The topic of complacency came up in a conversation I had with my Husband one night on the way home from work. We are lucky enough to be able to get off work and commute home around the same time. So, on our long commute home, we love to get on the phone and discuss our work day. We do this because once we get home it is strictly relaxation time and no talk of work. Anyway, as my Husband was speaking to me about his daily encounter with his officers, he brought up the word, “complacent.” I asked him, “How are your officers complacent in their position?” He explained that their daily operation makes them complacent. They run the floor and as they go through their steps in screening people, they feel secure in knowing the operation. Therefore, they are often unaware of the potential danger if they are not always on alert. He then explains that is why his officers are tested daily so they are always on their toes at work.
So, this got me thinking, “Are my staff complacent in their position?” I’ve been struggling with my staff and their lack of motivation in their job. They do not take initiative in our daily programming. I’ve been thinking about complacency for over a week now and I’ve had enough with coaching and redirecting my staff with zero results. This past week was the last straw as we had to deal with various issues pertaining to misbehaving members. I have a staff meeting scheduled for this upcoming Friday and I will be discussing complacency with them. I will be speaking candidly with them about the dangers of being complacent in their position with our organization.
Here are a few dangers I feel my staff will face if they are complacent.
- They no longer strive to do their best – If they do not strive to do their best than our members will feed off their vibe and not strive to do their best. If they do not push themselves to do their best, the quality of their leadership will go down and in turn, the quality of the program will go down.
- They do not stay up to date with member interests – If they do not put in the time to at least understand what the members are interested in they will not have a strong and positive relationship with the members. If they do not have a positive relationship with the members than the members will not respect the staff and more than likely you will see more member behavioral issues.
- Not seeking new opportunities in growth – Staff who feel comfortable in their position will never grow in the organization. This is a huge career killer! New opportunities will give staff new experiences and more doors will be open for them in the future.
- You don’t share your opinions & ideas – If you do not speak up and share your thoughts and ideas, change will never happen. Staff complains a ton about programming, yet when asked, “Any thoughts?” They are dead silent! You do not have to agree with everything your upper management says. It is very important to contribute because it shows you value your job.
Now, how can you as management help your team not feel complacent? My next post will give you tips on how to do just that!