Drive results by driving urgency in your startup teams

drive results

In the business world, the phrase “inspiring a sense of urgency” is often used. Commonly used by managers, they try to help employees understand deadlines and achieve results. But what does this phrase really mean?

What is a sense of urgency?

Obviously, in the real world, a sense of urgency means you act quickly to get something done. In the business world, it means almost the same thing. Having this sense of urgency means that you will become aware of your tasks and start working on them right away. It can also mean that you are doing something urgently, you have to do it without any instructions and do it efficiently. You usually hear this phrase about management, marketing and sales.

Why a sense of urgency is important

A sense of urgency is a great skill. As an employee, you must fulfill your job responsibilities and achieve results. Doing your job right shows what a dedicated employee you are. It also helps motivate others on the team. If someone succeeds because they feel urgency, it can lead other employees to follow suit. This way you can have an entire team with a sense of urgency. It can also lead your workers to improve other skills such as time management, efficiency, independence, and more.

Employee types

In 2017 Gallup report about how jobs work. It states that three types of employees have been identified. Understanding such employees helps management understand what tactics to use to make their employees feel urgency.

Engaged Employees

An engaged employee is someone who loves their job. These are the ones who are actively working to make the business better. These employees already have a sense of urgency and get things done. Many people have a sense of responsibility for themselves and their team. About 33% of US employees are employees.

Disengaged Employees

An unemployed employee prefers to come in, do his job and go home. They may not be interested in the job they work in, so they show little energy or passion for the business. Unemployed employees need a manager who has a sense of urgency to ensure that tasks in the business are completed. About 51% of American employees are not interested in their work.

Actively disinterested employees

The worst type of employee, the actively aloof employee, not only hates their job, but finds ways to negate the work done by the business. This type of worker is far from achieving the results required for the business. For example, they will distract employees from their tasks, or they can make tasks difficult to complete. For these employees to have a sense of urgency, managers need to know how these people work and work with them to promote positive workplace relationships and improve morale. If not, it’s probably best to let them go. About 16% of Americans in the workforce are actively uninvolved employees.

How to feel urgency

There are many ways to help your team feel the urgency they need. Take some of these tips as an example.

  • Make your own decisions, smart and fast.
  • Try not to be nervous in front of your team.
  • Watch for obstacles for your team and learn how to overcome them.
  • Create a team culture that works for positive results, not for the task itself.
  • Specify what are the consequences of refusal.
  • Understand what methods work and don’t work for your team and apply them.
  • Encourage teamwork within a team to promote a better working group.
  • Always celebrate small successes.
  • Praise so that the employee appreciates it. Find what drives them and match it in their feedback.
  • Always provide a constant stream of reminders and share them when the deadline is up.
  • Avoid unnecessary meetings and keep them short.
  • When communicating, go to the core of the topic. Encourage your team to do the same.
  • Demonstrate your leadership qualities by completing tasks.
  • Show effectiveness with body language.
  • Reward the team with why they matter.
  • Create urgency in your team by having them complete more tasks outside of their core business.
  • Have a one-on-one meeting with your team. Learn about them and what drives them.
  • Find out what motivators the team has and use them as part of your immediate strategy.
  • Remind the team of overwork and burnout. Make sure they take vacations.

Conclusion

A sense of urgency is what builds a strong team and drives results. It also creates business change in management and organization. While a sense of urgency is always used in the business world for certain paths, it should apply to everyone.

In addition, the faster you finish the work, the more free time you will have. But make sure you do your job well or you will have to do it over and over again.

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