[GSD]

I have had my own chain of cafes in Beijing.
I have been an Partner at the world's largest executive recruitment firm.
I have advised and negotiated for Westinghouse Nuclear on their successful bid for 4 nuclear power plants in China.
I am now working on a site that with the premise that people should be recognized and rewarded based on their ability to Get Stuff Done.

I don't know everything, but I have made and seen plenty of mistakes, you can avoid.


Here's my Dirty Dozen:


#1. System Dictates Behavior

Make sure to align your business goals with the individual's goals, because if they are not you can be sure that someone is going to find a way to game your system to get what they want.


#2. Have everything in writing

This may be obvious, but you would be surprised how many times, the basic rules and plans are only verbalized. The act of putting it in writing forces you to communicate clearly. Just because something is clear in your head, doesn't mean the other person 'gets it'. And this is even more true when you are not there to walk them through each step and provide guidance or interpretation in the training process.


#3 Do your homework

Before you even look for someone, be clear what the job description is. Surf the net, download some of the 100's of examples, cut, paste and craft one of your own.

Then make sure you know the Top 10 f*@k-ups people make managing whatever position you are managing. Whatever it is, it's been written about. Google it, it's worth the time invested.

Hmmm...Maybe this should be #1


#4. For skilled labor - go with proven talent

Oh sure your buddy's best friend who used to be a designer might make a good marketing manager, but your odds of success are higher by going with proven talent.
There are no gaurantees in business, all we can do it work on improving our chances.


#5 For unskilled labor - hire for attitude, train for skills

If you can train someone to do the job in 2-3 days, then get those with the best attitude and train them! Having to deal with someone who already 'knows' how to do it that is different from your way, well un-training a skill is tough. So unless their way is the better way, in which case everyone will learn from them, K.I.S.S. use your way.


#6 Proper Interviewing

Go to monster.com, get some of the top interview questions, know what you are looking for and then prepare 5-10 questions that you will ask every interviewee.

Oh yeah, print out a page for each interviewee with space to make comments. You will forget details after a few interviews.



#7 When it comes to hiring - Go with your gut

Great resume, great interview, great references, but bad vibe?
Hmmm... unless you had a really bad night's sleep, ate something bad, or are having massive stress from outside factors, go with your gut.
If you are in doubt, interview them again, but my old man used to say, "When in doubt, don't."
<he may have been talking about eating food, but it works here too>


#8 Ability X Motivation = Success

Think of this as a mathematical formula and you can't go wrong. Zero times 100 is still zero. So when you have that really sweet, fresh graduate that just... doesn't...get it, let them go. And when you have that brilliantly talented, grumpy, poison-in-the-office type who constantly under performs, let them go.

While you certainly need to know which management style to use for each employee, but you cannot spend all your time trying to motivate the unmotivated or train the untrainable.

Summary of #4 through #8 - Get the right people on the buss and the wrong people off the bus. (from Good to Great)


#9 Goal Setting and Pay for Performance

This follows from #1, #2 and #8.
Make sure your player are clear what they need to do to succeed and then reward them appropriately.
In fact, your reward policy should be transparent (#1)
Remember you get what you go for.


#10 Over Communicate

This should not be confused with micro managing, but rather creating a system to check the team is on the right path and hitting their milestones.


#11. Walk the walk

Don't expect your staff to act in a way that you yourself do not.



#12. People time is important time

Be you a manager or a leader, spending time with your team is important. Not to solve their problems, but to help them be better, understand you better, know where they are having problems better , the list can go on and on.

Organize/manage your time so there is connection time. If you don't do this, you will see yourself facing 'interruptions' and fire fighting or baby sitting. That sort of thinking is not helpful.


Hope this helps.

Cheers

Sam Goodman
me-2-b.com - People you can count on.

[Skipper]

I'll second #5 big time. I ran a Wendy's for 5 years and it was a very high volume location. I'd have 35-45 employees at any one time. When dealing with unskilled, minimum wage labor attitude is 500% more important than any skill or experience a potential employee might have. It's not the best work, nor the best work environment so you've got to try and get those people with a good outlook!
#11 is huge as well. When the poop hits the fan I'd be out there cleaning up / prepping / dealing with the problem customers / and so on right along side the staff. You've got to.
You've got a very interesting idea there and a nice website. Nice work.

[bmiles]

Wow. This is very thorough, it is a great post. I will definitely use these principles in my business ventures.

[andrewlm]

Those tips are very useful. Thanks for sharing.

[jonathanfigaro]

Thanks for the tips. But you forgot NEVER CRITICIZE!

