How Executives Can Increase Employee Magnetism, Customer Attraction, and Profits

I believe most executives want to create workplaces where employees love to work and customers love to do business. Here’s what gets in the way of their desire.

No clear destination in mind

Some of you may think you know where you want to go, but in reality, you’re just following everyone else. That’s not what I would consider a clear destination, as these people may be heading to a place (e.g., merger, company sale, etc.) that you may not wish to go. That’s why you need to get real clear on where you’re going, before planning to how to get there.

If you don’t know where you are going, how will you know when you’re there? Most leaders fail to take the time to examine what it looks like and feels like when employees and customers are truly happy. Hence, they latch onto the first program that promises happy employees, more customers, and higher profits, with little or no effort on their part. If it sounds too good to be true, it is too good to be true. Creating a magnetic organization, one that effortlessly pulls in talent, customers and profits takes work. The work that needs to be done varies, depending on where you are today and where you want to be this time next year.

Lack of exemplars

It’s no surprise that great leaders today, are in short supply. That’s because for years we’ve been in the midst of a leadership crisis. Most people have a difficult time naming even one leader who they wish to emulate. I know for me, everything I learned about leadership I learned from some of the worst bosses I ever had. By that I mean, I learned exactly what not to do. That’s not a strategy I would recommend for those looking to develop themselves or the leaders in their organization.

Great leadership starts at the top. Are you a leader who is worthy of followers? If not, don’t despair. Some people mistakenly believe that magnetic leaders are born that way. That’s not true. Magnetism can be developed, but first you have to want to transform yourself and to do that, you have to be willing to invest the time and resources to do so.

Believing everything they’re told

“We don’t need any outside help. We’ve got this!” “Our employees are doing great.” “Our customers love us!” What leader doesn't want to hear these words and when they do, most accept what they hear without question. Leaders need to stop basking in their glory and instead, probe further. Here’s why.  

Your people are going to tell you exactly what you want to hear. I did this as well, when I worked as an employee. The truth would have put my bonus at jeopardy or worse, my job. I can’t think of one executive who didn’t play this game.

Every CEO, business owner, and senior executive needs access to someone who is willing and able to provide an unbiased opinion, without fear of retribution. This person could be a mentor, coach or executive advisor. Having this will allow leaders to make better and faster decisions—based on fact, rather than someone else’s fiction.  

Lack of transparency

People frequently tell me the job they’ve accepted has no resemblance to the position they’re in. And this is after they’ve been on the job 90 days or less. They immediately begin to look for the exits, knowing there will no doubt be other lies they’ll soon discover. This lack of transparency creates mistrust, which in my opinion, is no way to start a long-term relationship with someone.

You can put a stop to this right now. First, tear up your job descriptions. You heard me. Now have your people write results descriptions for each position in the company. These are based on the outcomes people in this job are expected to achieve. This exercise will help you gain clarity about the position you’re about to fill and the job expectations you have for incumbents. When done, be sure to share the results descriptions with both applicants and perspective employees, so that everyone is on the same page.  

? Matuson Consulting, 2017. All Rights Reserved.

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