- Success
- Accountability
- Coach and Communicate
- Resources
- Encourage
- Desire with Inspiration and Motivation
Success is the single ingredient all businesses need more of. Whether they are eager for breakthroughs in sales or customer service wins, a company should always strive to clarify what it defines as an accomplishment. These frameworks allow staff to pursue specific targets to support their team and further their career. The more motivated a company’s workforce is to achieve greater milestones, the easier it is for the business to thrive. High engagement equals high profits more often than not.
Disengaged employees caused $8.8 trillion in productivity losses globally in 2023, underlining a major need for businesses to pinpoint what is causing this problem. Since the Great Resignation and Reshuffle, companies have attempted to stop the bleeding. Yet, low engagement and high turnover remain an ongoing issue causing profit losses and negative impacts on the company’s reputation. Alongside this issue, subjectivity surrounding employee responsibilities has also spurred disagreements between staff and led to seemingly unfair terminations. Companies are trying many different approaches to finally resolve this, but their mindset toward success and performance are ineffective.
Despite being the lifeblood of commercial prosperity, people are not equipped to be a business’s biggest asset. They lack the information and tools necessary to reach their full potential. A lack of transparency in what’s expected of them leads to miscommunication, conflict, and other struggles that could have been avoided. So, what can a business do to eliminate the silent killer of success subjectivity? Seasoned business owner and transformational leader Dr. Steve Steff says building the infrastructure to measure success is the first step.
Every company should be tracking key performance indicators (KPIs) to assess whether their company and their employees are inching toward overarching goals. But revenue growth, close ratio, and customer satisfaction rates aren’t enough to give senior leaders a dynamic picture of how to unlock sustainable high performance. Many companies only use KPIs to measure an employee’s ability to meet expectations, but these strategies have their flaws. This approach simplifies responsibilities to a surface-level description, generally overemphasizing financial-based metrics and obscuring the importance of adhering to cultural values. As a result, what could have been a simple conversation during recruitment spirals into several disagreements on performance years down the line. In the worst cases, these opaque expectations may lead companies to lose their top employees.
Dr. Steve Steff, a transformational leader with decades of experience in executive leadership and coaching, has developed a system capable of rooting out subjectivity and building stronger connections between leaders and employees. The SACRED Trust Leadership model helps organizations recognize their shortcomings and redesign a roadmap outlining six of the key categories for demystifying high performance in the workplace. Trust must be cultivated and maintained before introducing the system to employees to ensure that both an organization and its employees are on the same page when it comes to performance tracking and goal setting.
The SACRED Trust model represents:
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