• Build Your Systems
    • The 7 Systems Builder
    • Systems Mastery
    • Bespoke Mentoring & Development
    • Business Efficiency Bundle
  • Develop Your Team
    • Managers' Development Programme
    • Team Contribution Compass
  • Get To Know Us
    • Meet The Team
    • Marianne
    • Contact
    • Media
  • Books
  • Blog
Marianne Page
  • Build Your Systems
    • The 7 Systems Builder
    • Systems Mastery
    • Bespoke Mentoring & Development
    • Business Efficiency Bundle
  • Develop Your Team
    • Managers' Development Programme
    • Team Contribution Compass
  • Get To Know Us
    • Meet The Team
    • Marianne
    • Contact
    • Media
  • Books
  • Blog

Should managers worry about their workforces in 2020?

1/19/2020

0 Comments

 
Picture
As featured here in HRD Connect

2020 will be a big year for new beginnings. How can leaders ensure their best people stay put?

A new decade can be a catalyst to kick-start your own journey to accomplish your life goals.

Members of your team who dream to be somewhere else and start their own business, move to the seaside or whatever they aspire to may well be more likely to up sticks this year, however those that do were never fully invested in your business anyway.

So, my question to you is, is the culture of your business a nurturing and positive culture, or is it stagnant and negative?

Do your team have a clear career progression plan, or do they drift along in the day-to-day seemingly ‘stuck’ in their job for life or until they leave? If it’s the later then worrying about the high turnover of your workforce increasing dramatically this year may be valid. If you have a low staff turnover and a happy team, you’re probably on the right track in terms of your business culture.

The real question here is: How do you improve your business culture? 

If you want a culture of ownership and accountability, a positive and engaged workforce and lower staff turnover, ask yourself:
  • Do I hire people who share my values?
  • Do I share my vision for the business with my team?
  • Do I have consistent processes and train every team member how to work with them?
  • Do I have a robust and consistent performance management system keeping everyone
    on track?
  • Do I communicate with the team regularly, sharing information about the performance
    of the business as a whole?
  • Do I delegate, and trust that the job will be done to a high standard?
​
Hiring the right people 
The ‘right’ people are those who share your values; who get what you are trying to achieve with your business; who see your vision and are inspired by it.

It’s important to immerse every new team member in your culture from day one. Tell them stories that demonstrate how people take ownership in your business, and how you empower and encourage everyone to make decisions and be accountable.

Show what your culture is through your actions: arriving on time, everyone greeting the new starter warmly, explaining your ‘rules of the game’ to them, and demonstrating your personal values through everything you say and do.

Engaging your people 
A strong business culture relies on the whole team buying into it. If you’ve taken your time in hiring the right people you will have no problem in engaging them in your vision and goals for the business, and in your culture.

You have the right people, so involve them in finding solutions to problems, planning for the future, setting their own targets. If your current team is far from engaged, call a meeting and share your vision, help them to understand what they’re a part of and why they’re each so important. This isn’t an overnight thing, so keep sharing wins and positivity. Say thank you.

Develop simple, logical and repeatable systems, and train your team to follow them.

Help them to understand why consistency is so important. Make sure that they understand not only what is expected of them, but the high standard you expect them to perform to. Give them all of the information they need to do the job on their own, and then get out of their way and let them get on with it!

Monitoring and measuring performance
Engaging with great people is easy. But on occasion, you will get your hiring all wrong, and you’ll take on someone who just doesn’t fit your culture, your values or the ethos of your business and they will have to go. It may be that 2020 will be the catalyst for this anyway.

It’s always good to give people a second chance, and I’m personally very big on forgiveness, but when a second chance has been wasted, make sure that you have the performance management system in place to manage them out of the business if needs be.

The negative impact of someone who doesn’t fit is simply too great and, in a growing business with a small team, you simply can’t afford the consequences for your customers, your team and ultimately lost revenue and profit.

Have quarterly performance reviews, but at your annual performance review, build the following questions in:
  • Where do you want to be in 5 years’ time? In 3 years? In 1 year?
  • What training and support do you need from us to get you there?
  • What’s in your way?

With the members of your team who are the right fit and who are invested in your business and who can see themselves progressing, their answers to these questions will be detailed and show a will to progress up the ladder. They will ask for things from you.

You will also have your loyal ‘steady stayers’ who love their role and don’t wish to progress. This is ok too of course, some people aren’t naturally ambitious. However, still try to work out some sort of target and reward system for these team members and make them feel part of the journey.

Communicate Communicate Communicate
While your business is still growing, you are your business, you are the leader, and people will want to contact you personally – both your customers and the individuals in your team.

How you handle this will say a great deal about you and your business culture.

Communication is vital in any relationship. Your business simply can’t do without open and honest communication through channels that are clear and easy to use. If you want to build a culture of ownership and accountability it’s absolutely essential.
0 Comments



Leave a Reply.

    Picture

    Sign up for our weekly insights email below

    Sign up

    Author

    Marianne is the author of three books, and is currently working on her fourth, whilst regularly writing her blog, we hope you enjoy it :-)

    Archives

    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    May 2018
    March 2018
    February 2018
    November 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    March 2017
    February 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014
    December 2013
    November 2013
    October 2013
    September 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    August 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012

    Categories

    All
    Action
    Business Consistency
    Business Growth Solutions
    Business Owner
    Business Planning
    Business Relationships
    Business Systems
    Communication
    Cost Efficient Systems
    Creativity
    Customer Experience
    Customer Journey
    Customer Satisfaction
    Easy Business
    Efficiency
    Entrepreneur
    Family
    Feedback
    Get Stuff Done
    High Performing Team
    Hiring Well
    Leadership
    Management Development
    Managers' Development Programme
    Managing People
    Marianne Page
    One Right Way
    Overwhelm
    People Systems
    Performance Reviews
    Personal Development
    Personal Effectiveness
    Personal Management System
    Personal Process
    Personal Satisfaction
    Personal Systems
    Personal Transformation
    Planning For Success
    Planning System
    Process & Systems
    Scale Up
    Service Excellence
    Simple Logical Repeatable
    Success Habits
    Systems4Scale
    Team Engagement
    Time Management
    Time Management & Personal Effectiveness
    Time Off
    Training
    Vision & Values
    You Reap What You Sow

    RSS Feed

Picture
Get Started
Marianne
Blog
Contact
Terms & Conditions
Privacy Policy
  ©Marianne Page 2018
Picture
  • Build Your Systems
    • The 7 Systems Builder
    • Systems Mastery
    • Bespoke Mentoring & Development
    • Business Efficiency Bundle
  • Develop Your Team
    • Managers' Development Programme
    • Team Contribution Compass
  • Get To Know Us
    • Meet The Team
    • Marianne
    • Contact
    • Media
  • Books
  • Blog