[jonathanfigaro]

Originally Posted by GSD

I have had my own chain of cafes in Beijing.
I have been an Partner at the world's largest executive recruitment firm.
I have advised and negotiated for Westinghouse Nuclear on their successful bid for 4 nuclear power plants in China.
I am now working on a site that with the premise that people should be recognized and rewarded based on their ability to Get Stuff Done.

I don't know everything, but I have made and seen plenty of mistakes, you can avoid.


Here's my Dirty Dozen:


#1. System Dictates Behavior

Make sure to align your business goals with the individual's goals, because if they are not you can be sure that someone is going to find a way to game your system to get what they want.


#2. Have everything in writing

This may be obvious, but you would be surprised how many times, the basic rules and plans are only verbalized. The act of putting it in writing forces you to communicate clearly. Just because something is clear in your head, doesn't mean the other person 'gets it'. And this is even more true when you are not there to walk them through each step and provide guidance or interpretation in the training process.


#3 Do your homework

Before you even look for someone, be clear what the job description is. Surf the net, download some of the 100's of examples, cut, paste and craft one of your own.

Then make sure you know the Top 10 f*@k-ups people make managing whatever position you are managing. Whatever it is, it's been written about. Google it, it's worth the time invested.

Hmmm...Maybe this should be #1


#4. For skilled labor - go with proven talent

Oh sure your buddy's best friend who used to be a designer might make a good marketing manager, but your odds of success are higher by going with proven talent.
There are no gaurantees in business, all we can do it work on improving our chances.


#5 For unskilled labor - hire for attitude, train for skills

If you can train someone to do the job in 2-3 days, then get those with the best attitude and train them! Having to deal with someone who already 'knows' how to do it that is different from your way, well un-training a skill is tough. So unless their way is the better way, in which case everyone will learn from them, K.I.S.S. use your way.


#6 Proper Interviewing

Go to monster.com, get some of the top interview questions, know what you are looking for and then prepare 5-10 questions that you will ask every interviewee.

Oh yeah, print out a page for each interviewee with space to make comments. You will forget details after a few interviews.



#7 When it comes to hiring - Go with your gut

Great resume, great interview, great references, but bad vibe?
Hmmm... unless you had a really bad night's sleep, ate something bad, or are having massive stress from outside factors, go with your gut.
If you are in doubt, interview them again, but my old man used to say, "When in doubt, don't."
<he may have been talking about eating food, but it works here too>


#8 Ability X Motivation = Success

Think of this as a mathematical formula and you can't go wrong. Zero times 100 is still zero. So when you have that really sweet, fresh graduate that just... doesn't...get it, let them go. And when you have that brilliantly talented, grumpy, poison-in-the-office type who constantly under performs, let them go.

While you certainly need to know which management style to use for each employee, but you cannot spend all your time trying to motivate the unmotivated or train the untrainable.

Summary of #4 through #8 - Get the right people on the buss and the wrong people off the bus. (from Good to Great)


#9 Goal Setting and Pay for Performance

This follows from #1, #2 and #8.
Make sure your player are clear what they need to do to succeed and then reward them appropriately.
In fact, your reward policy should be transparent (#1)
Remember you get what you go for.


#10 Over Communicate

This should not be confused with micro managing, but rather creating a system to check the team is on the right path and hitting their milestones.


#11. Walk the walk

Don't expect your staff to act in a way that you yourself do not.



#12. People time is important time

Be you a manager or a leader, spending time with your team is important. Not to solve their problems, but to help them be better, understand you better, know where they are having problems better , the list can go on and on.

Organize/manage your time so there is connection time. If you don't do this, you will see yourself facing 'interruptions' and fire fighting or baby sitting. That sort of thinking is not helpful.


Hope this helps.

Cheers

Sam Goodman
me-2-b.com - People you can count on.

WHAt is the NAme of Your Cafe Chain?

[inle]

Originally Posted by GSD

I have had my own chain of cafes in Beijing.
I have been an Partner at the world's largest executive recruitment firm.
I have advised and negotiated for Westinghouse Nuclear on their successful bid for 4 nuclear power plants in China.
I am now working on a site that with the premise that people should be recognized and rewarded based on their ability to Get Stuff Done.

I don't know everything, but I have made and seen plenty of mistakes, you can avoid.


Here's my Dirty Dozen:


#1. System Dictates Behavior

Make sure to align your business goals with the individual's goals, because if they are not you can be sure that someone is going to find a way to game your system to get what they want.


#2. Have everything in writing

This may be obvious, but you would be surprised how many times, the basic rules and plans are only verbalized. The act of putting it in writing forces you to communicate clearly. Just because something is clear in your head, doesn't mean the other person 'gets it'. And this is even more true when you are not there to walk them through each step and provide guidance or interpretation in the training process.


