Build great Teams – People management

Articles

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

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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.

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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.

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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.

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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.

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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.

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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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