Are you looking to build a high-performing business? One that delivers results everyone can be…
Building a ‘Rock Star’ Team!
As a business owner, it is an important milestone when you start employing people.
Up until now, you’ve been the only person responsible for every task in your business; the planning, the operations, and the admin. But now, you’re bringing on another human being to help you in achieving your business goals.
I’m sure you’ve heard horror stories of business owners trying and not succeeding in finding good people to join their team, and often they lay the blame with the staff member. Trust me; I’ve been there myself.
But I learned an important lesson, and that is, that, the buck stops with you as the business owner. If you’re in charge, everything, and I mean everything, that happens in your business or that your business does comes back to you in the end.
So how do you inspire staff and ensure they are giving ‘rock star’ contributions to help you achieve your goals:
Here are four ways:
1. Give them a well-defined role.
Most people like to be needed and wanted, and when they get a job with you, they will be both excited and nervous. The majority of people are sociable, and they want to do a good job, but they need to know what that job is.
Before you do anything else with a new staff member, you have to provide them with a very detailed brief on what their job is, what is expected of them, and how you are going to measure that what they are doing is contributing positively to the business.
Every role needs a very clear description of the role and some way of measuring whether that is done. Even if the task is as simple as collecting, opening and placing the mail in your desk, it could be measured by the number of correctly opened pieces of mail in your in-tray. If someone is doing deliveries, it could be the number of correctly delivered parcels.
However, you decide to measure the job, link these measures to the things you want the person to do; give the job a name and define how you will measure it. Assessing someone’s performance cannot be a case of emotions or how you feel. It has to be objective and measured to be fair.
2. Tell them where you are heading.
Give every staff member a briefing on your goals and aspirations for the business. Explain your products and services: who your customer is and how many sales of your products and services add up to your goals being reached. It doesn’t matter if someone has a job, in admin, sales or cleaning. If they are on board, they need to know where the business is heading and how their role fits into that.
3. Be fair and care.
You can get into the nitty-gritty of job legislation and laws and all sorts of important stuff. But the bottom line is you need to treat people fairly and care for them as human beings. Pay them well and on time, be predictable with your feedback, and treat them as an equal human being no matter what their role. This doesn’t mean being soft on them if they can’t do the job. If you explained the job, and they agreed to the measures then hold them accountable to do their job; make them responsible for it. But don’t abuse or disrespect them.
If you follow these basics, 99% of the time you’re going to be also consistent and compliant with legislation too. If you don’t know what to do in a certain situation that involves staff reviews, hiring and firing, feedback or conflict resolution then get trained in these things or hire an expert to help.
4. Celebrate wins and award excellence.
In a Small Business, it is really important to celebrate wins. When we won new business in our company, we had a team lunch and a celebration. We didn’t wait; we enjoyed the moment.
When you celebrate the good stuff, it also gives you permission and the right environment for people to understand that when bad stuff happens in a business, then celebrations don’t occur. And individuals and the business may have to sacrifice something. Don’t let bad performance or bad situations get in the way of long-term success, but don’t let them pass without handling them either. And never reward someone who hasn’t done a good job. You have to reward good, fix the bad and be consistent with this because it’s the only way to guarantee more good than bad over time.
With these four tips under your belt, you’re on the way to inspiring those first staff you employ, and setting a good pattern; you’ll be able to employ more and more over time because your business will prosper too.
“The opinions expressed by Smallville Contributors are their own, not those of www.smallville.com.au"
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