#3 Do your homework

Before you even look for someone, be clear what the job description is. Surf the net, download some of the 100's of examples, cut, paste and craft one of your own.

Then make sure you know the Top 10 f*@k-ups people make managing whatever position you are managing. Whatever it is, it's been written about. Google it, it's worth the time invested.

Hmmm...Maybe this should be #1


#4. For skilled labor - go with proven talent

Oh sure your buddy's best friend who used to be a designer might make a good marketing manager, but your odds of success are higher by going with proven talent.
There are no gaurantees in business, all we can do it work on improving our chances.


#5 For unskilled labor - hire for attitude, train for skills

If you can train someone to do the job in 2-3 days, then get those with the best attitude and train them! Having to deal with someone who already 'knows' how to do it that is different from your way, well un-training a skill is tough. So unless their way is the better way, in which case everyone will learn from them, K.I.S.S. use your way.


#6 Proper Interviewing

Go to monster.com, get some of the top interview questions, know what you are looking for and then prepare 5-10 questions that you will ask every interviewee.

Oh yeah, print out a page for each interviewee with space to make comments. You will forget details after a few interviews.



#7 When it comes to hiring - Go with your gut

Great resume, great interview, great references, but bad vibe?
Hmmm... unless you had a really bad night's sleep, ate something bad, or are having massive stress from outside factors, go with your gut.
If you are in doubt, interview them again, but my old man used to say, "When in doubt, don't."
<he may have been talking about eating food, but it works here too>


#8 Ability X Motivation = Success

Think of this as a mathematical formula and you can't go wrong. Zero times 100 is still zero. So when you have that really sweet, fresh graduate that just... doesn't...get it, let them go. And when you have that brilliantly talented, grumpy, poison-in-the-office type who constantly under performs, let them go.

While you certainly need to know which management style to use for each employee, but you cannot spend all your time trying to motivate the unmotivated or train the untrainable.

Summary of #4 through #8 - Get the right people on the buss and the wrong people off the bus. (from Good to Great)


#9 Goal Setting and Pay for Performance

This follows from #1, #2 and #8.
Make sure your player are clear what they need to do to succeed and then reward them appropriately.
In fact, your reward policy should be transparent (#1)
Remember you get what you go for.


#10 Over Communicate

This should not be confused with micro managing, but rather creating a system to check the team is on the right path and hitting their milestones.


#11. Walk the walk

Don't expect your staff to act in a way that you yourself do not.



#12. People time is important time

Be you a manager or a leader, spending time with your team is important. Not to solve their problems, but to help them be better, understand you better, know where they are having problems better , the list can go on and on.

Organize/manage your time so there is connection time. If you don't do this, you will see yourself facing 'interruptions' and fire fighting or baby sitting. That sort of thinking is not helpful.


Hope this helps.

Cheers

Sam Goodman
me-2-b.com - People you can count on.

They are ALL TRUE!
I had my own taste of managing people & yes, all of these applies..

Thanks for summing it up & making it so easy for us..
But doing it is another issue..

[lovely09]

I guess the better way to manage your people is to treat them as a professional friend.Professional for working their job and a friend whom you trust.A great foundation of a team comes from making yourself a follower as well.

[my_misyel]

^It is really hard to manage a large number of people @ work most specially if these people are unexperienced and just starting. Thanks so much for the wonderful inputs. Will take note of these ideas.

[tom-knox]

It's always important to remember how different people are and that you cant regard your skilled employees as units to be managed like drones, you have to consider each one

[ernest1918]

thanks for sharing , those are very good tips...may i ask what you run?

[Mr Money Maker]

Good tips, I think there's a few more you could add, but I give you a B+ for effort

[Danslides]

Great post! Thanks for the info

[network.specialist]

Prayer, advice from mom, and friendship with other moms! We've never lived near family, so I've never even been able to call on them for help, except for advice.

[KyleJ]

Excellent information.

I also think its important to know how to communicate effectively and recognize when disputes are arising. Knowing how to negotiate and resolve conflict can be a huge deal when you start managing more valued, productive, and specialized people of a corporation. Internal conflict in a corporation can cost the business a lot. There are a million other things to know to be a great manager or leader, but something I can't emphasize enough is to recognize a difference between a team and a work group. Also, one must recognize that being a team doesn't mean everyone has to agree, as a matter of fact its un-human like to agree with everything and everyone. When everyone agrees for the sake of peace, nothing unique is brought to the table. A good leader must also know how to have people debate on different and new methods of accomplishing goals (in the right situation where it is necessary).