Do You Provide the Tools Your Employees Need to be Rockstars?

Cathie Leimbach • November 18, 2020

As a leader, you want employees to be productive at work. You want efficient production and quality results. And, chances are, your employees want the same thing.

To be rockstars, each employee has to be provided the tools they need to be incredibly productive, and less frustrated. Sometimes, the simplest thing can make a huge difference. 

When looking at what isn’t working, think about this. There are rarely bad people. There are often, okay, almost all of the time, bad processes. Your team members’ daily output may be limited by realities such as these.

·        The summer intern was responsible for a weekly accuracy cross-check of a 200-page warehouse inventory that was printed on unlined paper. But there weren’t any rulers available to help him focus on one line at a time. It was a month before a new ruler was purchased for him.

·        The admin assistant was frequently asked to format training and promotional documents attractively. The only software available to her was a free online word processor. 

·        Staff who worked remotely for months during the pandemic were instructed to join the weekly team ZOOM meeting from their work computers. But only a couple of them had webcams. They quickly felt isolated. Their energy and productivity dwindled.

Highly effective managers ensure their team members have the materials and equipment necessary to achieve production goals.

It is actually a simple fix. Just ask if they have the supplies and equipment they need. Make sure that your staff members are comfortable letting you or IT know when ink cartridges need to be ordered or their computer is blue screening? Quickly respond to their needs so that they are empowered to be as productive and engaged as possible rather than learning to make do as long as possible despite increased frustration and decreased productivity.

Want simple tools to ask those questions and more? Get in touch with me for a free assessment of what your employees are really thinking. 

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic