Crofton, MD M-Point Mortgage Bill vourazeris 443-618-2880
Training and Managing a Team
Direct with Clear Job Descriptions
When it comes to training and managing a team, you must start out with a clear vision in directing your team to a common goal through job description and training. Creating a job description and training the individual you hire is very important to the end result. You must think through the position and its job description in great detail, even before you start interviewing people for that position. Here are some tips:
1. Define exactly what you are looking for, including the personality traits and skill sets you would like to see in that individual.
In addition, make sure you have a training schedule in place before you start conducting interviews, and share this information with the candidates. Remember, the clearer the vision of the leader, the more people will follow. How can you expect people follow your direction if your vision is cloudy?
2. Build an infrastructure with clear systems to follow.
One of the most successful companies in the world employs people who have an average IQ of approximately 100. This company is McDonald's®*. The reason McDonald's is such a successful fast-food chain is simple: They have a system in place that works. Their employees don't walk in at the beginning of their shift, wondering if they will be flipping burgers or making fries. There is no mayhem when McDonald's employees enter the workplace. There is a defined system that everyone is plugged into, and the result is a well-oiled machine with predictable results. Seek to achieve this type of system in your work environment.
3. Make sure that you have a formalized training schedule in place.
When starting off a relationship with a new employee, don't assume that they will hit the ground running without explicit instructions to follow. And even then, you may need to spend considerable time guiding them in their new position before they learn the ropes and can work autonomously. Again, having systems in place, especially training systems, will prevent you from wasting valuable time in this endeavor. You may even want to turn the training schedule over to one of your other high level employees to manage.
You should at least have a formal schedule that lasts one or two weeks, which provides the new employee with a clear and specific outline of what you expect from them. You must teach them the methodology, systems and infrastructure of your organization. It doesn't hurt to include assessments and quizzes in this process to make sure they understand that they must be accountable for what you expect them to learn.
Call me to discuss Bill Vourazeris 443-618-2880
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