Business image starts with staff members

Hire only the people who will match and complement your current personnel, management style and corporate culture. Determine the personality characteristics of your supervisors and overall business, as well as those required for success in each position. Measure and analyze each job candidate to decide who fits best.

Be sure to provide training to recently hired and current staff. Enterprises that do not train workers and managers will fall behind competitors and will not be able to keep up with new industry standards and techniques.

Due to current economic conditions within our country, these businesses will fall prey to out-of-date appearances and practices.

Ensure that your supervisors remain skilled in all of the management accessories necessary for retention. Do they show appreciation? Do they keep subordinates informed? Do they have integrity? Do they build teams? Do they maximize motivation and morale? Do they create an environment of trust? Are they not tight, controlling micro-managers? Do they respect each individual and insist on respect between team members? Do they show excitement regarding their areas of accountability and the mission of your corporation?

Regularly evaluate the performance of your workers. Is everyone meeting your needs? Is each fulfilling expected responsibilities? Do they all still fit? Do you need some new people with modern, fresh ideas?

Immediately and properly handle personnel problems. As the saying goes, a stitch in time saves nine. Do not let one unraveling staff member cause others to do the same. This will open up the potential for decreased quality.

In addition, co-workers will feel forced to handle more than their fair share of the load and begin to experience stress from the emotional wear and tear of unresolved issues.

Know when it is time to discard a laborer. Do not tolerate purposeful, shabby performance. If he does not fit anymore, release him.

If your enterprise is changing, and he is unable or unwilling to keep up with the new styles, let him go.

Determine whether your organization is too loose in adhering to human resource laws. Your business may be required to comply with up to 100 federal and state statutes. If a lawsuit arises, the cost could cause your corporation to fall apart at the seams.

Have a vision for the future of your enterprise. Develop and execute companywide goals, as well as team and individual goals to achieve those objectives. Perform vision casting to clearly and passionately communicate exactly how you want to dress up and gussy up your products and services.

Starting with employees to present the image you want in the marketplace does not have to be overwhelming or time consuming, and these tips can help you attain the goal.

Lynne Haggerman is president/owner of Haggerman & Associates, a firm providing outplacement, retained search and management consulting/training on human resource issues.

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