Build great Teams – People management

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Monthly Feedback Works – A Case Study

Monthly Feedback Works - A Case Study

Monthly feedback and reflection is a great way to make sure everybody’s on track. After setting SMART goals, ‘continual performance feedback’ is the best way to make sure your team can achieve their goals. Continual performance feedback can happen in many ways, but monthly in the form of self-review is one of the best.

This case study is from a client who had given up on goals altogether. We introduced SMART goals, and to reinforce them, added monthly feedback. It made all the difference for his team.

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How To Deliver A Productive Review

How To Deliver A Productive Review

When the time comes for an end-of year review make sure you deliver a productive review. It should be a good experience for both parties. It should help the employee move forward with a clear understanding of what they’re doing well and where they can improve.

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Impact Of Having No Induction Process – A Case Study

Impact Of Having No Induction Process - A Case Study

What happens if you have no induction process? Many small businesses I’ve worked with say they don’t need a formal induction process. They’re only small and it’s all pretty straightforward. There aren’t many people to meet; they’re like one big family and they all sit together. “We’ll show the new hire what they need to do as we go along. It’ll be fine.” I believe all companies need an induction process. Even if it’s based off a check list. Here I share a case study that demonstrates how thinking you can ‘wing it’ can back fire.

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End Of Year Status Check – A Case Study

End Of Year Status Check - A Case Study

In 2015, some very large companies announced they weren’t going to do end-of-year reviews any more. One small company decided these headlines were the excuse they needed to stop doing end-of-year reviews. A couple of years later, when I started working with them, the impact of their decision was being felt.

They use SMART goals and they check-in with their team several times a year, both of which are great. The challenge they had when I stated working with them was trying to raise the bar overall. That’s what I’ll share with you in this article.

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Status Check – Review Of Goals

Status Check - Review Of Goals

Olympic athletes periodically do a status check against their goals to see how they’re doing. Businesses should do the same for their goals to ensure success. Managers should also do the same for their employees to make sure they too can be successful. Communication about goals, and progress towards achieving them, should be two-way between the manager and employee. It should happen at least once a quarter and all feedback should be specific to the goals rather than being a general chat.

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Is A Question Simply A Question?

Is A Question Simply A Question?

Ask the right question and you’ll get the information you need. Communication is key to all aspects of managing people. The questions you ask in interview when recruiting. Making sure an individual has understood a request you have made of them once they are working for you. And a whole lot more.

There are, however, different ways to ask a question. That’s what we’re going to look at today. I’ve recently been sharing articles with you that focus on recruitment, so I will limit my examples to interview-based situations. The information provided here is valid for all situations where you might need to ask questions. There are different types of question so let’s look at some of them and find out when to use them.

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Extract Experience

Extract Experience

How do you find out if someone has experience that demonstrates they have the attributes you are looking for? In a previous article we discussed identifying the attributes that are most important for a particular role in your company. Knowing what you are looking for is the first step in finding the right person to hire. Once you’ve done that, how do you find out if the candidate has the attributes you are looking for? The best way to find out is to ask, but there are different ways to ask a question. You want to elicit open, honest answers that will help you decide if this candidate will fit in your company.

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Productive Interview – Use Power Wisely – A Case Study

Productive Interview – Use Power Wisely - A Case Study

When you have a shortlist of promising candidates to bring in for an in-person interview, make sure you conduct a productive interview. Your goal is to find out if they have the attributes you need, whilst letting them find out more about the job and company.

I have often talked to clients about power. Making sure they realize they hold the power in an interview. That means not giving up questioning until you find out what you want to know. But power is tricky. It’s not something to wield in a way that makes the interview an unpleasant experience for the candidate.

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Cost Of Cultural Fit

Cost Of Cultural Fit

Making sure the people you hire are the right fit for your company will save you time, energy and money in the long run. Each time you recruit and hire someone it costs you and your company time and money.

If you have to repeat the process because you hired someone who didn’t fit it will cost you until you find someone who can contribute positively to the company. If someone who doesn’t fit decides to stick around, you will have to expend a lot of energy to try and get them doing what you’re paying them to do. Let’s look at how cultural fit affects time, energy and money.

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Update Your SMART Goals

Update Your SMART Goals

Goals should not be set in stone and you should update goals whenever required. If something changes that impacts a goal, don’t forget to update the goal to make sure it is still relevant. Periodically check that all the goals your team are working towards are the right ones to help move your business forwards. If they need updating, then update them. If they are no longer relevant at all, drop them and write new relevant SMART goals. Blindly working towards a goal that is not relevant to the team member or the business is not helpful to anyone.

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