27 May Team Building and Organization
When you and your partner started the business fifteen years ago, it was hard work to get things up a running and keep the boat afloat, but communication was easy and organization was a word you probably didn’t use often. Every day, every night, and anytime in between you discussed the business, made plans, worried together, cobbled together funds, and made it work.
But now you have twenty people on staff in two locations. You’re finally able to take a real vacation, even if only to attend the buying shows.
How do you keep this budding business moving? How does everyone on your team read from the same script? How do you insure a quality experience for your customers and profitability for your company?
We offer you three basic but essential team-building and organizational tools:
- Organization Charts
- Job Descriptions
- Performance Evaluations
Used properly, these building blocks of a sound organization will help you:
- Ensure delegation, management, staff development and quick decision-making within your company is fluid and effective.
- Communicate expectations to your staff.
- Set goals, create accountability, provide opportunities for leadership, and develop strength and experience in your people.
You may be saying, “This sounds like Fortune 500 stuff. We’re not that big here. I don’t have time for this.”
To which we humbly point out that — The little time you invest in establishing these structures and processes and making them a part or your company’s architecture will reward you a hundred-fold.
To be sure, in larger organizations, these practices can become very elaborate and bureaucratic. We submit they don’t need to be and that their rationale and use flow naturally and intuitively from common sense. A very simple approach will suffice in most instances.
Human beings crave order. We want to succeed. We want to be recognized. We want to be on the winning team. “Flat” organizations were trendy a number of years ago, but we all want to know where we stand. We live in an hierarchical world. We all want to “move up”.
Unless the scale of your operation is small to the point that everyone reports directly to you, likely you have others who wield responsibility either from time-to-time or on a regular basis. Senior people often have others carrying out yours and their wishes. Combined with job descriptions an organization chart will clarify for everyone what the lines of authority and responsibility are.
In our organizations, we want people who are smart, experienced, self-starters, motivated, responsible and good team players.
Without organizational clarity the hyper-independent employee who is experienced and confident may over-step the role you intended. For example, we know an instance when a store manager refused to display the merchandise the buyer brought in. He made a judgment about the appropriateness of the brand selected and circumvented the buyer. Was that his call?
In another case, a new staffer with lots of potential wasn’t clear on her role and seemed to under perform, due to not wanting to “step on toes”.
An organization chart can be a very simple creation, put together in minutes or it can be a bit more elaborate, but it is not hard to create … we can show you how.
A well-crafted job description for each position in your company reinforces your organization chart and gives your staffers the authority to achieve the complete extent of what you expect from them and also the limits of their responsibility.
Good job descriptions allow team members to reach deep in the area they have responsibility and to interact with other team members harmoniously.
Solid and specific job descriptions also create a level of clarity about your expectations and help to inform your performance evaluation process.
Performance evaluations are the final step in establishing a healthy and progressive structure for the management of your company’s staff. Once again, these can be relatively simple to set up and they should flow out of the job descriptions you have already written. Or, they can be generic and usable for every position. We have seen hundreds of methods and forms over the years. We know what works and what does not.
These three tools, organizational charts, job descriptions and performance evaluations are basic building blocks of a successful organization, and when used and reviewed regularly can help your teams work quickly, creatively and competitively.
Please contact us at email@example.com for more information or to schedule your own Team Building and Organizational training.
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