“Sometimes the biggest gain in productive energy will come from cleaning the cobwebs, dealing with old business, and clearing the desks—cutting loose debris that’s impeding forward motion.” – David Allen
This quote is so simple, yet so powerful. I am certain this is what you believe in yourself and am also certain that this is the culture you want percolated down to your team. But I also know that it is not always possible to get that done. There are employees, and there are employees. Some of them despite their best efforts may just not be able to live up to their true potential. You as a leader can see that they have what it takes to deliver but for some reason, they haven’t been able to measure up. To your expectations, to the organization’s expectations, to their peers’ expectations. And this can have a spiraling effect on their morale. They may not be able to understand it themselves why they are stuck where they are, and are unable to move further either with the carrot or with the stick.
Maybe it is the frustration of not being able to do justice to their previous KPI’s and the regret of not having managed to get a decent appraisal. Maybe it is the stress of not having enough visibility to achieve the current target that is bringing them down. Or maybe it is something else altogether. Maybe it is nothing that you can put your finger to at all. But sometimes this frustration leads to the best employees looking to move on, and at other times, some of them may need to be let go. Whatever it may be, it has an impact that is not healthy for the organization, and understandably, it isn’t palatable to you.
Fortunately for them, organizations like yours are ready to invest in helping their employees become better versions of themselves. Oddly enough, sometimes, all it requires is a small tweak to the thought process, to get them going again. While best efforts may be being made by your teams, it may yet prove to be a difficult thing to even identify, let alone combat. Which is why, sometimes an external entity that has no personal stake in either retaining an employee or letting him go, can be of great help. Particularly, when this entity has corporate experience and understands the nuances of the business, so as to not let the core objectives be diluted, plus training and experience in identifying limiting beliefs that may be standing in the way of the desired results.
Because I understand these issues all too well, having been a corporate executive for over 20 years, apart from being a therapist and counselor, I endeavour to provide one such platform where all issues can be identified and handled with sensitivity and empathy. Where I am able to communicate to them not only what they want to hear, but also what they need to hear. I know I can use the right skills and psychological tools to help them unshackle and fight the odds. Any odds. I would like to be the catalyst which will help in their transition, their transformation.