3 Unstoppable Strategies to Turbocharge Your Employee Performance

Remember the Bloody Mary ghost?

When we were kids, we used to dare each other to turn the light off, step in front of the mirror and say “Bloody Mary” three times.

At that point, she was supposed to appear in the mirror and, I don’t know, murder you or something.

You might remember better than I do.

This is the point.

We all felt mortal terror in the conjured presence of Bloody Mary’s ghost.

But did she exist? Absolutely not.

Same goes for most legends, urban or not. But there are some that consistently prove themselves.

One of those “urban legends” that actually works, is the power of the spoken word.

Words maximize performance.

Of course it’s deeper than that – belief systems are what really make your employees work harder/less hard.

But how do you shape belief systems? With your words.

The power of life and death are held in the tongue, a wise book once said.

Yes indeed. The life or death of your organization will be determined by that pink chunk of flesh wiggling behind your teeth. Weird but true.

1. Speak Productivity Into Existence 

Your doctor tells you that you have 13 days left. Will you live life differently?

Of course! In fact, you’re probably going to become the most fearless, adventurous, family and friend-loving, all around good person anybody’s ever met, right?

All because of a single sentence.

Now here’s where it gets good.

You don’t have to know when somebody’s going to die to change their life with your words.

In fact, the bulk of the morale and motivation and work ethic you build up in your employees will be from hundreds and thousands of little opportunities.

Here’s how simple it is.

Pick an employee (your culture is made up of individuals, and there’s only one way to eat that elephant – one bite at a time).

Picture what you want that person to become – what’s the best person they can possibly be, professionally and otherwise?

Got it pictured?


Now, treat him or her like he or she is already that person.

What you believe about your people is what you speak to them, and what you speak will shape them.

It’s not magic, just simple science. (Look up mirror neurons and Dr. Masaru’s Water Experiment for a couple easy reference points, or consider how your friends influence you and how much more influence you have on your employees.)

It takes a lot of courage, and more trust than any of us naturally have, but guess what. It produces.

Not only does it produce the finest, most capable and trustworthy employees – it also weeds out the people who can’t be trusted. Fast.

Alright, so we get it. Words are powerful. Let’s cover how to implement them regularly.

2. Coach and Train With CONSISTENT Communication 

Weekly coaching is the best tool we’ve ever implemented. Our policy is, if you can’t find anything for someone to improve, your leadership needs to improve. Because nobody’s perfect. And people get it. You’d be surprised at how readily people take to correction when it’s done in a routine coaching session, where it’s understood that there’s always something to improve.

This is also the perfect time to coach them into the best employee they can be, using what we covered in the section above. Remember, what you sow, you also reap. Positive, uplifting, truth creates positive, uplifting, truth-bearing employees. Heavy emphasis on a few key numbers will result in a heavy-handed performance on those numbers.

Always balance correction with positive reinforcement. And use incentives if you’re not already. It works.

Daily Huddles

This is the best way to keep your people headed in the right direction on the daily.

During the morning huddle, our managers ask one person which core value they think we should focus on, and why. One by one, the entire group, managers and leaders included, say something they’re grateful for.

Remember, when you focus on creating a strong culture, your organization isn’t the only thing that benefits. Your people become better people. You become a better person.

3. The 2-Minute Conversation Transformation 

What’s inspected is respected.

Set your expectations and hold them accountable to hitting their KPI’s.

Focus on company averages, not goals. Always try to beat your average, and then, once you beat it, you have a new average to beat.

And balance that with quality accountability, because even the best have low-performance stretches that you can coach them out of.

Always, always, always focus on your people. Steer them away from the us vs the company sort of mindset.

As always, treat them good and they’ll treat you good – if you’ve hired good.

I know an executive of a national service company – he’d call his regional managers every day, to ask them the same questions about the same metrics.

Every. Single. Day. It was only a 2-minute conversation, and they could hear him jotting down notes in the background.

Let’s call him Dan. Dan gave them complete autonomy. That daily 2-minute series of questions was all he ever asked for.

At first, they hated it. They didn’t completely understand all of the metrics. It was hard to figure them out, and clunky to report. But after a month, things had gotten smoother.

3 months later, their 2-minute conversation only took a minute.

And the best part – they started understanding how to change those numbers.

And change them they did.

That tiny handful of metrics was powerful, and the entire organization shifted powerfully as a result. It grew and grew and grew.

That’s the power of a few well-placed words. Combined with consistency.

What about you – how much can you transform with a daily 2-minute conversation?

It might be more than you think.

Final Thoughts 

Fostering a positive culture filled with hard-working people is arguably the most important thing you can focus on.

Like we alluded to earlier, the mind consumes words, which feed beliefs.

We talk about our core values a LOT during training.

We actually chop each training day in half to concentrate on our core values. That’s what grows our culture.

We sow our words into their minds, and if their minds are receptive, belief systems grow.

Beliefs about working harder, more efficiently, and with more positivity than anyone. Beliefs about responsibility, gratitude, and much more.

We give them examples of ways to implement their core values. And you know what? They take it and run with it. It’s pretty great.

So there it is.

If you implement this, you will see a marked difference in your organization.

So… why not?