16 September 2020
HOW TO BUILD A TEAM THAT FITS YOUR NEEDS
The success of the business will always depend on a good management/administration team, as well as its business model and strategy. However, nothing is achievable without a team that is built to the measure of the business and with the right skills. However, as we know it's not easy to find the right candidates, or build a cohesive team, we leave here some suggestions that may facilitate the process.
Build a team tailored to your business
Clearly, the most challenging thing is not to attract talent with technical and/or academic skills, but to build a team that identifies with the company's business model, mission, vision and, above all, values. An employee can acquire new skills at any time, but the personal profile is immutable. Creating an open door and suggestion system encourages employees to feel more active and integrated in the company, diluting the hierarchical difference. Likewise, having a diversified team is always a lever for the business. A diverse team is better prepared to work with an expanded customer base.
Be bold
Don't just bet on the safest and least irreverent choice and be prepared to notice more than is obvious. The difference should be welcomed and not feared. Keep in mind that it is impossible to know where the next great idea comes from.
A progressive integration
The elaboration of a welcome manual is essential, but putting into practice the values described in the manual are essential. Welcoming means investing time in the new employee, updating the team on new arrivals, getting the new employee into the activities and communications that take place on a daily basis. Favors honesty and openness among all employees - managers included. Transparency among the entire team helps to maintain high levels of trust among employees.
Training and skills development
Training is an essential factor in business activity. However, a pragmatic sense is necessary, since unnecessary training represents a cost for the company and a waste of time for the employee.
Evaluation of the employee's performance
Performance evaluation should never be carried out without prior communication of personal objectives for the employee and the collective objectives of the company. The evaluation process serves for more than a salary increase or not. However, it is not reasonable or fair to carry out an evaluation in which the initial objectives have not been established together.
This is a purely informative article. For further information you should consult specialized professionals.
Build a team tailored to your business
Clearly, the most challenging thing is not to attract talent with technical and/or academic skills, but to build a team that identifies with the company's business model, mission, vision and, above all, values. An employee can acquire new skills at any time, but the personal profile is immutable. Creating an open door and suggestion system encourages employees to feel more active and integrated in the company, diluting the hierarchical difference. Likewise, having a diversified team is always a lever for the business. A diverse team is better prepared to work with an expanded customer base.
Be bold
Don't just bet on the safest and least irreverent choice and be prepared to notice more than is obvious. The difference should be welcomed and not feared. Keep in mind that it is impossible to know where the next great idea comes from.
A progressive integration
The elaboration of a welcome manual is essential, but putting into practice the values described in the manual are essential. Welcoming means investing time in the new employee, updating the team on new arrivals, getting the new employee into the activities and communications that take place on a daily basis. Favors honesty and openness among all employees - managers included. Transparency among the entire team helps to maintain high levels of trust among employees.
Training and skills development
Training is an essential factor in business activity. However, a pragmatic sense is necessary, since unnecessary training represents a cost for the company and a waste of time for the employee.
Evaluation of the employee's performance
Performance evaluation should never be carried out without prior communication of personal objectives for the employee and the collective objectives of the company. The evaluation process serves for more than a salary increase or not. However, it is not reasonable or fair to carry out an evaluation in which the initial objectives have not been established together.
This is a purely informative article. For further information you should consult specialized professionals.
