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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 agreement:

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 http://www.teamdiscoveryonline.com





 
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