Build great Teams – People management

Articles

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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Build Your Ideal Org Chart Today

Build Your Ideal Org Chart Today

A great exercise to do when you start a business is to create an Org Chart (or Organisational Chart). Update it regularly both in terms of what jobs exist and who is doing them now. Keep an eye on the future for what roles you might also need in the future.

It’s a great exercise to do right at the start because it makes you think about structure, tasks and responsibilities. It helps you set things up in a more organised way. It doesn’t matter if it’s only you, you with some freelancers / virtual assistants or you and a team of employees. As the business grows, it is straightforward to identify required resources if you have a clear structure from the start.

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Delivering Negative Feedback – A Case Study

Delivering Negative Feedback - A Case Study

What falls into the category of a difficult conversation? Here I share a case study. It demonstrates how even delivering fairly mild negative feedback actually falls into the category of holding a difficult conversation. It’s then much easier to have the conversation because it makes sense to use the same process and techniques you would apply to a difficult conversation. That leads to a better outcome for everyone.

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New Team? How To Start Out Right – A Case Study

New Team? How To Start Out Right - A Case Study

If you are starting out with a new team there are things you can do to make the transition smoother. Maybe you’ve bought or taken over a business that has an existing team. They’re used to working together but they don’t know you and how you manage. Maybe you’re growing fast and are building a new team from scratch.

Either way, it’s always good to find out how you’re doing as a manager so you can address anything that might otherwise become lack of engagement or even conflict. Ask your team for feedback. This case study is an example of how that can work in this situation.

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Setting SMART Goals. How To Get Started….

Setting SMART Goals. How To Get Started….

The photo shows the Red Arrows – you can be sure they didn’t get to putting on a display like this with out a series of goals that resulted in them being able to fly together like this. In a previous article we discussed setting goals for your team. In that article I threw out the acronym SMART and said your goals should be SMART goals, but I didn’t explain what SMART goals are. This article will explain what SMART stands for and how you can use it to create a goal for your team or your business that is more likely to be achieved.

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