Succeeding in business doesn’t just mean knowing how to deliver a great idea in the most effective way. It’s not just about being a financial whizz kid. It’s also about how you deal with people. The people in a business are what can drive it to success or mire it in mediocrity. So you need to start developing a comprehensive approach to building the right team.
Finding better staff
Dealing with people obviously starts from the moment you start to hire them. So, how do you get the best staff possible? By strategizing how you hire them. Don’t just put ads in the paper and online. Get a diverse range of people. Look at recruitment agencies. Go to events like trade shows and job fairs. Know the skills and the traits you’re looking for. Their motivation to achieve things outside work matters as much as the competence they can show inside their job.
The importance of retention
As soon as you hire the employee, you need to worry about how you retain them. If an employee outgrows the job, that’s understandable. If you need to fire them, then you should. But you want to stop those in the middle of the journey from jumping ship. Being fair with your pay and benefits is one of the best ways of doing that. For instance, you should consider looking at surveys on income for your sector. Giving people more flexibility to work can also be a smart move. For instance, remote workers have been shown to not have any of the expected dips in productivity or motivation.
Sharing a vision
Motivation is about more than just the money or flexibility you offer them, however. To really motivate them, you need to get them on side. They need to understand the objectives of the business or their section outside of their own workload. The best place to share this vision is in the team meeting. Without taking the time to help employees understand their role in the whole, you’re taking a few risks. You’re risking that they spend valuable time on projects that go nowhere, for one.
Getting them engaged
They need to be more than understanding of the company direction. They need to be engaged in what they can contribute. Using key performance indicators can help you find a way to get more productivity from them. But their creativity and mental abilities should be utilized as well. Ask them about their opinions. Invite different members of staff to meetings to broach topics that are important to them. Break down the tension between management and lower level employees. An open door policy is the best way to get people really communicating. Not just with management but with each other.
Creating better employees
If you’re really worried about retention or motivation, you shouldn’t just be asking about how they can be more involved in the company. You should ask how the company can be more involved in them. The number one thing you have to offer is resources. You have the time and, hopefully, the capital to invest in making them better. Teaching them skills and helping them identify traits that will help them in the long run. Employees who are stuck in a role will come to resent it sooner or later. They need that opportunity to grow. In giving them that, you can also build them into the leaders your business will need.
Making a better work process
Then again, employees do care about what they can do for the business. In a lot of cases, they have strong opinions on how they do their job. Poor management will put off these concerns by telling them to just focus on their work. But you can make them more productive if you take the time with them to improve their workflow process. You should also consider how to obstruct the distractions that can take them out of being engaged with their work. Work interruption isn’t always the fault of the employee, after all.
Codifying your people processes
Disputes and concerns will rear their ugly head. There’s no doubt about that. We all like to think we might have the right judgement to deal with things as they come. To avoid trouble, however, you should be prepared before anything arises. You should codify your employment and conflict resolution practices. Stay on the right side of your team and the law. Consider getting advice like legal and employment law consultancy. That way you can ensure your ways of dealing with people aren’t sporting any huge gaps.
Keeping an eye on toxic workplace influences
Naturally, there is some degree of human judgement involved. Particularly when it comes to problem people. The people in the workplace who obstruct work and even infringe on the rights of other employees. It could be distracting employees. Or it could be something a lot more serious like creating an environment of harassment and discrimination. You need to foster a zero tolerance rule and take seriously the accusations of any employee. People should not feel intimidated about going to work. How you deal with these issues plays a big factor in that. Remember that even your most valued employees can pose a big risk. Show no favouritism.
Looking after your employees
Taking care of them is about more than just how you deal with negative influences. You should also be working to provide positive ones. A rigid health and safety code is the minimum you should be working towards. You should consider how you look after their health, as well. Providing healthy food options and even some fitness space can work wonders. At the same time, you should be sensitive to mental health issues like stress or anxiety. People’s work lives have a profound impact on their emotional health. It’s part of your responsibility to help them look after it.
Right from the moment you hire them to the moment you let them go, you need a strategy to deal with people. You need to make sure they’re the best team and handled in the best possible way. If you do, you are guaranteed to see better results from them.