Build great Teams – People management

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Question – Get It Right In The Behavioural Interview

Question – Get It Right In The Behavioural Interview

The Behavioural Interview is a great way to find out if someone has the attributes you are looking for. The best way to find out if a candidate has the attributes you are looking for is to ask, but there are different ways to ask a question.

You want to ask questions that result in open honest answers that will help you decide if this candidate will be the right fit for your company. Well-structured, behavioural interview questions will enable you to get real-life, past examples of job-related decisions, actions and results that demonstrate whether a candidate has the attribute you are looking for or not.

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Filter When Recruiting – A Case Study

Filter When Recruiting - A Case Study

Filter when you recruit so you only spend your valuable time and energy interviewing the best candidates, not every candidate. This article looks at an experience that a client of mine, Michelle, learnt from. When Michelle was recruiting for an Office Administrator, she put a job advert out locally in various places. She figured that the job didn’t need huge amounts of experience and she could train the person to do most of what she needed. She thought it was more important that they were relatively local so they could get to and from work easily, and that they fit in the team well.

Her job advertisement was very generic and listed a number of things the person would be required to do, but not all of them. It put a lot of emphasis on covering the phone answering service that her business provides as one of its services.

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Use Feedback From Your Team To Drive Change

Use Feedback From Your Team To Drive Change

You think one area of your business is working really effectively. Your team, however, can see room for improvement in this same area. Another area in your mind needs improvement, but when you ask your team – they can’t see what the problem is. Does any of this sound familiar? Or maybe you have no idea what your team think – only what you think?

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Use STAR to be a Star Interviewer

Use STAR to be a Star Interviewer

When you’re hiring, a behavioural interview is a great way to find out if someone has the attributes you need. We’ve also looked at different ways to ask a question, which is a powerful tool to use in an interview. This article looks at how to structure your questioning to really find out what you want to know. How to keep digging.

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Making The Transition From Doing to Managing

Making The Transition From Doing to Managing

Many micro-business owners reach a point when they have to transition from working alone, to working through and with a team. You might recognize the phase when you first started and your focus was doing whatever it is your company was created to do. You were the ‘Do-er’.

Then probably, very quickly, you realized that as the only person in your company, you had to wear the hats of all the departments in your company. Now you were the ‘Do-er’ who was ‘doing’ everything! Maybe now you’ve grown your business to the point where you now need a team to help you. You have hired some ‘Do-ers’ – and that means you now need to start being the Manager.

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New Hire Failure – How To Avoid It – A Case Study

New Hire Failure – How To Avoid It - A Case Study

Avoid new hire failure – when your new hire quits after a few weeks or months. Hire the right person and put them through a solid induction process. If you hire the right person – someone who fits with your company and the rest of your team, they’re more likely to stay. It will also make your life much easier as a manager.

But hiring the ‘right’ person is only part of the challenge. Once you hire someone act quickly to harness their motivation and enthusiasm for starting a new job. A well thought-out induction progress or program, which is ready to go before they start, is the way to achieve this. Get your new hire working effectively for you from day one. Don’t let them get bored.

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Difficult Conversations – How To Manage Them

Difficult Conversations – How To Manage Them

Difficult conversations are never easy. Any time you face having a difficult conversation with a team member, prepare for it in advance. This will allow you to be mentally ready, and will also allow you to organise your thoughts and double check your facts before you begin.

Mentally rehearsing a variety of scenarios that might come up in a difficult conversation can also be helpful. Rehearsing allows you to stay calm during the conversation because you are not dealing with surprises.

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Review Time – Give Feedback And Update Goals As Needed

Review Time – Give Feedback And Update Goals As Needed

Review time! Many of us started the year well by setting some – hopefully SMART – goals. Hopefully you, like me, are now well on your way to achieving those goals.


Now we’re a few months into the year it’s a great time to review those goals (if you haven’t already) to see how we’re doing. Are we on track? Do we need to make adjustments to get back on track or to stay on track? Or are we doing well? If we’re doing well we should give ourselves a pat on the back and resolve to keep up the good work for the rest of the year.

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Disengaged Employees – The Impact – A Case Study

Disengaged Employees – The Impact - A Case Study

An engaged employee is willing to go above and beyond for your company. It’s the extent to which employees feel passionate about their jobs, are committed to your company, and are willing to put that extra effort into their work. This can be critical if you run a small company, where you need everyone to play their part. A disengaged employee is the opposite.

You don’t want to have to spend your time and energy dealing with a disengaged employee. You will have to drag a disengaged employee along. They won’t adapt to change well and will impact the ability of your team to collaborate and innovate. You’ll spend a lot of time and energy ‘managing’ them. This article looks at the impact of having disengaged employees in your team.

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New Hire – Why Bother With Induction?

New Hire - Why Bother With Induction?

Once you get your new hire on-board your work is not finished. Most people starting a new job want to make a meaningful contribution as soon as they can. They want to be successful and they want to start developing new skills and knowledge as quickly as they can.

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