Why it’s vital to build a bench of employees

Fielding a team that is complete and ready to play when the whistle blows is never a problem for a football team. They can find more than enough athletes who want to do the blocking and tackling. Although a team may incur many injuries, they will always recruit enough players to field a complete squad. A business is different. While there may be a core group of excellent men and women who show up excited for the day ahead, a percentage of the team may seem uncomfortable, searching for better, and then better still. So many clubs continue to suffer from ongoing staff turnover. It seems there are always folks who continue to search for their more perfect role and place.

While this post will not eliminate staffing problems, it will present three thoughts for putting together a group of people that may just develop into a strong team, one that can move forward together as a productive unit. Building a group of employees who like what they do, enjoy where they do it, and appreciate their peers and manager is the dream of the leader. Having a consistent experience for members and guests will help build loyalty, additional members, and more business over time. Solid hospitality doesn’t just happen. Developing a consistent team of more than satisfied staff takes ownership, patience, and dogged commitment. A commitment to work with and spend time with the process.

As the leader, your attention means a great deal. When you dig in and get involved from the recruiting piece on, people notice. Your managers tend to do more, your staff feels truly connected to you and the operation. Things work better because the team steps it up and gains more interest in having things work as they should. Putting a group of people together that can become a team takes effort, patience, tries, and ever more tries. It is a program minus an expiration date. Although you are likely to have managers to handle a large part of the recruiting process, I encourage you to play some part in each phase, to watch the process, acknowledge candidates, and provide coaching to team members along the steps. Here are three thoughts on building a great bench.

Have several managers interview candidates. In my opinion, you are not only looking for a great waitress, a superior assistant golf pro, etc., you are looking for great people. When you have multiple managers speak with candidates, you are gaining perspective from a wide variety of backgrounds. This can work well in determining the final candidates for any position, no matter the department.

Connect final candidates with experienced full-time staff members. It is a good idea to have team members from a department interview final candidates. When you connect people who might work together it provides the chance for both sides to investigate, learn, and even build rapport before an offer is made. Gaining a bit of trust early on can sharpen the culture as things develop.

The leader should stay involved. Although there are many steps in the recruiting/hiring process that you can avoid, there are specific things you can do to help end up with better choices and therefore a more solid bench. Meet every candidate, as they can also be your customers. Provide your best elevator speech to create enthusiasm for a job. Connect to all final candidates, supporting and showing sincere interest in having them become a part of your team. Congratulate the winners and call the losers, thanking them for investing their time in the process.

There are many reasons for the leader to be involved in building the bench. Filling every role is important. The hope should be that your future managers will come from the pool of hourly staff members. Become and remain the #1 cheerleader for the club and the hiring process. Show candidates why your business as well as your leadership is the best reason to say yes and accept a role. When the leader invests time and attention people get excited.

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Jack Dillon writes the In My Opinion posts. Jack is an expert available to help you and your team create a strong 2025. Jack is a consultant, speaker, and strategist. You can learn more at: www.youdontknowjackd.com. You can also give Jack a call at  407-973-6136. Jack is building his Q4 and Q1 2025 schedules now. The call and information is FREE. Jack lives in Orlando.