Organize Your Team For SUCCESS
Set Goals Ahead of Time
Having goals as part of your business strategy is important when it comes to planning expenses, making revenue projections, and keeping sales records, but there are still organizations that don’t set goals for their team.
“Setting goals ensures that everyone understands what the prize is and what they are working towards. When your leadership team clearly understands what you are trying to accomplish it provides greater rationale for the decisions you might make … This will eliminate a lot of the uncertainty that goes with not understanding the goals of the company,” said the article, 4 Reasons You Need to Set Business Goals, on Inc. Make sure to set your goals ahead of time so you’re not left scrambling when something unplanned happens. And always have a back-up plan ready.
Uncover The Team’s Fun Side
Having a team that’s comfortable sharing their ideas and concerns isn’t pre-programmed at the onset of its creation. Your team needs to trust each other and know each other outside of the cubicles first and the best way to do this is to encourage a fun atmosphere. If you’re not up for having a scheduled 15 minutes of the day just to have a coffee with your team, organize something outside of the office that you know your team will enjoy. Look into interesting things to do in your city, such as an escape room, and don’t forget to share the event on your social media pages.
“When people feel supported and know that someone has their back they’re able to do great things. It’s like having a safety net that allows you to ask questions, have confidence, speak up and take on a challenges. Not only does this benefit the company, but it benefits your own personal growth,” says the Prototypr article, What the Hell is ‘Team Culture’ and Why is it So Important?
Customers Aren’t Always Right
I’m still waiting for that epiphany moment when businesses finally get rid of “the customer’s always right” slogan. Not only does it promote unhappy employees and open the door for customers to have a reason to abuse the system, it has no ounce of truth. The HuffPost article, Top 5 Reasons Why ‘The Customer’s Always Right’ is Wrong, the author quotes Gordon Bethune who says, “You can’t treat your employees like serfs. You have to value them ... If they think that you won’t support them when a customer is out of line, even the smallest problem can cause resentment.” Having happy employees who, in turn, are happy with their customers is worth so much more than the loss of one unruly, dissatisfied customer.
Choose People Wisely
Your business could be full of educated people that have the certificates to prove they know the theory of how to make your organization successful. But, if your team doesn’t have the creativity, passion to learn, and desire to use their soft skills to develop the hands-on skills to ensure the utmost performance of your business, then you’re team may not be on the right road to success.
“When hiring I tend to look for passion, intelligence, and ambition. After I solve for cultural fit … I then care deeply about competence,” said HR consultant William Tincup, CEO of Tincup & Co., in the article, Why You Should Hire For Potential, Not Experience. The article by Fast Company explains that if new hires don’t have potential, then the experience they bring with them won’t necessarily matter.
“Companies that don’t recognize employee potential can lose out.”- Fast Company
When hiring a new team, look for the traits you really want to see not the experience (unless of course you’re hiring a lawyer for your law firm - then adjust your requirements accordingly). If you have team members who aren’t being encouraged to live up to their fullest potential, then they’ll find a job that does, and your organization will either suffer or have no idea of the extra success you could have had.
Empower Your Team
We’ve all heard of Spotify - it’s the platform that keeps many employees motivated with music throughout their workday. Did you know, though, they’ve been esteemed for the way they organize and empower their 8 person “squads”? With a balance of autonomy and accountability, and the perfect dash of innovation and consistency, a work team can develop a strategy that breeds success.
“At first reading, it might sound like just another way to define a conventional organizational matrix in Millennial- and digital-friendly terms. But a closer examination reveals just how different the model really is and why it seems to work so well,” The Harvard Review writes in their article, How Spotify Balances Employee Autonomy and Accountability. Empower each team member into feeling like an important part of a machine, without them the machine won’t work, but without their proper function it won’t either.
Stay away from Seniority
Just because someone has been working at your business for longer doesn’t mean they are more suited for promotions as they arise. Having motivation to excel and move up the ladder doesn’t necessarily grow as their time at the company does - it may even have the opposite effect. Be on the lookout for those special personalities that you know will do well in higher positions. Consider holding an open hiring for positions where anyone interested is encouraged to apply. And then don’t even think about their time in the office or how well you may be friends outside of it, instead focus on the interview, their work ethic, and whether or not you can see someone succeeding at the role.
Also, when it comes to seniority, don’t let it run your office. If more than one person has the same title yet one has been there two years longer, don’t let the idea of this person having more control over the company start to set in. Every employee should be made to feel equal from the very beginning, or soon you’ll start losing them.
“Having check-ins with your team on a regular basis can help keep everyone informed, provide comfort in autonomy, and direct your employees’ objectives that lead to positive reviews,” says the article, How Often Should I have Employee Check-Ins? Shifting from the old-fashioned, nerve-wrecking, stress inducing performance review to a laid-back casual check-in will probably be better for your business. Allow your team to give you their one-on-one insight as well as discuss any issues that may have come up recently sooner rather than later.
Also, we at Spark are avid promoters of the team check-in, which allows team members who may not often work together to share ideas and useful strategies, but also gives a chance for open discussion.
Has your team been practicing “SUCCESS”? Let us know in the comments!
Written By: Kimberley Falk - Multimedia Writer