We hear it from Mann U students all the time. “What if the person misbehaving isn’t my employee? What if it’s the owner?”

If you’ve followed us for any length of time, you’ve heard us talk about the Achievement Mindset. People with the achievement mindset (Achievers) are a unique breed. They are motivated by setting and achieving goals. They want to be inspired by a big “reason why”. Mostly, Achievers are true to their name: They get things done! Which is why we are so committed to helping our clients find more achievers in their workforce. 

One of the highest values of an achiever is authenticity in leadership. So if your achievers hold themselves to a higher standard of performance, communication and results, they will certainly expect at least the same standard in their company’s leadership. A lack of consistency at the top is going to cause problems for your achievers. They’ll speak up and address their concerns (some business owners find this annoying). If concerns are not addressed, achievers will become demotivated and likely leave for greener pastures. 

So if you are a business owner and are having trouble employing achievers, take a look in the mirror and consider these questions:

 -Do you have a clear and compelling vision for your business?

 -Do you actively talk about that vision and make it part of your culture?

 -Are you listening with an open mind to those team members who raise concerns?

 -Are you paying attention to your highest performers and acknowledging their results?

 -Are your business goals “big” enough? (Achievers love to achieve)

 -Are you creating a safe space for your team to talk to you about the business?

 -Are you open to change?

 -Do you appropriately reward good performance?

If you are an achiever working for a boss that misbehaves, consider this:

 -Identify the specific area you have concerns with (lack of recognition, unproductive structure, inconsistent management, unclear goals).

 -Schedule a meeting and identify the agenda/topic. No boss wants to be blindsided.

 -Start your meeting with, “I have a concern”, not “you’re doing it all wrong”.

 -Keep the conversation about the work. Do not make it personal. 

 -Listen. Make sure your boss has the opportunity to express themselves. 

 -Be clear on what you want and don’t apologize for expressing it. 

 -Be collaborative and optimistic about resolution. 

 -Practice in advance. 

Being in this situation may not be fun, but it these conversations can lead to breakthroughs that improve relationships and business performance.