The “Hawk’s eye on Business” podcast from Feb 6th features Roger and Val discussing hiring practices for business owners. The question is raised as to what the best practices are for hiring employees. All too often business owners spend good money trying to find the right people to put on their bus only to find that the employee they painstakingly hired is not committed to their business any more than the last person. So what is the problem? Why do some businesses succeed at finding the best people and others struggle?
One reason is lack of proper leadership by the owner. Yes, you are the problem in many cases. Not intentionally but nevertheless, you are. So what can you do about it to start attracting the right types of employees?
1. Vision – Do you have a vision for your business? Is it clearly communicated to your team? If I were to walk into your place of business and asked the first, second and third employee I can to what your vision of the business is, would they be able to tell me? If not, your vision is not being transferred to the staff and is the root of your problems. If you have a vision that is not written down and communicated effectively, you need to do this now.
2. Mission – Your mission communicated to your team, your customers, and your stakeholers (YOU) how you are going to accomplish your vision. I know it is a task many owners don’t want to do but it is critical to the morale of your team to have this in place.
3. Culture – What is the culture you have established in your business? If you haven’t defined it, your team already has. The culture established by employees who have no real stake in the business other than a paycheck is not one you would want as the business owner. Do not overlook this area of your business. Grab a list of values and start defining your culture.
4. Goals – Clearly define your goals. Minimally, you should have goals that are 3 years, 1 year and 90 days into the future. The 90 day goals can be broken down into 13 weekly tasks that are then communicated to the team and measured against. By breaking your 90 day goals down into 13 weekly tasks it is easier to stay on track and not go astray. This also gives your team incremental “wins” that build on themselves. Employees want to know they are making a difference and that they are performing at a high level.
For help creating your vision, mission and culture statements in your business contact Roger Hawk at email@example.com or reply to this blog. For information on the next 90 day planning day visit Massive Action Day
Roger Hawk is the host of “Hawk’s Eye On Business: KBOI News Talk AM670” and has been coaching, teaching & consulting Businesses for over 18 years. He’s been seen in Who’s Who, Virginia Tech’s Scholar Library, Eagle informer and various social media forums. He serves on Eagle’s transportation committee, and has created numerous support tools to help Business Owners become financially successful.
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