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Creating A Great Working Team

High turnover of staff is costly. It burns through company resources and the "invisible costs" incurred in training, enculturing, getting up to speed and introducing a new employee to customers, all adds up.

In fact, for a salary role of $40,000 a year, the average cost to business is between $20,000 - $30,000 in the first 6 months alone. That's why finding and maintaining a dedicated team is crucial to your business. Here's how you can do that.

1. The right stuff

It's important to employ the right people. Take a careful look at every CV, and ask good questions, such as:
  • Where would you like to be in 5 years' time?
  • Tell me about a time when you dealt with a customer complaint?
  • Tell me about a time you had conflict with a team member?
  • What does you're ideal day look like?
These questions will reveal what the person values, their thought processes and how motivated they are. Listen intently and let your business gut discern whether it will work or not.

2. Room to grow

Look for people who are willing to grow at this stage of their career. Don't underestimate a candidate's ability to fit in with you and your current team culture. They may be highly skilled, but if they're not a good fit for you and your team, it can throw everyone's game off. You can determine this by:
  • Experience: do they have the work and life experience needed to excel at this job, and will there be any ongoing training costs?
  • Job content: will they be doing something they enjoy within this role? Does the role utilise their strengths?
  • Personality for the role: Just because a person seems like the right fit for your company, doesn't mean they are the right fit for the job you have open. Ask good questions to see if the candidate is up for the task at hand.

3.
Background research

Regardless of whether the person performs well or not in the interview process, be sure to get outside perspectives. You can do this by checking with references, and asking them questions like:
  • What was your relationship with the candidate?
  • Can you describe the candidate's work performance?
  • What are the candidate's strengths and weaknesses?
  • Why did the candidate leave the position?
  • Would you employ them again?
This will help confirm your thoughts towards the potential employee. If you do decide to hire them, be sure to include the 90-day trial in your contract, and have regular reviews throughout this period. Before long your newest addition could be one of the most valuable assets to your team.