New Employee – Get off to the right start

Ok, so you have been through the arduous task of placing your job advert, sifting throughnew-guy CV’s, selecting people for interview, de-selecting people, having second interviews, checking references and the start day arrives and the new team member is thrown in at the deep end and left to wither and die…

Seems crazy – why would you go to all that trouble to hire the best person and not invest any or insufficient time in ensuring that they become productive for your business immediately.

How many employees have wondered “did I really make the right decision” when left on their own for hours on their first day with only a product brochure to read.

When you hire a new team member, there is no better time to explain your expectations to them, there will be no better time to ingrain your company culture and to explain what they need to do to enhance themselves while doing an excellent job for you.

It’s interesting, most employees get frustarted because they do not fully understand what is expected of them at work. Now is your chance to put that right. Here are 5 things that you should do with each new team member:

1. Make time for them on their fist day and make sure they are introduced properly to the team. Every time you introduce, explain clearly what their role will be and what you expect from them.

2. Sit down with them and explain their job role in detail again and how its success will be measured and also when you will start to see results from them

3. Outline what tasks they need to be completing each day and week (depending on their role) and explain how each part of their role is measured.

4. Go through the company Do’s and Don’ts without assuming anything. This is part of the culture of the business.

5. Explain how you are an organisation that thrives on ownership, accountability and responsibility rather than an environment where blame, excuses and denial are thriving.

This is just the start, the induction needs to be maintained for as long as it takes.

This is particularly important if you are in the process of managing a changing culture in an organisation, if you are faced with lower than satisfactory productivity or if there is an attitudinal epidemic in your organisation.

Never let a new team member become ingrained in the wrong culture. That’s your responsibility.

Need help with your team – Contact me today.

 

Team Rule 1. Hire good staff and keep good staff

In business, your team will be one of the biggest factors in determining your success. They are your responsibility.

To hire good team member it is important to take the following steps:

  1. Decide in advance what the role and duties would be
  2. Decide on the type of person you need, skills, attitude, beliefs, values, ambition etc
  3. Devise a list of questions for the interview that will help determine these.
  4. Get other peoples opinion on the person before you hire – the oerson who met them at reception, your fellow interviewers, fellow team members. Give them all questions to ask
  5. Always check references and do background checks

Most skills can be taught, attitude, beliefs and values take more time. Are you prepared to invest the time.

To keep and develop good team members you need to focus on the following:

  • Be the best leader you can be for your organisation. Learn as much as you can about leadership in small organisations and try to understand how effective leadership could help your team.
  • Have a common purpose or goal and communicate this to the team – make sure that every team member know where the business is headed and make sure that each team member knows how they can affect the success of the business. Remember if you allow for mediocrity that’s what you deserve in your business results.
  • Have an action plan – make sure that all your team are aware of the things you are doing every week on the business and make sure there are actions for them to complete as well within agreed timescales.
  • Have some rules – We like to call it a culture statement – what are the generalised principles that every team members understands and adheres to.
  • Support risk taking within the team. If the team members are working towards the common goals, on the action plan and within the rules of the business, then decisions that they make and risks that the take have to be supported. When people are criticised for making mistakes, they stop making decisions and the business will not grow or it will grow as a result of massive effort from the business owner.
  • Get everyone involved – not just the talkers – everyone has a contribution to make to your business. Just allow and encourage them to do it when they work for you. Your business will benefit.

Remember, you team is your responsibility. You can make them successful. Learn how today…

How to conduct a job interview properly

Most people have very few interviews throughout their lives and therefore can find them quite daunting. Equally, many Small Business Owners have not conducted many interviews either and they can also find them very difficult.

If your company needs to hire someone new, then you should have some process or structure to follow. Here are some simple guidelines to get you started.

1. Write a clear description of the type of person you want before the interview. Detail about skills, attitude, qualifications, work experience all need to be written down and agreed by all on the interview panel.

2. You dont have to selecet on of the candidates that you interview – if they do not fit your profile, then select other to interview. Remember, that in a small business, each team member can play a huge role – therefore, selecting them should also be a big decision.

3. Ask someone who does not work in your compnay but whom you respect as a business owner or leader to sit in on the interviews. This adds a different perspective.

4. Prepare some questions in advance of the interview. We find the best questions to be situation based questions as follows:

  • Tell me about a time when you had to deal with a difficult customer? How did you deal with it, what was the outcome and what did you learn from the experience.
  • Tell me about a time when you were under time pressure and felt like you simply had too much to to. How did you handle it, what would you do differently?
  • Tell me about a time when you had a problem with a fellow team member – how did you handle it.

There are lots of similar questions designed to elicit real life examples to test and see if the candidate has actually experienced these. You need to establish if they have been in pressure situations, if they have ever been responsible in previous roles, if they have the ability to solve problems on their own.

In addition to the interview, we also recommend some form of profiling which agains makes the whole process fairer and less reliant on a single interview.

It is important to rate the candidates based on your predefined criteria and be as objective as possible.

We also suggest an intense trial period which is good for the candidate as well as the employer.

If you feel you need to grow your team or to change some of the personnel on your team and need some help, then call Derek on 087 222 0720 today of fill out the form below for a free consultation…

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