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Listen to your employee-experts and initiate their suggestions. #4 - Be collaborative and demonstrate empathy. Relationships are born and it’s wonderful to see. Have you ever seen an episode of “Undercover Boss”? The reason it often brings tears to our eyes is because it depicts a leader who is getting to know his/her employees and getting to know the work they perform…as the leader works along side of the employee. Work a shift (or part of one) with your employees on the shop floor, in the patient care floor, in the distribution center… Wherever the work is being done. Remember, you’re not a leader hired to build parts, tend to patients or ship product… You were hired to lead other people who do those jobs. Inspire by rolling up your sleeves and getting to know the WORK your employees do. Write that employee (and the spouse!) a hand-written letter of prayerful support and that any time off will be excused to tend to this important personal matter. And you should visit with that employee outside of work to offer moral support. Get to know your employees.įor example: You should know if one of your employees has a spouse who is suffering from cancer. When you park your car in the morning – DON’T go immediately to your office. Until you’ve successfully completed the following steps.īecause the common employee doesn’t give a flying monkey about your metrics, KPIs or EBITA… Because they don’t know you and they don’t care about numbers. Here are (some of) the ways: #1 - Don’t talk about metrics, KPIs or EBITA to the general population of employees.
Doug billings the right side website how to#
They don’t know their employees… Period.ĭo you want to know how to improve metrics, KPIs and EBITA so quickly as I promise in this article’s headline? They don’t know their employee’s definitions of success. They aim to END careers rather than to SAVE them. They order rather than inspire to action. They don’t lead with collaboration or empathy. The problem with employees in your company who have titles of leadership is that they are not leaders, they are magistrates… Ordering behavior rather than inspiring success. If you’re not happy with metrics, KPIs and EBITA, here’s a way to begin to fix it…
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I’ll be quick here and get right to the point. I’ve decided to make a purposeful change and enter the job market so that I can help other organizations, other HR and leadership teams become world-class companies filled with Servant Leaders who really “get it” with regards to the importance of people. There’s much for all of us to learn here. It is so outstanding and reflects so much of my own personal philosophy of what super-successful HR leaders should believe and do, that I couldn’t resist getting Doug’s okay to share it. Recently, Doug posted the article below on LinkedIn as he’s embarking on the next chapter of his HR career. He teaches them how to lead & inspire…whilst having fun.” Grab your favorite beverage and get comfortable…Īccording to his LinkedIn profile, Doug Billings (pictured left) is an HR leader who got into HR “to stop leaders from being jackasses.