Bridging the Gap: Taking Your Employees from Good to Great!

Competition is on the uprise. Businesses are putting measures in place to become the best in their field and the best at articulating their brand while employees are equally trying to advance their careers and secure their financial futures.

Continuing the upscale, there are many strides to be taken to become better at what we do while enhancing/honing our skillsets to have the optimal advantage.

Here are 5 elements that are required to take your employees from good to great:

1.???? ASK.

Leaders make the mistake of assuming that they know what their employees want, in terms of promotion and progress. They put time and money towards things that they feel will make their employees feel appreciated, awarded and rewarded.

Servant Leaders always poll their employees before making a move that will impact them. They are conscientious, intentional, about taking steps with the approval of their employee population.

They work to gather intel from everyone involved, from upper to lower management, from employees that may already been in leadership and those that aspire to become leaders.? They are relation-driven not merely transactional.

Servant Leaders realize that their opinion isn’t always the best so gathering their employees, allowing them to partake in the success plan is what makes the difference; it separates the good from the great.

2.???? INVEST NOW FOR A BIGGER RETURN ON YOUR INVESTMENT.

Servant Leaders understand that putting forth the funds now will aid them in a much greater return on their investment in their employees.

They realize that doing what they can to make sure that the employees are always moving in an upward stride is what keeps the company growing which makes them more profitable while becoming more attractive as industry leaders.

They build their talent community while creating the buzz that's equipping their brand for strength and resilience. Servant Leaders circulate, that is, work by gaining more talented prospects and existing employees which yields business growth, astronomically.

3.???? VALUE-PACKED POSITIONING.

Servant Leaders see that each employee adds value to their brand and culture. They’re dedicated to offering tools for learning, creating pathways for promotion. They work to show their employees why they want them to stay by having measurable areas of success in performance management.? In other words, employees feel that they can see and touch their own individual success while working on the company's -- a continuum of growth movement.

It starts with investing in talent management. As Servant Leaders, it’s all about what we can do to help our Employees reach their highest potential, to capitalize on their expertises. We’re confident that when we put their needs first, we are therefore putting our companies in a more lucrative position.

Employees feel a sense of community and build more robust relationships while gaining mentorships as they believe that their Leaders are willing to go above-and-beyond to see to it that they are at their happiest and healthiest.

A Toolkit of Action for Servants Leaders:

• Continue working on these measures, starting at 1 and ending at 3. Be fearless and work more than even your Leadership Teams.
• Remain steadfast, diligent, building stamina, perseverance and tightening your tenacity while on this personal journey of becoming better in mind, body, and soul. Show this action: it should be evident, not hidden. Don't mind making mistakes, own them and work with your own Mentors. Be transparent and avoid being transient.
• Consistency is key. Don't just do this in "up season" but capitalize while in "down season." Do this even when business and personal life is shaky and uncertain. Conduct your lives as you want your employees to conduct theirs.

"Push hard through the pressure! Diamonds aren't forged without pressure. Through the pressure, they become the most valuable gemstone! Similarly, you're building character while creating success" - E. Nelson