Are your top performers safe?
Here are five steps you can take to protect your top performing Salesforce pros.
The Coronavirus pandemic is inducing stress for almost everyone. Fear of losing ones clients, job, business, getting sick or losing a loved one can be overwhelming. While under stress, no matter how much we care, it’s easy to overlook the needs of our most critical employees.
1. Identify Your Salesforce Top Performers
- Who on your team accomplishes more, complains less, has the best ideas and the drive to execute? Chances are, you already know.
- It’s not only work output or revenue production of your Salesforce Developers, Salesforce Administrators and Account Executives that matter. Some employees are the glue of the office. They’re the reasons top performers stay and ignore other job offers.
2. Communicate Directly
- Blanket emails to all staff isn’t enough. One on ones with each employee is just good management. It’s doubly important for your most valued staff.
- Seek to understand how the pandemic is impacting their lives. Give them a chance to vent and be heard.
- Top performers have AMAZING ideas. Asking for their input on how to manage clients and other staff should be a no-brainer.
3. Have a Plan if an Employee Gets Sick
- Do you have a redundancy plan should one or more of your staff become ill?
- Who covers for whom?
- Is there access to all files, plans, and project status?
- Are team updates more frequent and have you increased documentation requirements?
4. Get Creative and Negotiate Compensation
- Will offering furlough to employees save the company?
- Can we allow full time employees to moonlight to make up for loss of income?
- Can we keep more top employees by reducing hours?
- Who do you value who is expensive that would be willing to temporarily accept less income?
5. Identify Low Performers
- Identify your low performers and attitude mismatches. Low performers wreak havoc on your leadership career and cause numerous challenges. This could be the time to realign your staff to your goals and values. Again, you likely already know who they are.
- This does not automatically mean the newest or least expensive employee. You may have hired a 5 out of 5 rock star who is still new and less productive. If they have the right drive, a great attitude and match your company’s values, hang on to them as long as you can.
- Let the low performers go. Save the business and live to hire another day.
- Act swiftly. The speed of your decisions may well determine if your team dies, survives or thrives in the new economy.