How to Hire an AMAZING TEAM (Part 2)

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Welcome to the ten minute NBA, I'm yourhost is Scott Declare on the ten minute NBA I give you tools, tactic strategies,insights, that you can use the start, scale grow or ten X, Your Business.This is part to which means that if you missed part one yesterday you got arewind. You got to go back to yesterday's podcast, so part two of howto hire and build an amazing team. Yesterday I did part one on how to hireand built an amazing team. So today I'm going to finish up we're going to gothrough the rest of building an incredible team, and hopefully it willgive you some insight if you are just starting out as an entrepreneur or ifyou're a little bit more established and you've already hired a few people,but you want to potentially refine your process so yesterday. What did I speakabout so I spoke about the hero, complex, something that entrepreneursalways fall victim to and how to get over that and why you have to go overthat, and then I spoke about how to find good people. We spoke aboutculture and diversity and where to find them, and what to look for and questionto ask and what not. Today, I'm going to speak about the importance of makingyour employees feel valued and how to and then also work place culture. Whatis it how to create a workplace culture, setting goals, creating clear roles andexpectations, giving people a sense of purpose, helping your team worktogether to final thoughts on building a really strong, kick ASS team? I hopeyou enjoy part to remember if you're, just turning in go back to yesterday'sfirst okay, let's jump right into it all right! So now we're going to speakabout the importance of making your employees feel valued. So finding theright employee is only part of the process and developing a powerful team.You may have excellent employees, but if they're not managed well, yourbusiness is going to struggle so treating your employees well benefitsyou and your company. The importance of treating your employees well can't beunderestimated. You may not be able to make your employees millionaires a dayone, but the way you treat them makes the lasting difference. In fact, howyou treat your employees often affects them: moral, the company more thanindividual income levels. Remember...

...people leave a boss, not a job,certainly compensating your employees well as important, but how you treatthem may even be more important than incredibly high pay or it could win outover a company that giving them a little bit more pay. Of course you haveto pay them enough that they're happy and you have to pay people what they'reworth, but there are other things that are important besides money in twothousand and fifteen, the Harvard Business Review published an articlecalled proof that positive work cultures are more productive. Theyconcluded that cut throat high pressure, business cultures are less effectivethan inclusive businesses that prioritize their employees needs why,in the short term, your business may thrive under high pressure management,your employees may were twice as hard to meet your rising infections, but inthe long term there are significant consequences to the high pressureenvironment, specifically high health care costs, and increase increasedhealth issues amongst employees, disengagement among employees and lostloyalty with an extremely high turnover rate. Let's look at these consequencesand sort of dive deep into them, so health issues so number one issue thatarises from high stress business is the toll takes on someone's health. A studyconducted by B MC Public Health concluded that individuals who work athigh to medium strain jobs visit their general practitioners, twenty sixpercent more than those who work at low pressure job. They also go to aspecialist twenty seven percent. More studies such as this show us that, inorder to present a safe and healthy working environment for employees, it'simportant to take note of mental physical and emotional strain on thejob and disengagement. Workers who are disengaged are less likely to performwell and far more likely have an accident or make a mistake here, somesurprising stistics about disengaged workers. Eighty nine percent ofemployers think employees leave because of money when, in fact, only roughlytwelve percent leave primarily for better pay. Companies with engagedemployees make two point: Five X, more revenue. Employees who are highlyengaged are eighty seven percent less likely to leave their company, and it'sestimated that disengaged employees caused organizations between fourhundred and fifty and five hundred and fifty billion dollars annually. Fewerthan three out of ten employee years...

...have an engagement strategy. You wantto check out these stats, go to office, vibo blog disengaged dash employeesdash in Phorai. They have the stats there. These are real stats, so payattention lost, loyalty, high stress jobs also lead to high turn over rates,so employees don't feel loyal to jobs that leave them unhealthy orunappreciated. According to the American Institute of Stress, thenumber one cause of stress in people's lives is their work lots. They alsosaid that nineteen percent of people pulled had quit a previous job todistress. The cost of replacing an employee is incredibly high andobviously should be avoided when possible. So how can you ensure thatyou're treating your employees well well? This takes us back to thequestion. How do you make employees feel valued to help your employees feellike they're, a valuable member of the team? There are tons of things you cando here are some highly effective ways to let your employees know that youcare about them and you're glad they're part of the team number one compensatethem. Well, you don't have to pay your employees so well that you forfeit ahealthy budget. However, I I feel like that's, not the issue with many peoplewho are listening to this or who run businesses paying your employees a fairwage for the work that they do at market value will go a long way. Youmay only have jobs that would normally pay minimum wage, but a small bump upfrom that would mean a lot to employees. Number two offer flexibility. There area growing number of employees who really desire flexibility in their workschedule. A study from the Harvard Business Review said that ninety sixpercent of US professionals wont flexibility in their schedule, but onlyforty seven percent feel they have that in their current position. Well, a nineto five job was once the norm. This is changing, so this means that employeeswant the options to have a flexible schedule that fits in their lifestyle.They want the freedom to work, a different shift or to work changingshifts or hours based on their needs. Many applicants are looking for jobsthat allow them to work remotely, especially now or have the ability towork from home. Some of the time number three listen to your employees and showthem that you care so taking the time to listen to people who work for youwill make a difference in how they feel about their time at work. Do your bestto give them undivided attention if you're going to set a meeting with them,put your phone down, walk away from...

