Build great Teams – People management

Articles

Avoiding Conversations – The Sign It’s A Difficult Conversation

Avoiding Conversations - The Sign It's A Difficult Conversation

Avoiding conversations is a sure sign you’re avoiding one or more ‘difficult conversations’. Difficult conversations need to be dealt with, not ignored or avoided. Being able to handle any level of difficult conversations is part of managing people. It’s likely to come up in performance management in particular. So if you find yourself avoiding holding a conversation, don’t brush it under the carpet. Face it head on.

When I work with clients on the topic of handling difficult conversations, I typically ask them to use a real example as we work through the process. They often say they don’t have a real example because their team works well. We soon find that actually they do have a real example. We identify it because it’s a conversation they’re avoiding.

Read more

Motivate through Employee Engagement

Motivate through Employee Engagement

An employee who is willing to go above and beyond might be critical for a small company where everyone needs to play their part. Those who willing to put extra effort in for the company or team may make a huge difference to the success of the overall company or team.

Read more

Managing People – Things To Think About

Managing People – Things To Think About

Managing people looks easy when you see good people managers doing it. But if you’re struggling – don’t worry – you’re not alone. Managing people is not a bed of roses. People are complex. Get it right quicker by taking advice from people like me who’ve been there and done that!

Expanding your business so that you need to a team to support you is a great step forward. Most people who’ve done it, however, will admit it comes with challenges, especially if you have no experience managing people.

Read more

Documented Processes – Why They’re So Valuable

Documented Processes – Why They’re So Valuable

Documented processes are key to running a business consistently. They save you time when doing tasks you may not do very often. You can use them to keep track as you improve how you do things so you can keep moving forwards. Documented processes are vital for getting new hires going quickly. Use a documented induction process to make sure nothing gets forgotten. They’re vital for all staff – not just new hires. Use them as a common starting point for a discussion if someone’s not doing a task the way they should be. If someone’s away – someone else

Read more

Performance Management – Get And Stay On Track

Performance Management – Get And Stay On Track

So you’ve hired a great team, your new hires are up and running and life is good, or is it? Maybe some people in your team are capable of doing a great job, but they’re not meeting your expectations. You’re constantly going over work with them, or they never quite deliver the way you wanted, hoped or expected. It’s just about good enough to get by, so you say nothing. Do you have a performance management process to help you?

Compare performance management to building a house. First you need a strong foundation to build the house on – set SMART goals. SMART goals are the foundation that both employee and manager can refer to. They are a great place to start all performance management conversations from. Then, for your house, you build the walls, and the walls support the roof. Continual performance feedback throughout the year represents the walls that supports a formal end-of-year performance review or appraisal.

Read more

Hiring (Or Recruitment) – What’s It All About?

Hiring (Or Recruitment) – What’s It All About?

When you’re hiring, you’re looking for the people who can support you growing your business. The people who will work with you not against you. But there are some things you need to do before you start looking for candidates and advertising your job.

You want people that will fit with your company’s culture and who will work well with your existing team. But you also need people who have the skills and experience do the job you’re employing them to do. You’ll also want to make sure there is a mix of personality types in your team. A team of one personality type will argue, not challenge each other, or will get nothing done.

Read more

Mid-year Review – Stop and Take Stock

Mid-year Review – Stop and Take Stock

It’s mid-year review time! We’re half the way through the year, so stop for a moment to take stock of how your team are doing. Hopefully you set them SMART goals earlier in the year. And hopefully you’ve provided feedback and guidance to your team along the way. But now is an excellent time to have a semi-formal review with your team to make sure they are on track to achieve their goals. If their goals align with your business goals, their success is your success.

Read more

Job Descriptions – Getting It Right

Job Descriptions – Getting It Right

Use job descriptions to develop a clear, mutual agreement between you and your employee about what you expect them to do for a given job. Use them to communicate to candidates and/or recruitment agencies what you’re looking for when you’re hiring.

They are the common ground you can refer to when talking about performance. This is particularly useful if you and your employee disagree about what they should (or shouldn’t) be doing. Use them as the framework for the performance-related goals you set.

Read more

On-The-Job Development – It’s How We Learn The Most

On-The-Job Development – It’s How We Learn The Most

Most of what we learn we learn through on the job development. Managers often get complaints from their staff that they are not being developed, and that they never get to attend training classes. As an individual, have you ever complained that you don’t get enough training and development?

If I got you to write down everything you’ve learned this past year, and asked you to tell me how you learned it, I expect that most of what you learned you learned by doing your job.

Read more

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.

Read more
Page 1 of 912345...Last »
Mulberry Bush Consulting
Maximizing Business Capability through your PEOPLE
Mulberry Bush Consulting footer logoFederation of Small Businesses Member - Logo
error: Content is copyright protected