BUILDING A WINNING TEAM

MARIETTA BUSINESS ASSOCIATION

Gary Wheeler, SPHR, GPHR, CCP, CBP

Discussion Topics

• Creating a Plan• Selection• Onboarding and Orientation• Training• Performance• Accountability• Communication• Recognition

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Topics

Creating a 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

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Selection

• Sources• Word of mouth• Target groups• Church employment groups

• Interview steps• Group• Presentation• 1 on 1 Behavior interview• Background check• Final selection

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Onboarding and 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

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Performance Evaluations

• 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

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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

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C4 C’s

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Communicate

Constructive ConflictCourage

Commitment

Communication Steps

• 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

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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

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CommunicationBuilding a Productive Team,

One Person at a Time

• Talk Listen and Commit• Enhance Employee Relations and Customer

Relations

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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

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Planning the 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

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Follow Up

• 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

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Critical Points

• 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

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Critical Points cont.

• 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

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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

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Team Activities

• Open Hand• Stone Mountain• Soup kitchen• United Way Project• Baseball game• Golf• World of Coke

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Q & A

• 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

• 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

• 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.

• 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.

Gary WheelerThe Virtual HR Director, LLC678-997-0017gary@thevirtualhrdirector.comhttp://www.thevirtualhrdirector.com

Thank You