Do you have the Right People in the Right Jobs?

Do you have the Right People in the Right Jobs?

Last week I had similar conversations with owners at two very different businesses. I asked them:

“Do you have Right People… in the Right Job?” 

If you have been in business for a few years, you start to realize that getting new customers isn’t the challenging,
getting “good people” who want to take care of your customers is far more challenging!

Before I tell you how to build a great team…

Let me ask you, “How many A- Players do you have?” 
[Those that go above and beyond your expectations, are trusted, accountable and a good team player, open to feedback, eager to learn….]

If you have more than 25% A-Players, congratulations, you are in an elite group of small businesses! This is the foundation to build the rest of your team.

But until you get to +75% A Players, you don’t have the foundation in place to grow your revenue, profits, and customer
base without overwork and overwhelm.

When you don’t have the Right People: 

Without a team of A Players, you are captive in your business, involved in daily activities, fire-fighting, and are the only one who drives results. You may feel hostage to the low performer or toxic employee, for fear they will make trouble or quit and leave you hanging. You worry that things are falling through the cracks, you chase people down to find out if something was done, and you get interrupted all day long with questions and “checking” routine decisions. You feel like you can’t leave for more than a few days, and you pay for it when you go on vacation.

When you have the Right People, sometimes they are not all in the Right Jobs: 

Perhaps you have promoted a good employee to a new role, but she is struggling adapting to the new demands. You hired a new employee who seemed like a perfect fit, but he is not working out as expected. “Old-timers” are slow to adopt new ways of doing things and resist changes you want to make. You are frustrated with young employees who learn fast but leave in a year or two because they say you don’t have any future opportunities for them.

If any of these situations sound familiar, you are not alone! 

Most of us focus on hiring A Players to help us achieve our company goals, but once they are on the team we don’t give them the tools to be successful or reach their potential.

For our current staff, we are not sure how to build up their capabilities and performance. They have settled into the
habit of “good enough” and the status quo.

You are left wondering how to light a fire under the average Josie, and how to turn around the performance or attitude
of your most challenging employees.

You don’t want to be the bad guy or the witch, your attempts at coaching have not worked, and it is just easier to
tolerate mediocrity or do the work yourself. Or worse, your best people keep picking up the slack, but they may be
reaching burn-out or are frustrated with you.

The Promise 
If you wonder how some businesses seem to be easy to work with and have a great team, they have the Right People in the
Right Jobs.

When you have this, your trusted team works together to make good decisions (good for the customer and good for the
business).

You don’t have to oversee every sale and every customer, yet you are confident that things are being done right and
customers are happy. You have a sense of control, and trust that the business on target for healthy growth.

The team initiates and implements process improvements, for fewer hassles and more sales without working harder. This
allows you to finally take time off guilt-free and worry-free.

The Model 

This concept is credited to Jim Collins who wrote about this in his book “Good to Great.”
1. Define the Right Things
2. Evaluate if you have the Right People
3. Ensure work is Done Right

[you can read more in my upcoming guide, Building Your Team, Right People in the Right Jobs.]

Featured resource:
If you would like to systematically rate your current team on performance and commitment, you can click here to download
my People Performance Profiler template
.

 

How Delegation Actually Engages Your High Performers

How Delegation Actually Engages Your High Performers

Lately I have been sharing with you resources to 1) Clarify the best use of your time, 2) Create a delegation wish list of your “stop doing” tasks, and 3) Identify to whom to delegate this list.

By delegating, you are creating a “win” for you AND a “win” for you high performers. 

Your high performers crave challenging assignments and want to know they are being developed for future growth.

In fact, “opportunities” to develop is the number one retainer and engager of your top people- the least expensive and most powerful reward your organization has to build your A team.

To continue your delegation journey, I created a 18 minute video to show you the whole process. The development action plan process gets all employees working towards goals that benefit them and the company.

Watch the 18 minute Video:  Develop High Potentials with Action Plans

(The video shows not only how action plans benefit your best performers, but also the average Jane and the lowest performer as well!)

So go ahead, give up something off your list in January and watch your people grow!

9 Ways a General Manager Will Benefit Your Small Business

9 Ways a General Manager Will Benefit Your Small Business

Over the years, you built your small business on step at a time. Your hired more staff to sell and service your clients, then you added an office manager and/or an accounting manager. With each hire you expected to get “freed up” to act like an owner, not an employee.

