Forums: Discussions for entrepreneurs and small business.

Ok they are not secrets and I am not the origin of any of them. Well, #8 might be mine, but the idea isn’t.

Real Quick:

I have had my own chain of cafes in Beijing.

I have been a Partner at the world`s largest executive recruitment firm.

I have advised and negotiated for Westinghouse Nuclear on their successful bid for 4 nuclear power plants in China.

I am now working on a site that with the premise that people should be recognized and rewarded based on their ability to Get Stuff Done.

I don`t know everything, but I have made and seen plenty of mistakes and hope you can avoid them.

#1. System Dictates Behavior

Make sure to align your business goals with the individual`s goals, because if they are not you can be sure that someone is going to find a way to game your system to get what they want.

#2. Have everything in writing

This may be obvious, but you would be surprised how many times, the basic rules and plans are only verbalized. The act of putting it in writing forces you to communicate clearly. Just because something is clear in your head, doesn`t mean the other person `gets it`. And this is even more true when you are not there to walk them through each step and provide guidance or interpretation in the training process.

#3. Do your homework

Before you even look for someone, be clear what the job description is. Surf the net, download some of the 100`s of examples, cut, paste and craft one of your own.

Then make sure you know the Top 10 f*@k-ups people make managing whatever position you are managing. Whatever it is, it`s been written about. Google it, it`s worth the time invested.

Hmmm...Maybe this should be #1

#4. For skilled labor - go with proven talent

Oh sure your buddy`s best friend who used to be a designer [U]might [/U]make a good marketing manager, but your odds of success are higher by going with proven talent.

There are no gaurantees in business, all we can do it work on improving our chances.

#5. For unskilled labor - hire for attitude, train for skills

If you can train someone to do the job in 2-3 days, then get those with the best attitude and train them! Having to deal with someone who already `knows` how to do it that is different from your way, well un-training a skill is tough. So unless their way is the better way, in which case everyone will learn from them, K.I.S.S. use your way.

#6. Proper Interviewing

Go to monster.com, get some of the top interview questions, know what you are looking for and then prepare 5-10 questions that you will ask every interviewee.

Oh yeah, print out a page for each interviewee with space to make comments. You will forget details after a few interviews.

#7. When it comes to hiring - Go with your gut

Great resume, great interview, great references, but bad vibe?

Hmmm... unless you had a really bad night`s sleep, ate something bad, or are having massive stress from outside factors, go with your gut. 

If you are in doubt, interview them again, but my old man used to say, "When in doubt, don`t."

<he may have been talking about eating food, but it works here too>

#8. Ability X Motivation = Success

Think of this as a mathematical formula and you can`t go wrong. Zero times 100 is still zero. So when you have that really sweet, fresh graduate that just... doesn`t...get it, let them go. And when you have that brilliantly talented, grumpy, poison-in-the-office type who constantly under performs, let them go.

While you certainly need to know which management style to use for each employee, but you cannot spend all your time trying to motivate the unmotivated or train the untrainable.

Summary of #4 through #8 - Get the right people on the bus and the wrong people off the bus. From Good to Great

#9. Goal Setting and Pay for Performance

This follows from #1, #2 and #8.

Make sure your player are clear what they need to do to succeed and then reward them appropriately.

In fact, your reward policy should be transparent (#1)

Remember you get what you go for.

#10. Over Communicate

This should not be confused with micro managing, but rather creating a system to check the team is on the right path and hitting their milestones.

#11. Walk the walk

Don`t expect your staff to act in a way that you yourself do not.

#12. People time is important time

Be you a manager or a leader, spending time with your team is important. Not to solve their problems, but to help them be better, understand you better, know where they are having problems better , the list can go on and on.

Organize/manage your time so there is connection time. If you don`t do this, you will see yourself facing `interruptions` and fire fighting or baby sitting. That sort of thinking is not helpful.

Hope this helps.

Cheers

Sam Goodman

me-2-b.com - People you can count on.

These are very useful tips for anybody managing a team.

Nice One CraigL.  Now this is a good way to find a good employee. 

Great list, I would add to always share your vision of the company. If your workers feel part of a growing process, then they will put in their every effort to make it a success.

GREAT POST! 

The only thing I would add is empower your employees to take ownership and responsibility. If they feel like they have a stake in the outcome and control over their job they are more likely to rise to you expectations than if you treat them like paid monkeys.

I really enjoyed reading your list and all the replies! I agree that empowering and encouraging your employees to be accountable for their role is essential to getting the best out of your staff!!

Have a great day!! 

Interesting tips. Nowadays, many companies and shops have Hispanic employees. I think it is very important to respect their culture. I read an article about an employer who wouldn't let his employees speak Spanish and he was sued. 

One way to show you care is to translate HR materials.

I really glad to read your amazing 12 points , it is very new to know me about it.

I am very surprised to read these tips.

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