Brick by brick: how to build your team

Photo by Richard Stott on Unsplash

This is a difficult time for businesses just trying to find enough people to run their basic day-to-day operation. Many have had to change hours, eliminate services, even close, because they just could not hire enough people to do what they do. This situation is fluid, and I believe it will change as government subsidies come to an end. Businesses will be able to find more help over time. Although the current situation will change for the better, this post touches on the need to build a team for the longer term, versus plugging at once holes.

This highfives column has offered detail about the hiring process in past blog posts. Today, I am coming at the idea of team building from a different direction. This post is about your people once they are hired, as well as the people who have been a part of your organization for a period of time. Instead of talking only about the initial process, I will present ideas about why your current team is worth more than most recruits. I suggest the process of recruitment is flawed. The employer gathers several candidates for the interview process, hoping to end up with one they will hire. If as a candidate, a person knows what to say and how to say it, there is every chance they become the likely candidate without the need to showcase their skills. Once hired however, the candidate should hopefully go through a training program, followed by practical experience that creates value for the organization over time. This post is about recognizing that experienced people in the system have more value to you than most recruits. Here are my highfives for training and retention:

1)      Create a strong development program beginning day one: The first 30 days on the job are the most valuable. Use the enthusiasm and passion of your new staff member to build a long-term employee. These first days are the most critical in building attitude.

2)      Continue to work with your team members: Provide ongoing support as well as recognition. Continue to give your people the feeling they made the right choice when they said yes. Every new recruit is anxious, concerned, wondering if this choice was right.

3)      Cross-train your people: work with your people on the idea of building their value, not only for you but themselves and for the long term. The development process should begin day one and frankly never end. If employees are disengaged today maybe it is because their leadership has left them out of most of the picture? You are building their career, not just filling a role.

4)      Every day is an interview: when you work side by side with your people, you see their new skills show up right in front of you. You have invested in your team members as they have invested in your property. Work with them on their dreams & goals, helping them to improve as they do their job. Few remain forever, so help them as they help you.

5)      Hiring is hard work: once you have good people in place, do the things that make sense to keep them. Develop them, have empathy for their personal struggles, promote them, and help them to see a better path toward greater success. It can be a far better decision retaining experienced people, rather than throwing darts in the next great interview bowl!

Every day in the career of an employee matters, especially those first 30 days inside your organization. During this time, they are building a belief system about you, the team, and the job itself. Have a plan to make their entry point interesting, engaging, and full of real education. Keeping the best people on your team, those you trained and developed, is a far better service solution than going through lots of turnover. Keeping good people beats any recruiting plan you or I might create. Treat people as you want to be treated. Know you are hiring an entire person, not just an employee. 

Jack Dillon writes the highfives series. Jack is now an author, an expert in purchasing, service solutions, communications, and content creation. Now a part of Career Dividends, Jack is available to help make your golf shop better, your team better, as well as build your story with interesting stories. His first book, Jump the Line: 101 Lessons for Professional Success, will be released soon. Contact Jack about your property. Reach him at 407-973-6136 or jackd@careerdividends.com. Jack lives in Orlando and on Zoom.