Boosting RESULTS:  Making the REACH Framework work for you:  
  The REACH framework is now clear.  But how do you use it?  You may know that the first key behavior is GETTING RESULTS.  Now, how do you boost results in your workplace?

  Getting results are the most visible behavior in the workplace.  If someone lacks results, it's pretty easy to tell--or it should be, eh?  Sometimes, lack of productivity is not because the employee is lazy or a bad fit for the job.  Sometimes, employees just need a little help from their supervisor!  Here are some tips for supervisors to boost results in the workplace: 

 1.  Link employee results to the organization's bottom line. Employees need to understand how what they do every day matters to the organization.  Talk with each employee about how their results contribute to the organization's mission.  Give them feedback frequently as to how they are making a difference.  Reinforce how their products will be used in the organization.

2.  Capitalize on your employees' strengths. Observe your employees.  What do they love to do?  What are they good at?  How might that help the organization be even more effective?  Whenever possible, allow employees to do what they like best.  You'll be surprised how few tasks there are that nobody likes!  

3.  Ask for employee input.  Even if you're a front line working supervisor, you're ever so slightly removed from the employees' work.  So ask them for input to solve organziational issues or problems.  They probably have great ideas on small changes that could boost productivity!  

 It takes individual and group attention to boost results!  Remember to continually reinforce the organziation's mission and purpose with your team, and also to work with each employee to boost individual results.

Q&A:
Here is a question from Heather in California:  

"I have been working with a company for about 6 months, and doing a good job, but feel unmotivated.  How can I resolve this?"    

Heather, this is a common feeling for employees.  You can make strides in resolving this by doing the following:

1. Really connect with your organization: Ask yourself how what you do every day contributes to the mission of your organization.  Think about every task you do.  It is paperwork?  How does that contribute to compliance with laws?  Are you actively supporting customers?  How does that enhance your organization?  Find the best things about what you do and remind yourself how you contribute every day.

2. Maintain your "learning perspective."  The six-month mark is an interesting one.  It's where you start to feel like you really know what's going on--and that you might be able to do things a whole lot better if you were in charge!  But even for an executive, this timeframe is one of great learning.  Find a mentor in your organization--someone you admire and can continue to learn from.  And try to keep that new-employee curiosity for a while longer.  Taking a different perspective to work can really be a real motivator and catalyst for learning.

Good luck, and let us know how you progress!