Building a Winning Team by Gary Wheeler
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Gary Wheeler delivered a presentation to the Marietta Business Association on how business owners can create a winning team to grow their business.
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Building a Winning Team by Gary Wheeler
- 1. BUILDING A WINNING TEAM MARIETTA BUSINESS ASSOCIATION Gary Wheeler, SPHR, GPHR, CCP, CBP
- 2. DiscussionTopics • Creating a Plan • Selection • Onboarding and Orientation • Training • Performance • Accountability • Communication • Recognition 2
- 3. Creatinga Plan • What is the best use of my time? • What tasks should be outsourced? • Accounting, Web site, Send Out, etc. • What is the resource(s) I need? • Exempt or non-exempt • Scheduled hours • Compensation • Job Specifications (Job Description) • Performance metrics 3
- 4. Selection • Sources • Word of mouth • Target groups • Church employment groups • Interview steps • Group • Presentation • 1 on 1 Behavior interview • Background check • Final selection 4
- 5. Onboardingand Orientation • Onboarding is a critical step in the employment process • Orientation • Work rules • Expectations • Harassment • How you will communicate with each other • Performance expectations • Onboarding • Initial training • Understanding your business 5
- 6. PerformanceEvaluations • What are the business key performance indicators (KPI’s) • Link individual performance to company’s KPI’s • 80% or more of the performance evaluation should be objective data that is linked to the quality, service or profitability of the company • Use evaluation or create a dash board • Weekly review • Monthly review • Quarterly evaluation 6
- 7. Accountability • Hold employees accountable • Correct behavior immediately • Communicate professionally • Treat employees with respect • Recognize corrected behavior • Never take it personal • Retrain and believe in your employee • Exit employees not aligned with your business 7
- 9. CommunicationSteps • Choose the setting • Later (preferred) or immediate (illegal/safety) • Indirect (coaching preferred) or direct (tell) • Private (1 or 2) v. public (group) • What is the issue • Who is impacted • Customers • Co-workers • Me • What is the best resolution 9
- 10. Summary • Talk with your people not at your people • Communicate, Communicate, Communicate • Document, Document, Document • Never get emotionally upset • Never take it personally • Your goal is to help your people be successful • Tip: It doesn’t have to be fancy 10
- 11. Communication Building aProductiveTeam, OnePersonataTime • Talk Listen and Commit • Enhance Employee Relations and Customer Relations 11
- 12. Communication • Talk, Listen and Commit • Employee talks • Supervisor listens • We commit to work together • Keys to Positive Communication • Maintain and enhance self-esteem • Listen and respond with empathy • Ask for help in solving the problem 12
- 13. Planningthe Talk • Notify the employee in advance • Choose a private place free of distractions • Allow 15 to 30-minutes • Plan to take notes • Be prepared to follow up promptly after the talk 13
- 14. FollowUp • The most important part of the discussion is to follow up on issues, questions and concerns • Sending a thank you note or thank you email aids in building productive relationships 14
- 15. CriticalPoints • Talk, Listen and Commit is a leadership tool • Brand the talk as talk, listen and commit or TLC • Conduct two TLC’s per year • The key is to listen • The most important element is to follow up • Your team should be able to come to you with any situation (performance, relationships) • Never get upset 15
- 16. CriticalPointscont. • Ask for help in solving the challenge, problem, issue, question or concern • TLC can be used to proactively correct behavior • People work for their manager • Conduct informal TLC’s to build relationships • Relationships drive results/success • Our primary goal is to get our people to come to us • BUILD A TEAM ONE PERSON AT A TIME 16
- 17. Recognition • Recognition, Perks and Benefits • Celebrate wins • Time off (paid and non paid) • Desk side chats • Favorite candy bar out of the box ideas • Spot bonuses • Gift cards • Cups, mugs, other stuff • Thank you notes • Take advantage of free training opportunities • Assign special projects 17
- 18. Team Activities • Open Hand • Stone Mountain • Soup kitchen • United Way Project • Baseball game • Golf • World of Coke 18
- 19. Q & A
- 20. • What we do • Provide strategic and tactical HR solutions for small business • Part-time HR Director • Starting at $1,500 per month • Annual Membership Program • $500 per year • SUPER VALUE FOR SMALL BUSINESS • Specific HR Projects • $50 per hour Our Company
- 21. • An HR Compliance Audit • A standard application form • An interview template for consistent interviews • List of interview do’s and don’ts • Contractor v. Employee Checklist • Exempt v. Non-exempt Checklist • I-9 Training • A Onboarding / Orientation Checklist • OSHA 301, OSHA 300, OSHA 300A Forms Membership Program
- 22. • Customized Employee Handbook • Unlimited phone calls or emails on employee issues, questions or concerns • Employee performance issues • HR compliance issues • Contractor v. employee • Exempt v. non-exempt • Recruiting and retention challenges • EEO & harassment complaints • Health and Safety challenges Membership cont.
- 23. • Up to eight (8) job descriptions • Up to eight (8) performance evaluations • Hazardous Material Right to Know Power Point Training • Online sexual harassment video training • Online management communication, accountability and documentation video training Membership cont.
- 24. Gary Wheeler The Virtual HR Director, LLC 678-997-0017 gary@thevirtualhrdirector.com http://www.thevirtualhrdirector.com Thank You