This is the third and final installment of “Good Systems and Good People” you can read about systems and systems creation by clicking the links.
Today we talk about the people, your team, your family, or whatever fun name you use to call your employees.
This group of people is arguably the most important part of your business. Yes, even more so then your customers. If you hire, train, and treat your people right, most everything else with fall into place.
That is not to say you will not have your headaches and screw-ups, but they will be better headaches and fewer screw-ups.
There are three steps to keeping your people happy and doing what they do best.
Finding
Getting the right person is the hardest part, but when you find the right fit, it is worth it. “Slow to hire” is not a bad slogan.
You have to realize who you hire will be representing your company, even when they are not within your four walls. What they do and say reflects your company. They will also be talking to and interacting with your clients. What they say and do when you are not around can have good and bad effects on a small company.
To ensure you are hiring the right person you must first make sure they share the same values as your company. If they don’t, they are not a good fit.
Second, are they excited by the mission of the company? If they aren’t, not a good fit.
Lastly, do you enjoy talking with this person? If not, well you get the picture.
Bonus: If you don’t know what your values are or what your purpose and mission are, you need to stop reading this go for a long walk with a notebook and start writing those down today.
Training
Have you ever been hired and promised all this training and been told that your new employer will teach you everything? Then, when you sign your contract, you only get one, or maybe two, weeks of training, and then you’re left to figure it out yourself?
This pisses me right off! Why set someone up for failure? At least give your people a chance to succeed.
You should map out what new hires will be learning in the first two to three weeks and who will be responsible for training them. What are your expectations of them at the end of two weeks? What about at the end of week three and beyond?
Training is not the place to be cutting corners. If you don’t have time to put in quality training within the first month, you will never make time.
That is why having a plan and frequent training opportunities in place are so very important to the success of your people.
1 on 1
Meeting 1 on 1 early and often is so important and insightful. Ask your people how they are doing. Is there anything they are nervous about? Is there something we promised and have not yet delivered? Are their expectations being met?
It is said that a new employee knows within the first 90 days if they are going to stay or leave. If you are meeting regularly and allow them to be open and honest, you can address the pain points early before bad thoughts fester.
Your Fitness Sherpa,
