fbpx
TMD: Talent Management

TMD: Talent Management

Two Minute Drill: Talent Management

What’s up Kaizenovators, happy Tuesday Two Minute Drill. Today, I’m coming to you from beautiful La Jolla, California at this amazing resort called Estancia. I’m here for the Cal Chiro conference. An amazing event with a fantastic crowd. I had a lot of fun speaking this weekend. Today’s topic of conversation is talent management.

Performance Review & Recruiting Strategy

I have had several conversations this weekend with owners of practices who have said, you know what, I’m having some staff issues and I don’t know what to do. In this one particular conversation that I had, this chiropractor had an office manager, a long-time office manager whose performance was starting to slip.

I said, First and foremost, you should sit down and have a meaningful, honest conversation with this employee, and talk to them about what you’re observing and how it’s impacting the business. Help me understand why this is going on. What can I do to support you better? What can I do to support your continued improvement here? If the decision comes to, this is no longer working for one of us, or both of us, then let’s decide to move on and support each other in that transition. You can support your person leaving and they can support you while you find the next best person for this role.

We should be having regular performance conversations with our direct reports, regular one-on-ones all the time. However, if that’s not happening and you’re having a performance issue, you’ve got to sit down and talk to that person.

That ties to the next point, that I shared with her, which is having a recruiting strategy. We have a part-time on-demand recruiter. I found her on LinkedIn, she is amazing. When we have open roles in our companies, we say, hey, Chrisy, find us this person and she does. We’ve got an amazing team thanks to her. She does a great job, but also, we have every single role in our companies posted on Hireology and Indeed all the time.

Now, you might think, Well, that’s crazy. What do your employees think? Well, guess what? The great performers don’t care. They’re happy about it because they want other great performers to join the company, and the only ones that are worried are going to be the ones that are not performing well. Luckily, we don’t have those folks. We have great performers.

I highly encourage you to post all of your positions for your company and have them open all the time so you have a constant pipeline of people that you can pull from in case someone just decides to jet unexpectedly.

Make sure you’re having regular performance conversations and make sure that you have recruiting strategies so that you can grow your team and your practice to the best of your ability and have a lot less stress doing it.

Happy Tuesday Two Minute Drill, and I’ll talk to you next week.

Your questions and feedback are always welcome and appreciated!
Connect with us on Instagram or email us at [email protected]

TMD: Anti Micromanagement

TMD: Anti Micromanagement

Two Minute Drill: Anti Micromanagement

What’s up Kaizenovators, happy Tuesday Two Minute Drill. Today’s topic of conversation is anti-micromanagement and it is inspired by an email I recently received from one of my buddies asking for a status report copy.

 

Status Report

I was recently having an email exchange with one of my buddies and he had asked me for a copy of what’s called a status report. At the end of each week, all the members of our teams, send a status report. It is a summary sent to their leader of how the week went for each team member in terms of their KPIs, their goals, and the challenges that they faced up.

Now, why is this important for us?

First of all, it helps the leader understand where the team members might need support and help. Secondarily, and most importantly, it gets that individual team member thinking about the outcome of the week. What were the inputs that drove the outcome? How could they do even better next week and think about the things they need to control to improve their KPIs, improve progress towards a goal, or overcome a challenge?

I sent an example of a status report to a buddy of mine and he responded “Thanks so much, but does this feel like micromanagement?” I responded to him “If you have the wrong person on the team who looks at this as a task, yes! It might feel like micromanagement. But if you have somebody who understands the purpose behind the status report, that it’s to get them to think about the inputs that drove the result and what they can do even better the following week, it’s a game-changer”. In addition, that information at the end of the week helps us as leaders are prepared for the following week to support the members of our team.

If you’ve got the right people in the right seat, doing the right work in the right way at the right time, and they’re providing you with information as a leader on how they’re doing and where they need the most amount of support at the end of each week, you’ll find it is going to be much easier to help them achieve their goals and be the best version of themselves.

So, status reports, it’s the anti-micromanagement. That’s this week’s two-minute drill. Hope you guys have a great week. Talk to you all next week.

Your questions and feedback are always welcome and appreciated!
Connect with us on Instagram or email us at [email protected]

Kaizenovate | Chiropractic Growth