Getting the right people on the bus and the wrong people off the bus (the topic of the last post) is clearly very important. But what do we do once all the right people are on? The answer is: KEEP THEM ON THE BUS!
I used to work for a healthcare company that wasn’t known for the way they treated their employees (they focused on other things). In the emergency department where I worked there was a wide variety of people. Some were really effective and great to work with, and some were…….. not (to put it mildly). Everyone agreed that the best employee we had on the team was a nurse named Ana. She was great with the patients, fun to work with, and amazingly efficient. She could do the work of two people in half the time. I loved when I got assigned to work with Ana because it meant everything would go very smoothly and everyone would have an enjoyable experience.
Unfortunately the leadership and culture of the organization did not give proper value Ana’s hard work. I remember her telling me once not to overachieve because it would put me at a disadvantage. Crazy right?? Basically she felt overworked and underappreciated. After a while it appeared that she’d had enough because she transferred to a different division of the hospital. What a shame. The emergency department lost its best employee. They failed to keep the right people on the bus.
Jesus was in incredible leader. He was very patient with His disciples and trained them very well. He gave them positive feedback and showed that He valued their efforts. He created a culture that kept the right people on the bus for the rest of their lives. At the same time, the wrong people did not feel comfortable on the bus and they self-ejected. So, instead of keeping the wrong people and losing the right people, he kept the right people and lost the wrong people.
So What? How can we avoid losing our best people?
It all comes back to culture. How does our culture motivate and inspire our best people? Are they compensated fairly for their above-average efforts? Who do we cater to in our communications and policies? The highest achievers or lowest common denominator? The emergency department that I worked for the latter; they catered to the pinheads and lost their best people. After a while, these kinds organizations become full of pinheads.
Comments: What do you think the emergency department should have done to keep Ana?