Yet you are “crazy busy” every day– getting sales, monitoring if work is done, leading improvement projects, fighting fires, and otherwise tending to the daily work in your business.

What could be the cause? If you have 10 or more people on staff, you are likely missing a “level” of management.

You have level 1- individual workers, and you (level 4)- expecting to lead well-designed and highly functional systems run by others.
You might even have level 2- a “supervisor” who monitors daily work of direct reports (perhaps informally and tactically), and is concerned with the next week or month.

But if you want to plan 1-5 years out and make changes that will improve your people, process and profits, you have to get out of the “daily supervision” game.

You need a deputy.

Here is a list of 9 ways your deputy (general manager) can positively impact your organization:

  1. Watch the store– develop and implement dashboards with key business results, review regularly and alert you to any “exceptions” so you know things are on track and there are no surprises
  2. Process improvement – identify trends in your hassles, bottlenecks and other issues, research to find route cause and suggest solutions, then implement the solution
  3. Build your team– Identify new roles or more people before your delivery suffers. Recruit, screen, onboard and train new staff that are Ideal Candidates, build a virtual bench of pre-qualified candidates before a position opens up
  4. Coach the team– schedule, assign and coordinate work, monitor performance and attitude, give feedback, train and develop people for the best job fit and opportunities, engage the team to retain A players.
  5. Client experience building– handle escalation of client issues, routine relationship building, periodic follow up to uncover unreported issues and identify opportunities
  6. Get stuff done– Take your brilliant ideas for sales, marketing, process improvement, customer service and work with you to implement them
  7. Get Strategic – Provide another viewpoint and involvement input in annual goal setting, then cascade goals down to every person, communicate and implement via individual dashboards and team coaching conversations.
  8. Hold down the fort” so you can have dinner with your family and take several two-week vacations (almost worry free)
  9. Open up your schedule– so you can focus on thinking and planning, provide leadership and direction, building strategic relationships, and monitoring from a dashboard (instead of an avalanche of data)

Basically a deputy lets you guide the process while they drive the business.

Most owners wait far too long to get a deputy- a general / operations manager. The concerns are the usual- effort (how can I find and train a good one) and cost (how will I pay for him or her?).

Take a quick count- how many of these are happening now in your business?

What impact would these activities bring to your business if they were in place?

  • Would it tighten up your sales process to win more business and increase revenue?
  • Would it increase customer satisfaction leading to more sales and referrals?
  • Would it provide the systems for reducing your costs based on higher efficiency?

If you increase quantity and value of each sale 5%, and reduce costs 5% this can double your profit.

Can a deputy do this for you?

Four Signs You are a Candidate for Delegation

Four Signs You are a Candidate for Delegation

We have all been there, whether you are a “control freak” or “perfectionist” who struggles with the handoff, or a great delegator who regularly gives away routine work.

You start doing something and you just know that someone else could do it.. perhaps should do it.. perhaps does it better. Yet, you rationalize that you will do it faster, she is busy, you don’t want to bother / distract him, you waited too long and now it’s urgent, or my favorite- it will only take a few minutes.

Is this an issue, perhaps not.

But, you are a candidate for more delegation if:

  1. You are exhausted/ overworked/ burnt out doing work you don’t enjoy
  2.  You want to spend more time in your “circle of genius” and do things you actually enjoy
  3.  Your business revenue has flat-lined, or is losing customers or opportunities because you haven’t implemented those big plans you have
  4. Your high potential people are leaving after a few year

Why should you delegate— in case you need reminding:

  • Your time is available to focus on high value long-term activities to grow, scale or optimize your business
  • By delegating, you develop the skills of your team members, which is actually the number one reward and the reason they stay with your company
  • Your brief initial time “investment” pays dividends over time

If you think about investing your time to show someone a task that takes you “only 1 hour a month”
=1 hour training + 15 minutes verifying/ clarifying / training x 4 weeks = 2 hours invested in another person’s development versus 12 hours of your time year (6x your initial investment)!

You know you “should”—if you would like the “how” click here to read my article “Too Busy? 5 Steps to Delegate More