...your computer or shut off distractions.Let them know you're paying attention by looking at them and being present ifyou're completely unavailable at the time schedule of time that you canactually speak with them and actually pay attention to them. Number four showyour employees appreciation. Almost everyone needs to feel that the workthey do is seen and appreciate it. Some personality types need more affirmationthan others, but most people need to know that the work they do is importantand valued. A survey conducted by glass door found that over half of peoplesurveyed said they would stay at their company longer if they just feltappreciated by their boss. Number five have reasonable expectations. It's easyto feel like your employees, have easy jobs. It's especially true if it'ssomething that you've been doing well for a long time, while you certainlydon't want to employ people that are completely incompetent. Remember thatpeople learn and quire skills at different rates, something that you'recompletely comfortable doing may take a new employee, some time to master, toget comfortable with be patient with them, while they're learning refrainfrom becoming easily annoyed number six teacher employs well the first time,it's far better to teach them well at the beginning and have him keepretraining them on the exact same tasks again in to get plus they'll feel likeyou've taken the time to work with them, rather than rushing them throughimportant information that they need to know to do their job number, sevendon't be afraid to loosen up a little work is a place of work, but there'salso power and play Google one of the most successful companies in the worldknows the value of happy employees. They allow their employees to bringpats of the word to the office. They also offer gyms swimming pools. VideoGames, food ball tables, loads of other perks. You may not be able to give youremployees as many perks as Google, but you can take a page out of theirplaybook. Giving your employees time to have fun. Has Benefits so now that youknow how important it is to value your employees and you know kind of how todo it. Let's talk about building that great workplace culture, so, inaddition to finding employees of fit your culture, you also want tocultivate a culture that people work well and treating your employees wellas a great for a start, but there's more to managing a great team than justbeing kind. Here are a few practical ways you can help grow a workplaceculture, that's functional, sustainable and, most importantly, productive, socreate clear roles and expectation when...

...you bring on a new hire it's imperativethat they understand their roles and responsibilities. It's your job todefine them clearly, so everyone is on the same page when a job description isvague or open to interpretation. I can often become confusing and frustratingyour employees may try to do things. You don't want them to do, or they maynot be doing to ask you expect them to do this. Also, oppas really opens thedoors for a necessary conflict with you with your team between themselves. Thisproblem is compounded when you don't have an effective management system inplace without out O quit leadership. Team work suffers because no one knowswho's in charge be very clear, with your employees about their job duties,their roles, the responsibilities, the hierarchy of management, if you're, theonly one in a leadership role and sure that the rest of the employeesunderstand that they are on a level playing field before you post a jobposition determine exactly what you need help with include this in the jobdescription. The skills you require should make reasonable sense and matchthe pay scale, as well as how this person fits into the orgs and thecompany chart in company structure. For example, if you're hiring somebodyprimarily to answer phones, you probably can't reasonably expect themto be a developer or coding or to help fix a problem on your website when theyhave some spare time. It isn't fair to current or future employees to givethem responsibilities that are far outside of their experience or evenwhat they expect to do, even if they do know how to do that. You can't expectthem to do high level work for low level pay or to just do twenty fivejobs just because you know, or you found out, that they can actually do it,and you don't have anybody doing that job if you feel like your employees areoutgrowing their current position. Consider promoting them, but do itformally try to avoid taking on a never ending list of responsibilities andjust tacking it on to a strong employee if you're giving them more and moreresponsibilities, the pay and the title should match. Second thing would be togive employes a sense of purpose, so Andrew Sillitoe S, a businesspsychologist who believes that, in order for a company to be a highperformance, business employees must feel like they have a purpose. More andmore people want to do more than just...

...punch in and punch out. They want tofeel like the work they do is meaningful and purpose. Driven Siletois outlined five major areas of change, as can be used in the workplace numberone shaping the story. Let them help create the story for Your Business.Your employees want to feel like they're part of a mission of yourbusiness, so allow them to have a say in the direction of the company numbertwo ask don't tell. Instead of Kelling your employees, everything they shouldbe doing. Ask them questions. For example, what do they think can be doneto reprove their own performance? What would make it easier for them to dotheir jobs? Number three create leaders. You want people to follow yourdirections, but you also want them to be able to lead leaders are able toinfluence change and foster high performance. Culture number fourembrace failure. It's important for your business to work smoothly, butyour employees shouldn't be afraid of failing. There will be times that theymake mistakes and they shouldn't live in fear when they do. If they'reinnovative they're also likely to try some things that won't work. That willnot work out. However, your forward thinking employes are also the onesthat are going to help. You Grow Your Business, so give them the opportunityto try new ideas. Number five hold each other accountable holding your pemployees accountable, is necessary, it's necessary as their leader as theirmanager as their boss. Whatever you want to call it, however, without theother steps your employees will feel controlled instead of being part of ateam, you want them to feel like you're, working together towards the unitedgoal. That's why they need a purpose. You need a purpose before you can holdthem accountable. The third thing you should do is to help your employeeswork together to create a harmonious work culture. You also want youremployees to work together. Here are some practical tips that you can do tokeep your team going strong to number one. You have to strengthen yourleadership. A team without a strong leader struggles to thrives leadersshould set an example for the rest of their employees. Their job is to showbest practices to the rest of the employees. They're also present tocreate that vision to guide the company forward to settle disputes to createopen communication amongst workers. If your leadership team struggles to getalong work together to upscale...

