Episode D3.011 (AA) People Have the Authority to perform Their Jobs

Episode D3.011 People have the Authority to Perform their jobs

IBGR - RESULTS Radio Network. Everything a business owner needs to start, grow or exit a business. Come grow with us.

Introduction
Throughout our adventure as Business Leaders we’ll discover that in order to scale our businesses we need people not just people but the right people. Employing the right team members is key to meet our business needs. Why are we in Business?  my mentor used to ask me? We are in business to attain clients and from there retain.  At the core of our business we deal with people, both internally and externally. Employing people is without a doubt one of the biggest investments we’ll make in our business and getting it right is critical. The initial  investment of time and resources to find the right fit for each unique role, then it’s about continuing the development of your talent and equipping them in such a way that we can ultimately delegate and have the business run without us. Sounds like a pretty sweet deal doesn’t it? 
​
As a coach I help my clients to be their best version of themselves, elevating their level of self awareness and providing them with the insights so they can lead from a place of authenticity and a deep understanding of how they can best lead themselves and their team. In order to scale our Business our next step is to build our team and recruit the right people.  Once found it becomes a partnership, making sure you tap into the individual's greatness and allow them to operate from their strengths (and ofcourse understanding their roles clearly-- both of which are critical for the overall success of a business). As business leaders we carry the responsibility to elevate the people we hire, we want them to depart being a better person at the end of the journey then when they came to us at the start. Investing in your people is key, people can become our best marketing communication source and cheerleaders. On the flipside they can turn the opposite way and potentially bring havoc to your business. 

One of the big online recruiting sites here in Australia (Seek) posted an article about the signs of disengaged employees, I’d like to read you part of the article: “On average unhappy employees stay in a job for seven more months before leaving, it is what they call the inner resignation, this is when staff members are present physically but have mentally resigned from the job”.
Quote:

CFO asks CEO: What happens if we invest in developing our people and then they leave?
CEO: What happens if we don’t and then they stay?


Show Objectives - The Why
The objective for today’s episode is to explore why it is important to be diligent when inviting new team members into your business. Every new employee brings about change, either positive and/or negative and a great deal depends on how we recruit, the thoroughness, how we onboard as well as what processes do we have in place to set the new team member up for success. It is a process that requires clarity and good execution as without it it can be a costly exercise and have a huge impact on the entire business, internally morale and externally affecting the customer experience. Why people stay is when they are engaged, connected and clear on where they are going. Why is this important? If your team is engaged and clear it is more likely they will support your vision and when required put in the extra mile. 


Key Issues - Owner’s Perspective

1. Are responsibilities clear? - position descriptions, standard operating procedures, 
2. are the lines of authority clear - position descriptions, standard operating procedures, 
3. does the individual have sufficient authority to perform their role without needing high organizational levels to intervene? 
4. if responsibility and authority are unequal - reduce responsibilities or increase authority

What You Need to Know - The What 

1. Why you are hiring the person, 
2. Is this a new role or existing role?
3. Do we have a clearly defined role spec and if so when was the last time it was reviewed/updated? 
4. Are the expectations clearly defined? 
5. In order to set up your team member for success we need a set of standard operating procedures available, if you do make sure they are recent and if not create them
6. The new team member must know the lines of authority, who are they reporting into etc
7. Does the role description allow the new team member to perform their role without levels to intervene?

What not to do…… 

1. Do not rush into hiring that champion you are looking for
2. Do not set and forget your role descriptions
3. Do not mind read or follow your perception that the new team members is doing well, invest the time at the beginning, regular updates, feedback check ins

What you need to know - The what 

1. Spend time in getting to know your team member well, be human
2. Keep your role description recent and relevant in other words it is a living document, so review regularly with team member (in particular if people are promoted or in transition)
3. Create and implement a good training and mentoring program 
4. Have as part of your SOP a  30-60-90 day review in place to allow feedback and measure progress
5. Ask what they want to achieve
6. Develop a pathway which includes personal and professional development

In a Gallup study it was found that 75% of people who voluntarily left their jobs did so because of their managers/bosses and not for the role itself. People dont quit jobs, they quit bosses. 

The more reason to get it right. In stage 3 we are about building the foundation so that when we move to stage 4 we have our teams working independently.  Allow People the Authority to Perform their jobs. It will provide you with the opportunity to move to stage 4 so that you as the  Business Leader can focus on working on the business. 



Shows
Previous: Episode D3.010 Leadership Treats People as Individuals
Next: Episode D3.012 Summary of Season 2 People Stage III

If you have any questions or would like more info on how to unlock your inner genius You can connect with Sarita on any of her social platforms or via e-mail.

E-mail saritaj@sjcoaching.com.au
Connect on Linkedin https://www.linkedin.com/in/eq-leadership-coach-business-coach/

Follow on Instagram https://www.instagram.com/sjcoaching/



Written by Sarita Johan

​