In life and in business, it can be tough to let go. We’re constantly hearing from our clients how difficult it is for them to take a step back from their businesses. They're looking to grow and scale their teams, but claim that they're "too busy to delegate." Sound familiar?
Did you know that, of the people who left their jobs in 2015, 31% stated that a lack of empowerment from their managers was the primary reason?
In fact, 78% of Fortune 500 companies promote a culture of letting go. As a result, managers are able to grow and scale their organizations through employee empowerment. Mark McManus, VP of Marketing & Client Services at Commissions Inc., shared his 9 Tips to Help You Start Building Your Let Go Muscle Today at Inman Connect NY 2017 earlier this month. Read on to discover Mark’s tips for team empowerment and how doing so can drive exponential growth for your company - while also giving you your life back in the process.
9 Tips to Help You Start Building Your Let Go Muscle Today!
1. Lead by Example
It’s important to practice what you preach. Ask yourself: Are you executing day-to-day in a manner in which you want your team to execute? It’s important to practice self-evaluation to avoid operating under the principle of “do as I say, not as I do.”
2. Maintain Credible Accountability
Ensure that you have established clearly defined roles and responsibilities for each team member. Once you’ve established the right people in the right roles, you no longer need to be an expert on everything. Instead, know enough to hold your team accountable to their expected results, take a step back, and watch them thrive.
3. Clearly Define Performance Standards
Create a performance standard that aligns to your company vision and strive to ensure that your team maintains the same level of passion for that vision. It’s also critical to ensure that employee compensation aligns properly to the employee’s responsibilities. Your employees need to understand exactly how the future success of the company also translates directly into the success of their own personal financial future.
4. Surprise and Delight!
Surprise and Delight. It’s no longer a mantra reserved only for clients and/or customers. Begin making a habit of sporadically creating memorable moments for your team. Celebratory team meals, volunteer outings, happy hours and celebrations are just a few ways to boost employee morale and buy-in. It’s not only motivating, but it’s a great recruiting tool to incentivize new team members to want to join your team.
5. Work/Life Balance
Working longer does not automatically translate into working harder. Pay attention to team overload and strive to foster a culture of work/life balance. Remember that you set the tone! When you promote a culture that encourages taking a step back from time to time, your team will follow suit. Train your team members to manage their time effectively and help them to prioritize the workload. Remember, the quickest way to drive away your top talented team members is by burning them out.
6. Maintain the Organization
If your employees were a football team, you’re the coach and your team roster consists of captains and players. Respect the leaders on your team and trust them to execute the plays you call. Are you the go-to for every decision? Do you have a revolving door to your office? Make sure you’ve set a system in place that allows for key people to keep the ball rolling in your absence.
7. Focus on the Essentials
In everything you do, ask yourself one question… “Do I change the outcome?” If the answer is no, delegate, outsource or eliminate altogether. You should be focused only on the key business essentials and priorities. There are few key things that you do that have the biggest impact and will drive the greatest contribution to your team. Try operating under the 80/20 principle.
8. Practice, Practice, Practice
Pretty straightforward, but it’s important to remember that as with anything in life, practice makes performance. Continually self-evaluate how you’re doing. Establish metrics to hold yourself accountable for delegation. Are you logging less hours weekly? Are your team members contributing more? The more you begin to delegate, the easier it will seem.
9. If not for you, for your Team
If not for yourself and for your own sanity, do it for your team. People by nature want to do well and contribute to the success of their organization. You hired them for a reason. Now let go and give them a chance to show you what they can do.
Remember... “It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.”– Steve Jobs
Great leaders have the confidence to let go and to let their team grow... and great Realtors also have the confidence to close the deal, because at the end of the day Confidence Sells Homes!
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