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GET ME OFF THIS TREADMILL - Part 2

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You should have answered the first 2 Questions, Why? And What? and be half way off of the proverbial treadmill. With your Vision Statement and Mission Statements in hand, it is time to take a step into the deep end and cover the last two questions.

1) Who is going to help me achieve my Mission and Vision

2) How are they going to do it?

3) Who is going to help me achieve my Mission and Vision?

The trick in business is creating systems that allow you to hire the best people (hear and attitude) instead of the most talented people. The cornerstone of this process is creating clear Position Description Agreements (“PDA”) for each position in your company. These agreements should be focused on the results that each specific position needs to achieve daily, weekly, monthly for the business to accomplish the mission. At first you may be filling most of these positions. However, as your enterprise grows you will begin to bring on new team members to fill the roles in your business that are not your areas of strength or from which you take little joy.

How are they going to do it?

Once you have established the results that you want your team members to accomplish you need to give them the rules and playbook for the game. In business we call them Policies & Procedures. Every business has a unique culture and yours is not different. A vital component to passing that culture on to a team is to have it written down.

Here are the steps:


1. Create a binder and label it Company Policies

2. Put the policy in the binder.

3. Create a binder and label it Company Procedures

4. Do this over and over throughout the year.

5. Create a policy or procedure on a single text document.

6. At the end of the year, combine them into a Policy Manual.

7. Circulate it to your team members and have them sign it.

8. Start new binders for the next year and repeat the process.

The first policies or procedures should be those things that are non-negotiable in your business. Here is an example of an attendance policy and procedure

1. ATTENDANCE POLICY

Regular attendance is essential to the company’s efficient operation and is a necessary condition of employment. Employees are expected to report to work as scheduled and on time. Absence for three consecutive work days without notifying the supervisor is considered a voluntary termination.

2. ATTENDANCE PROCEDURE

If it is impossible to report for work as scheduled, employees must call their supervisor before their starting time. If your supervisor is unavailable, a voice message should be left. If the absence is to continue beyond the first day, the employee must notify their supervisor on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent.

Ok, so you are saying to your self what doe this have to do with legal. The simple answer is a lot. By having crystal clear PDAs makes team member accountability simple. You can document and team member accountability session with references to the PDA creating a clear paper trail should the employee ever make an Unemployment Claim or Discrimination Claim. Don’t over think this. Just Do It!

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Reib Law

412 S. Carroll,

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Denton, TX 76201

Phone. 940-591-0600

Email. scottr@reiblaw.com