Updated: Nov 2, 2020
As a leader, you have a responsibility and duty to the well-being and safety of your team individually physically, emotionally and psychologically.
Dealing with Mutiny
As a manager, it’s your job to deal with tough employees as much as their protector. Employees want to feel safe, not to be bullied by anyone and their voice to be heard in the work place. As a leader, you have a responsibility and duty to secure the safety of your team physically, emotionally and psychologically. So it's time to cultivate the culture of your work place.
“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” – Jack Welch
Why Mutiny exists?
Mutiny is resisting, rebelling, and revolting against duly constituted authority. When your staff is frustrated and resentful, morale and productivity can take a big hit. Knowing how to spot the signs may help you preempt a full-scale rebellion. Like existing of anything in life, there is a root cause of everything.
There is one thing for sure, as a leader, you do not tolerate or appease mutineers in workplace. They will cause change of effect among your team and spread all over. Once you realized there is one, then it is time to strategize, analyst and your action plan. If left to continue, the ongoing creep in business as usual can lead the organization to experience significant pain as employees Begin left to continue, the ongoing creep in business as usual can lead the organization to experience significant pain as mutiny individual on the driver seat.
As someone who has been on both sides of this disastrous fence, I am here to share some of indications that a mutiny is about to hit. If your objectives are about team unity, teamwork ethics, leaderships and moving forward to common goals with positive results. Then, you must take lead.
“Management is doing things right; leadership is doing the right things.” – Peter Drucker
HERE ARE SOME SOLUTIONS I'D USE REGUALRY
Focus On Work Performance
Strong company cultures have been linked to higher rates of productivity. As a manager, you ought to realize that the absolute goal for most employees are about making sales that ultimately calculates into their tips. This is because employees tend to be more motivated and dedicated to employers who invest in their common goal. For me, I regularly have an open conversation with my staff individually about different ways they can do to improve their sales performance, efficient ways to work smarter not harder, ways to boost our overall restaurant revenue, problematic areas, specific solutions and ways to improve it. This way they know their voices are heard and input to the success of the organization.
Focus Our Everyone Common Goal
Once I gather all information I need, then I would come up with various strategies to combat it. I believe well informed, educated, and well trained to your staff about products and services are the key. You want them to feel that their contributions and existence can make this organization go forward or fall into a haul. I would set up different training sessions to empower the staff or strength specific areas. I'd come up different ways they can upsells more, how to improve our customer retentions, tactics to boost our customer satisfaction to our brand core values.
“To handle yourself, use your head; to handle others, use your heart.” – Eleanor Roosevelt
Remind Everyone Why We're Here
By doing so, our overall brand purpose is met. Our brand core values are one the same page. Our customer experience always at the top knot level. Customer retentions are exceptional. Team work ethics are strengthening. Employee morale is at the high level. Our staff are making money they are supposed to. In terns, it boosts the overall revenue of your business organization. Team like an army. Whether you move as team or die as individual.
“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” – Jim Rohn
My Final Thoughts
The root cause of mutiny is usually lack of efforts, caring, of the leadership. We're all want to be part of something. Our voice want to be heard. No-one wants to work hard unless they had to. Certainly, no one wants to be let-out. As a manager, your leadership is at the stakes. You can take them there or perish to nobody. The choice is yours.
As someone who has been on both sides of this disastrous fence, I'm here to share some of indications that a mutiny is about to hit. If your objectives are about team unity, teamwork ethics, leaderships and moving forward to common goals with positive results. Then, you have to take lead.
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