Creating a Strong Team

By: Bryan Durocher

Posted: January 29, 2010, from the January 2010 issue of

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For example, job descriptions need to be defined in writing, understood and signed by the team member performing those duties. Your descriptions should include the following employee requirements:

• Appearance and dress policy
• Dispensary policy
• Cleaning and sanitation policy
• Financial and compensation goals
• Staff meeting policy
• Career development and advanced training requirements
• Scheduling policy
• Client information and confidentiality
• Extraordinary client experiences
• Personal services and product costs

Employee performance. Let your team members know how their job performance is going to be measured. This will allow them to focus on the specific areas where they need to apply their skills.

Use the following nine performance evaluation examples as a starting point.

1. Job performance—Meeting and exceeding performance goals as they relate to sales, retail, client retention, education and all other performance objectives
2. Job knowledge—Understanding of job responsibilities and departmental procedures
3. Productivity—Volume of adaptable work produced, meeting job standards, taking initiative and maintaining a number of personal bookings
4. Quality of work—Accuracy, thoroughness and attention to detail in daily work
5. Establishing and meeting priorities—Using priorities as a way to plan work, budget time to meet deadlines and finish work in a smoothly flowing manner
6. Challenge-solving—Independent challenge solving skills, resourcefulness and amount of supervision needed
7. Communication and interpersonal skills—Written and oral communication skills with supervisors, co-workers and guests, ability and willingness to establish and maintain cooperative relationships
8. Adaptability—Ability to adjust to changing conditions, meet peak work loads and master new procedures and responsibilities
9. Attendance and punctuality—Period covered, days absent, number of occasions or classes missed, late starts and leaving shifts early

One-on-one time

Spend 15 minutes each week going through each person’s goals and financial accountability in regard to their specific job. Formally schedule these meetings in order to be consistent and effective.

Meetings such as these are necessary because you are laboring side by side with your team members and need to keep them focused and accountable in reaching their goals. It is shifting from telling them what to do to asking them questions and listening for distinctions you can use to help them grow. This takes practice, and when it is working well, it becomes the fastest way for your business to grow.