...themselves, it will be much harder forthe rest of your workers to get along with each other as well. Second thingyou can do is team building, retreats and activities team building activitiesmake your employees feel like rolling their eyes, but these exercisesactually can be helpful and beneficial if it's something that your team wantsto do and buys into the help break down barriers between employees, giving themcommon goals and give them time to work together in unique ways. Some teambuilding activities are ineffective and actually embarrassing and theyembarrass the team, the embarrass the workers so before you start makingadults put together towers made of Spaghetti and marshmallows ask whatyour goals are think about your goals ahead of time and then sure that youractivities reinforce your vision. You may want to involve team buildingprofessionals to help develop a program that will be effective for your companyor even involve your own team and deciding what activities that youshould be doing. Number three keep everybody on the same page from entrylevel positions all the way up to upper management. Your team should have thesame mission. Each member should be given a clear understanding of how theycould be part of that mission when everyone is working together towardsthat same ultimate goal. It's much easier for your work force to worktogether as a team number four include ideas from all levels of employees. Letall your employees know that they have a say in the business and thatleadership is willing to listen to their ideas. You will be shocked,you'll be floored by how much your employees are willing and able to offernumber five encourage employees to communicate with each other. You canfoster good employee relationships by offering social events where they canget to know each other on a personal level. Give them time to share timetogether, throw work. socials go for lunch, go for dinner. Another thing youcan do is give them time to work together on project. This is a supersimple way to encourage people to get to know each other at work and developreally great working relationship. So, just to summarize all the things that Ispoke about over the past two days- listen there's a lot. You can do tofind great people, so your business may not be able to offer perks like Googleor be as famous as Microsoft, but the...

...fundamentals are the same. You want tohire a team of people who are smart and work hard are trustworthy. HaveIntegrity, have curiosity of great have determination of tenacity, but it'salso important that they fit into your culture and add to your culture, not acopy pace. Some of this you'll have to determine from your God from yourinstincts from what you know works with your company, but that's all part ofbeing an entrepreneur. Some of this you will be able to listen back to what Ijust spoke about and figure out how some of the tips that I gave you youcan implement into your own hiring practices. Sometimes things can beanalyzed, and sometimes things can be like the strategy can be copied frompast businesses, but it all comes down to you having awareness of yourstrength, your weakness is an entrepreneur, your strengths andweaknesses that your company has. When you interview someone, Do you feel deepdown that they will be an asset to your team? Your Gut won't always be right,but you are the most qualified person to always Assessi what your businessneeds. So it is more important to understand and have self awareness,then, to read different play books on how to do this, because, ultimately,it's going to be your decision once you have accumulated and found the mostincredible team you can find you have to treat them well, you have to makethem feel valued. You have to make them part of the mission. It's notcomplicated, simply treating them with kindness listening to their concerns,making them feel like they're part of the team making sure they havepsychological safety. That will put you well beyond many businesses. Peoplewant to feel like their work is meaningful and appreciate it. Itdoesn't take loads of money or time to make your team feel like like you care,and the benefits of this are going to be far reaching and long lasting,finally give them an amazing culture to work in give them the opportunity topitch ideas work their way up into leadership roles know what makes themtick know what their personal and professional goals are and have thefreedom to make mistakes in the name of progress, that's important that yougive them that freedom, encourage your...

...employees to spend time with each otherand help them learn to collaborate together to communicate, to feelcomfortable, voicing issues to feel comfortable, trying and failing. If youhire people with integrity and you give them a productive, supportive workenvironment, there is really no ceiling on the levels that your business canreach anyway. This is part two of the how to build an incredible powerfulteam. Just to recap all the stuff that we spoke about. We spoke about notbeing a hero, how to find good people how to make your employees feel valuedand why it's so important, then of course creating a great workplaceculture. So two parts, if you missed part one, go back to the podcasttomorrow and listen to that, and you can listen to this. If you justfinished up, I hope it added some value to you and I hope it helped. Youunderstand the mindset that you have to be in when you're hiring your team atany point in your company could be your first hire. It could be your hundredthhigher. You still have to have this mindset. anyways, that's differenttoday. Remember any business questions. Don't worry! I got you. This has beenanother ten minute. NBA have a great day, I'll see it tomorrow. I.

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