As we get our minds and bodies used to the change in time and ready for spring. Most of us start thinking about change. Cleaning out closets, preparing the yard for spring, and planning for summer. That same way of thinking should be in the minds of business owners and leaders. What needs to change? How can I prepare my business, my team for Q2? Here’s where you can start.
1.) Review your goals and mission statement. Before you start making changes. Look back at the mission of your organization and goals set for 2016. Are you on track? It’s really important that every decision you make correlate to the goals you’ve set to achieve.
2.) Analyze your team. This is the time to look at performance. You may love your team but do they work for you? Do their strengths and priorities align with you mission? Determine what behaviors and traits are helping your organization to succeed and what needs to change. Prepare performance reviews, schedule individual conversations and check in. This is also a good time to determine who needs to go, and that’s ok too.
3.) Clean up. Winter brings more than cold temps and snow, it brings dirt and grime. I’ve visited several restaurants, boutiques and offices that could use a big clean up and scrub down. And don’t forget the bathroom, you can tell a lot about a business or organization by how well that area is kept.
4.) Get organized. Spend a day reorganizing. If you need more than a day, you may need some new systems or processes. Nothing says spring like reorganizing. Just like your home, it’s important to keep your office and workspaces well organized. This will certainly increase productivity.
5.) Set new short terms goals. You have your Mission Statement and you’ve set your goals for 2016. Now break it down even more. What does Q2 look like? What are your revenue goals? Customer outreach goals? Performance goals? Etc.
Once you’ve reviewed your mission and goals for 2016, analyzed your team, cleaned up, organized, and set new goals…it’s time to implement. And keep in mind a critical element for success…the daily work must reflect the goal. In other words, what you do, how you do it and what you focus on daily must align with the goals and expectations of your organization.
The past few months my consulting has leaned more towards the creative side however discussions I’ve had lately and experiences with businesses and organizations throughout the city, have me anxious to get back to the recruiting, training, development and diversity side of things. I know what it takes to develop a top performing team that is diverse, knowledgeable and exceeds expectations. It takes a lot. It’s starts with hiring the right employee, then proper on boarding and continued training. Maybe it’s all of the growth happening in our fine city but it seems like companies are missing the mark in either finding the right employees, creating diversity, keeping good employees and performance development. In order for us the handle the growth our city is facing without imploding, our workforce and the productivity of that workforce must be top notch. My advice to every organization, both small and large in any sector is:
Take a good look at your team…
1. Is there diversity? True diversity. One person of another race among an all white team does not diversity make. Neither does one woman in a room full of men. But rather, a diverse group of people working in various roles throughout the organization, including management or leadership.
2. Are your managers knowledgeable of the organizations goals and held accountable to achieving all aspects of their position? This is where job descriptions become important. I know many organizations that post very detailed (almost impossible to meet) job descriptions when hiring but when it comes to daily performance, the job description and role responsibilities become obsolete. Employees are great employees when they are exceeding in each area of their role and capable of taking on aspects of the positions above them.
3. Is there regular training occurring and development/growth plans in place for individual employees? Regular discussions and performance reviews make for an easier time in the long run. Managers and employees should be on the same page when it comes to what the employee does well and their areas of opportunity. Areas of development are not secrets to keep but an opportunity for discussions about performance and growth.
I don’t like to call myself a recruiter, I am as much an advocate for the candidate as I am for the organization hiring. It’s about building great team that work hard, think like owners and exceed goals. To achieve this, it’s vital to fill open positions with good candidates but it’s equally important to organically and systematically support growth and manage performance.
my current team…