Finding, retaining, and motivating new and current team members is tough.
Attracting people is tough when such a small pool of talent is available. There are four main contributing factors to ensure that we attract the right people:
Connection / Purpose
Empathy
Benefits
Growth
I will touch on all four briefly in this blog, as each deserves a blog. I have a simple step-by-step exercise to help you become the best boss and have the best team, saving you time and money. I will be sending this out soon in my new newsletter, so keep an eye out for that.
Connection and purpose
The key to a long-term, engaged team is to have a higher purpose, goal, vision, mission, whatever you want to call it. Something that the team can believe in and work towards instead of a paycheck. A simple way to create a vision is to establish why you are in business. Are you in business to make money and sell some beers? Or, for example, do you want to be the central hub of support for the community giving everyone a place to call home and connect? Having a purpose for the company gives you an edge over other employers, so take some time and work out what your goal is in business, share your passion with the team, and they will strive for the company to succeed.
Empathy
You want your team to feel heard, understood, and cared for. If the owner's primary focus is to look after the team and the team feels connected and cared for, they will do an excellent job for you, and they are less likely to be looking around for other opportunities. One of the most impactful things I find is simply asking individuals how things are going for them, how they think the business is going from their point of view, and asking for suggestions on doing things better. These guys are on the floor and may see things differently. If you have the right people, they will want to help work out systems and processes to make their job better and more efficient.
Growth
What am I going to learn in this position? Yes, there are different team members, some motivated by growth and some who want a paycheck. Both can be good assets. However, understanding each individual is critical. Helping to outline future growth possibilities can encourage people to choose you over others. Even having a conversation and asking them what they want in a job or moving forward will help build a connection and understand how you can help them. Doing this in the interview process can also be very helpful as it shows that you are interested in them. Good bosses have a lot of care and compassion for their team, knowing small things about them, showing genuine interest in them, and helping them move forward.
Benefits
Just offering a paycheck now is not enough. What else are you offering? Here are some items I know work
Team meals
Living wage
Four day work week
Team outings booked throughout the year
Incentive plans
Flexible days off
Additional leave entitlements
Petrol vouchers
As business owners, we have a lot on our plate. However, we need to put the team as one of our highest priorities, and we need to be the best leaders, coaches and counselors for them so they are as passionate as us. A connected team is a successful team.
Four key questions to start with to get you on the right track:
What is my business's higher purpose, and does my team know all about it?
Do I know three individual things about each team member?
Do I know where my team wants to go personally and professionally?
Am I offering the right benefits?
Have a think about these questions, take some time to make a plan to move forward, and be a better boss. Nothing changes if nothing changes, and its up to you to do the work
RICHIE WALSHE
THE GROWTH COACH - HELPING HOSPO OWNERS TO MAKE MORE MONEY AND WORK LESS.
www.thegrowthcoach.co.nz
