B-Player ousted, thanks to this survey.
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One of the founders doing our ‘Business Transformation Program’ ran their second Quarterly Anonymous Team Survey recently.
As they took me through the responses, I could tell she was a little down-heartened - the results weren't anywhere near as good as the first one.?
Going through the feedback, and the usual game of trying to work out who each response was from (this is funny to watch, but they give up eventually), one telling question confirmed something this founder had suspected lately - they had a B-Player on their A-Team.
When most of the 10 people answered ‘no’ to “Are your co-workers committed to doing quality work?”, where in the first survey almost everyone answered ‘yes’, this was what the founder needed to act on getting the B-Player off the bus.?
She had suspected for a few months this team member was underperforming, so as a Kick-Ass Manager, upped her feedback and coaching - to give him every chance to step-up into an A-Player.
Alas, he couldn't or wouldn't change, and the team could see this, and confirmed it with their survey responses.
So, she decided to change him (move him on).?
But what impressed me even more was what she said next.
“Looking at their responsibilities and output, I think I can chat with the others in his team and, at least for the short-term, allocate the work to them.”
This is the first principle we talk about in our ‘Ultimate Recruitment Toolkit’ two week online course - effective hiring managers do all they can to NOT to have to hire.
They see if the team can absorb the workload, especially if it is a B or C-Player leaving.
It may mean some tasks and projects are put on hold or stopped altogether, but as these are the least valuable things, there could be little impact to the teams’ performance and output - yet a nice boost to the bottom line.
?And, you have a happier team.
Do you survey your team every quarter, to find out things that can be improved in the business and gauge how the managers and wider team are performing, in the eyes of your team?
领英推荐
One Tool or Professional Development Resource:
Grab a copy the 19 questions, Quarterly Anonymous Team Survey and run it in your business (12 of the questions are taken from one of my favourite management books).
Last month I added two new questions, one to help measure if you are being an effective leader and your team can recite the core values, and another to mine your team for words and phrases you can thread into your marketing messaging.
We talk a lot more about this survey, and how to use the valuable data that comes back from it, in our 16 week Program.
Blog posts live this week
Podcasts live this week
Podcasts Throwback
Aged 36, in 2014, Started a hair business that provides entrepreneurs with what they need to start their own hair business.
Reached over $10 million in revenue with 30 FTE and now a best-selling author of the book Fearless Beauty: The Hair Business Blueprint.
Listen to episode 114 I did with Mikey in June 2021.
Regards,
Troy Trewin | Founder
P.S. If you’re not sure how to work through your #1 growth challenge at the moment (people, marketing, strategy, systems or funding), book a Growth Chat with me. In 20 minutes, I will recommend some resources to help.