You also need policies in place to underpin your on-boarding process. Again, this ties strongly to systems control.
Your policies need to touch on issues such as annual leave, uniform expectations, the expected level of disclosure, behavioural standards and OH&S.
Your role as a team leader is to make sure that your team are well versed in your expectations of them every step of the way. If your new team member has any questions that you haven’t pre-defined an answer to, you need to reassess your policies.
Clear and well-communicated policies are the key to a productive and well-balanced team.
Mobile phone use has a major effect on productivity and employee engagement these days. For this reason, it’s super important to have a well-defined and understood policy regarding phone use during work hours.
This could be anywhere between phones staying in lockers or a locked drawer and only allowing access during defined break times, to just discouraging personal use during work hours. One of my clients has a policy that personal calls are allowed but must be made on the company landline.
Whatever works for you and your team needs to encompass productivity and keeping your employees happy.
Communication is vital.
The performance appraisal process helps with team control. This process can be quarterly, yearly, or as simple as giving clear feedback when required and not waiting for a structure. Whatever works for you, as long as it’s defined.
If you choose a spaced-out schedule, it’s important to take notes along the way. Keeping both positive and negative notes allows you to provide comprehensive assessments that aren’t relying on fallible memory.
Team meeting processes; from determining an agenda to taking minutes, allow you to share some elements of control with team members.
What happens when team members leave you? Your off-boarding process is as important as your on-boarding process.
Especially in industries where clients may easily change hands, such as hairdressing, you need to ensure that you keep control of your client list when you lose a member of your team.
This might mean restricting database access as soon as a team member hands in their notice, or rearranging shifts so that team member no longer requires keys or works alone.
Each member of your team is valuable, but your priority is the long term success and security of your business.
Your business is only as strong as your team. Your team is only as strong as its leadership.
Your role as a business owner is to make sure that each member of your team has a well-defined role, with clear expectations and boundaries. Providing feedback, whether positive or negative, is essential to your employees feeling valued and appreciated.
Team control comes from understanding the structure that allows you to get the best from your team. And that will always be individual.
You won’t succeed with a disengaged or unhappy team, so you need to encourage an open dialog every step of the way.
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