Discretionary Effort Level

How do you get the best with your employees?

There’s not a single answer to that question. Every team member has their own wants, needs, and goals that inform their actions as to why they show up every day. When team members begin to see the goal of the organization conflicting with their own personal goals you’ll get reduced efforts.

One action I’ve found that helps with this is acknowledgement. Generally if someone knows you know, and knows that you care, and trusts that it’s temporary, then they’ll go a little further than normal. If you don’t do this you’ll stop getting their discretionary effort left. That’s the other thing I tend to keep in mind as a helpful tool that frames my goals for a team member into understandable language.

That is the part of them that only they bring to the organization. How do we gain your discretionary effort level? Something as simple as asking “What do you need from me to offer your discretionary effort level in the tasks you have?” yields drastic and large insights about your staff’s needs.

How do you help your employees with giving more than they thought they could without trading away their own personal wants and desires?