Direct Marketing Article
The New Way to Manage Your Employees - Time
clocks and yearly reviews are a thing of the past
By Steve Fretzin
Your employees are the key to your success. Without a talented, hard-working
staff, your business will flounder and eventually fail. However, it isn't
enough to just hire the right person. You also have to set benchmarks for
success and monitor your team effectively in order to make sure that your
business is functioning at its highest level.
A behavioral employment agreement can help to ensure that both you and your
staff are happy and productive. Behavioral employment agreement have gained
popularity in recent years, as managers are looking for way to clearly and
concisely lay out their expectations for employees.
Employment agreements do not just benefit the employer, they are also useful
for the employee as a well. When employees have straight-forward and simple
instructions for success, they are able to meet these benchmarks and work
towards their goals. When job responsibilities are unclear or when raises
and promotions are given out in a seemingly arbitrary basis, people become
frustrated and even bitter.
Clarity of communication is crucial when it comes to establishing harmonious
business practices. Here is how to establish your own behavioral employment
Outline expectations. Use concise language, and try composing in a
bullet-point style. Employees are likely to skim long-winded paragraphs, so
be short and to the point. Depending on the job, there might be 5
bullet-points or 50. The important thing is just to make sure the employee
is well-aware of all that his job entails, whether the task is as simple as
locking up the office at the end of the day or as strenuous as bringing in
10 new clients each week.
Make a timetable for the employee. I have found that it is very helpful to
include a timetable as an illustration of my expectations for my staff. For
example, in my firm's behavioral employment agreement, I have created a
timetable of tasks for my employees to meet in 30 days, 90 days, 180 days,
and so on. Employees can then work with a firm goal and deadline in mind.
Contrary to what you might think, this actually makes the employee less
stressed and more motivated, because he knows exactly what he needs to do
and how much time he has to do it.
Set up a system for monitoring the employee's success. You can't set
guidelines without having a system for monitoring whether or not they are
followed. Have set times each month when you 'check in' with your employees
and make sure they are on track. Again, having a set time and place for
these meetings will help keep your employees stress-free, as they know you
won't looming over them or micromanaging them every step of the way.
Instead, they are treated like responsible adults with set tasks to
accomplish in a set amount of time. If employees fail to meet the
requirements of the contract, and are consequently reprimanded or even
terminated, their signature on the contract will prove they were well-aware
of what they needed to do.
About the Author:
Steve Fretzin is the President of Team Discovery. Team Discovery is a
professional search firm dedicated to finding the best possible matches for
its clients and candidates. The goal of this platform is to end the
long-term agony associated with recruiting, hiring and on-boarding new
staff. This is accomplished through a comprehensive assessment and interview
process involving clients and candidates alike that identifies the barriers
to long-term successful hiring. For more information, visit