how long the team member remains with your business.
Creating Lasting Habits For Optimal Performance
It is essential for leaders to help create lasting habits that will optimize work time and enable employees to stay productive over a long period of time. This requires developing strategies such as setting clear goals, creating effective communication channels, organizing tasks into manageable chunks, delegating responsibilities where appropriate, providing regular feedback, and rewarding progress along the way. With these strategies embedded as good work habits, employees are far more likely to remain engaged and motivated throughout the course of their job search journey—even if it leads them elsewhere! What leaders shouldn’t do is to be implementing wholesale structural changes such as moving to a four day work week (…because everyone is doing it, right?), thinking that it will automatically yield better outcomes for all. This is NOT always going to be the case. (Why a 4 Day Work Week Might Not Work for your Business)
Conclusion
When people change jobs expecting improved productivity and better work-life balance but fail after some initial success due not fixing underlying issues first, this can be damaging both personally and professionally. Leaders should take proactive steps in identifying potential problems early on before they become flight risks, especially if they are a valued high performer. Some simple ideas include implementing regular pulse surveys or employee satisfaction surveys. The results of the surveys will provide leaders with better information to work with, rather than assuming they know what their team members are struggling with at any given time. It’s not easy for people to admit to their leaders what they may be struggling with and even harder to work with their leaders to fix it. That’s where engaging external coaches as business partners will not only bring valuable experience from an outside sources but also be seen as someone who can provide an objective view, helping team members realise that the grass isn’t always greener on the other side if they’re bringing their weeds with them.