DO THIS, NOT THAT | KEEPING YOUR EMPLOYEES ENGAGED AND EFFECTIVE

Inspired by models such as the Columbus Business First’s Best Places to Work content series “Do This, Not That,” we’re motivated to share our thoughts in a similar delivery! The goal is to share best practices in workplace scenarios. In an age where culture is king (think kegerators and sense of purpose) here are some delicate employee situations and how to handle them.

REWARDING EMPLOYEES (WITHOUT CASH)

Do This:  Spontaneously acknowledge their hard work. It’s good to reward team members based on reaching goals, but sometimes it’s nice to take a team member out to lunch or out to drinks ‘just because.’

Not That:  Expect goals you didn’t relay to the team. Be transparent with your goals/numbers so employees know what they’re working towards.

COUNSELING AN UNDERPERFORMING EMPLOYEE

Do This: Provide constant feedback from managers but also give an opportunity for feedback from peers. Rule of thumb: three compliments before any criticism – always hearing/giving negative feedback is mentally exhausting.

Not That: Scold them in front of the whole team. Hold a private conversation with an email follow-up to recap the conversation and expectations going forward.

INTERVIEWING A POTENTIAL HIRE

Do This:  Evaluate more than skillset. Skills can be acquired/grown upon, but personalities need to mesh with your current culture.

Not That: Hold an interview with only the prospect and business owner. Hold multiple interviews with different team members to ensure they will work well with the people they will be working with day to day.

HANDLING REVIEWS

Do This: Hold manager reviews, self-reviews and peer reviews. It’s important for team members to get candid feedback from their peers and it’s important for you to hear their side of the story, too.

Not That: Don’t schedule over these meetings or have your attention elsewhere. Meet with team members consistently and go through each item in detail.

GETTING EMPLOYEES TO BUY INTO YOUR MISSION

Do This: Live by it. Don’t write it up and never review it again – your mission should be something each employee is driving towards each day. Review goals during quarterly meetings and make it visually available to employees.

Not That: Keep your team in the dark. You need to talk about the company’s mission with your team, explain why/how you came up with the details.

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