If one has read my blog, they can get the sense that I am not to thrilled about my place of employment. “Lemon Swamp” as I like to call it is an interesting case study of a company that is making money (for now at least) but has no idea how to create an environment that satisfies anyone beyond the top management and the handful of salesmen who are raking in the big bucks.
So in order to help some business owners whom are out there and stumble upon this; I have highlighted some poor business practices that Lemon Swamp is engaging in so you can learn from their mistakes.
Lemon Swamp has many issues but one that is a “low-hanging fruit” is the problem of painting a clear picture of what is expected of the team. When you first come to the company, one is dazzled by the brilliant training from the Training Team. You see the company pride and the history of the owners. You find yourself pumping your fist and cheering and you are hit with great phrases to motivate you to glory at the work place. After this spectacle, you are released to your area and sadly…to reality.
When you report to train in your new area, things are not the same. The trainers seem uninterested in training and you notice that they do things that the management told you not to do. The expectations waiver. One person is doing a great job and the others seem to be doing something completely different.
The issue is that when people are trained at Lemon Swamp, no one has painted a clear picture of what is expected. Worse, if someone does not meet the expectations; the person is not coached to improve their job performance. Without clear goals, a person is left to define what they believe “a good job” is to be and this may not reach the level of what is acceptable.
The second issue is that people need to be managed. That is why you have “managers” to set a path for the future and to steer the employees in that direction. This just does not happen at Lemon Swamp. Poor work is not reprimanded in a timely and reasonable manner so that it keeps the employees moving in the right direction. The result is that the top performers feel that the hard work effort that they show is not being recognized or rewarded. This ultimately kills the top employees’ motivation and poisons the work teams.
Your team that is responsible for training must be given clear directions on what the expectations are during the training process and it is up to management to give the trainers the tools to show what the expectations are and what happens when they are not met. The expectations should be clearly managed. If you set the bar low then you will get low results.
Thanks and expect more examples and advice in the future!