Viewing by month: August 2013

Essential skills for prospective managers

For most franchise owners, a key goal will be to grow their business over the medium to long term. However, in order to do this, some owners may need to up-skill and train their staff for internal promotion – sometimes to managerial roles. While this may be a challenging transition for some staff members, there are a number of skills that business owners can encourage in the present to make the process easier down the track.  

With that said, here are four key skills that business owners should aim to develop within their staff: 

1. Delegation: some new managers struggle to delegate tasks to their team and become overwhelmed with work as a result. As such, it is important to train prospective managers on how to recognise when a task should be passed over to another team member. This means teaching managers how to identify not only when they have too much work on their plate, but also what types of tasks are appropriate to be passed down the chain of command;

2. Communication: managers need to be able to communicate clearly and effectively with a broad range of stakeholders – from staff members and superiors to clients and prospects. Communication styles and habits are often formed over long time-periods and aren’t always easy to change. It is therefore important to work on the communication skills of prospective managers sooner rather than later, so that you have enough time to iron out any deficiencies before the employee steps into their new role;

3. Critical thinking: the ability to critically analyse issues and make decisions accordingly is a key skill for any good manager. This skill enables a manager to cut through irrelevant details and to focus on implementing solutions to problems they may be facing;

4. Collaboration: managers will often need to work across teams and with outside businesses. These skills can be developed by providing staff members with small projects that encourage collaboration – for example, group projects and team-building exercises. Encourage creative thinking, teamwork and open-discussion, and you’ll likely position your staff to be better collaborators in the future. 

Nurturing these skills in your future managers could play an integral part in to taking your business to the next level. 


0 comments | Posted by George Tarbey on 30/08/2013 at 12:00 AM | Categories:

How to recruit great staff for your office – part four

Over the past three weeks, we have taken an in-depth look at what goes into hiring the right employee(s). But once the recruitment process is complete and the candidate has been selected, how can you ensure that a new employee transitions into their role smoothly? 

One key aspect to ensure that new employees start on the right foot is to integrate them properly into your organisation on their first day of service. An employee’s first day can potentially set the tone for how they perceive their employer, and may be a significant factor in how long they last in their role. 

Here are four simple tips to maximise the value of an employee – from day one:

1. Make a written offer: while it is common practice to make a job offer via telephone, candidates often appreciate a follow-up email with a written offer. Having a  written offer may give the candidate a feeling of job security, making them more likely to actually turn up on the first day;

2. Be prepared with a clear starting date: being upfront with the candidate about their starting date will help to keep the relationship on an even keel during the ‘in-between’ period – that is, the period between job acceptance and commencement;

3. Don’t waste time on paperwork: arrange for any relevant paperwork such as TFN forms, bank account details and superannuation choice forms to be sent to the new employee before they start. Doing so will give the employee an opportunity to complete paperwork  in their own time, as opposed to trying to fill out forms while they’re busy absorbing information and adjusting to a new environment;

4. Explain why you hired them: most new employees will have a particular trait or ability that placed them above other candidates for their position. Explaining this reasoning to your new hire may help to reinforce the connection between their skills, knowledge and experience, and the position you’ve employed them for.

This wraps our four-part series on how to recruit great staff for your office. We hope that you found all of our tips helpful and continue find value in them as you grow your business into the future.


0 comments | Posted by George Tarbey on 12/08/2013 at 12:00 AM | Categories:

Important interview components

Last week, we focused on the content of recruitment interviews and examined how interview questions can impact on whether a business hires the right candidate.   

However, an interview is not solely about the questions asked. An interview has a number of components that can potentially make or break the success of the hiring process. Here are some of the most important:

1. Choose appropriate participants: the first key decision before an interview is to determine how many interviewers are needed. If you’re interviewing for a senior position, it may be appropriate to conduct a board-style interview with the senior management team. However, if the job requires less responsibility, a less formal one-on-one interview may suffice;

2. Consider testing candidates: asking for some samples of a candidate’s previous work may help you to get a better feel for the candidate’s style, skill level and suitability for the role;  

3. Choose the right location: if your office meeting room is large and public, it may be appropriate to take the candidate into a private room or out to a local coffee shop. This way, the candidate will not have to feel intimidated by the presence of existing staff during the interview. Henry Ford famously took all of his job candidates out to lunch in order to get to know them socially. It seemed to work pretty well for him, so who knows, it might work for you? 

4. Evaluate against criteria: by numerically ranking candidates’ abilities against a set criteria, you may be able to better identify potential strengths and weaknesses and weigh up who is the best fir for your business. Having an established methodology behind your hiring process may also give you confidence that you’ve make the right recruitment decisions;

Applying these practical tips may help you to interview candidates in a more efficient and effective manner. Check back next week for the final part in this series when we will be discussing how to extend job offers and induct new employees on their first day. 



0 comments | Posted by George Tarbey on 06/08/2013 at 12:00 AM | Categories: