Tag Archives: teamwork

Mixing Things Up

“Talking it through in our group I’ve now got some brilliant ideas.”

“It was great talking to others and realising they have the same challenges”

“I now have a better understanding of xx department, and know what I can do to make both our lives easier”

“It was great to get someone else’s perspective, as I’d not seen things that way before.”

These are typical of the comments I get from delegates on my workshops.

I can guarantee I will always get at least one delegate (if not nearly all) on every workshop I run saying that meeting other people or mixing with people in other departments was an invaluable part of the workshop.

Why?

  • It generates new ideas (in fact the very same happened to me this week when I was a delegate – and came away with a cracking idea from another delegate – more of which you’ll learn at a later date).
  • It gives a greater understanding of each other’s roles, and the demands on them so people and departments become more supportive of one another
  • It helps build relationships and connections, helping team members to understand each other better, knowing what’s important to them and how to get the best from them
  • It helps each other identify where their strengths and expertise lie, so where they may be able to support one another
  • It reminds everyone that ultimately they are working towards the same goal

But…

It doesn’t need an externally run workshop to enable these things to happen.

There are plenty of things a business can do internally to get team members and departments working well together, exchanging ideas, supporting one another, and generally creating a harmonious team.

Here are just a few…

Mixed meetings and briefings.  Mix departments to work together and share best practice and see others’ perspectives. Proactivity mix people up to sit with people they don’t normally work alongside, otherwise everyone just gravitates to towards their own team or their buddies.

Upskill and cross train people to cover other’s responsibilities so people are confident their job still gets covered when they are sick, on holiday or have an extra heavy workload. (Upskilling also demonstrates your commitment to your team, and shows people they are valued.)

Set up job swaps so everyone has a greater appreciation of each other’s roles and create teamwork and a culture where everyone takes responsibility when necessary, rather than passing the buck.

When there are special circumstances, such as working on a big project define responsibilities to ensure no gaps and no duplication of effort.

Get rid of rotten apples. It only takes one or two negative people to get in the way and spread their negativity onto everyone else and drag them down to their level. Deal with them or get rid of them before they make everyone else’s life miserable.

Social events. Finding something that appeals to everyone’s tastes, personal commitments and pockets can be challenging, so never force people to attend.

Involve your team in organising the event. However, be careful this isn’t seen as a chore, or you will undo all the goodwill you’re trying to achieve.

After-hours team activities in the workplace can open up accessibility for those who can’t or won’t otherwise get involved. Cookery classes, wine tasting, talent contest; anything that taps into the interests or expertise of your team members.

Personal Development. Offer extra-curricular activities through suppliers open to all team members. For example, if you are a hospitality business you might ask your alcohol supplier to organise a gin tasting, or a cocktail making demonstration or competition.

Social Media. Set up a private Facebook Page or WhatsApp group where your team members can chat, share ideas, ask questions.

These are just a few ways you can get your team talking to one another. If you’d like to talk though more ideas specific to getting the best from your team set up a call with me here.



How to get the best from seasonal Christmas staff

This weekend the Christmas party season gets well under way.  Even if you are not as busy as in previous years the chances are you’ll be taking on some extra staff.  But are they an asset or a liability?  If all you do is give them an order pad and tell them to get on with it, they could be doing more harm than good to your Christmas profits.

Here are my top 10 basics to cover with any new member of staff, whether for the Christmas rush or at any other time of year.

  1. Teamwork is key. Introduce new staff to the whole team, defining everyone’s areas of responsibility to ensure no gaps and no duplication of effort, Avoid the frictions that occur when someone hasn’t pulled their weight or others are seen to ‘interfere’ with your way of doing things.
  2. Don’t leave them floundering or too scared to ask for help. Establish a clear line of reporting, and who to go to for help and guidance when needed – ensuring, of course, that this person will be patient and supportive when asked.
  3. Everyone needs to know what’s expected of them from day one. Clarify basic standards of dress, staff behaviour, time keeping, break allowance, staff meals, security, food safety, health and safety.
  4. First impressions count. Specify your establishment’s standards for welcoming and greeting customers, including the booking procedures if this is part of their role.
  5. What is their role in up-selling, and what are the products you want them to promote, including any future events?  If your core team are incentivised, make sure you include seasonal staff in the scheme.
  6. People can’t sell something they don’t know exists. Ensure a thorough product knowledge – what does your establishment offer – times of service, complementary products, etc.  Let your staff taste the dishes, explain what accompanies each dish and what it should look like, what prices include and what’s extra (especially with fixed menus or party packages).
  7. Establish protocol in dealing with difficult situations, customer complaints, and awkward customers.  Define the line between handling themselves and when to seek intervention from a manager or more experienced staff member
  8. Run through the payment procedures, including any security procedures or checks needed.
  9. Avoid being let down at the last minute – Provide out of hours contact numbers and establish procedures for sickness reporting.
  10. Maintain your reputation as a good employer. Treat seasonal staff well, and they will be willing to come back next time you need an extra hand. Give them something to look forward to and keep them interested for the whole season.  Involve them in any after work social activities and maybe some incentive awarded at the end of the season.

Here’s to a very successful and profitable Christmas season