草榴视频

KENNESAW, Ga. | Aug 2, 2024

 | University of Tennessee, Knoxville

Q: How do I hire employees with the right skills?

A: Take job descriptions seriously. The humble job description is one of your most potent tools in hiring. It may sound silly, but the first step toward hiring employees is properly identifying what skills you need.

Many leaders fail to clear this seemingly simple bar because they do not take the time to identify all the tasks an employee will do and define the skills needed to do those tasks well. An unclear job description is a one-way ticket to hiring under-qualified employees. This is especially a risk in family businesses, where there may be an assumption that family members can "figure it out" on the job. Without a clear and thorough job description, even well-intentioned hires can flounder, leading to frustration and inefficiency.

A strong job description, however, is a roadmap to hiring the best available talent because it tells you exactly what to look for in your next hire. Rather than relying on credentials or experience (both of which are mediocre proxies for skill), you can test applicants on precisely defined skills in the hiring process, ensuring that your new hires have what it takes to do the job.

So, how do you create a strong job description? Ask everyone with ties to the position (e.g., direct supervisors, customers, team members, family members, and outgoing incumbents if hiring for an existing position) to explain to you:

1. The tasks that comprise the job
2. The skills needed to perform those tasks well, in order of importance

Be thorough and be willing to update the job description as new information arises 鈥� job descriptions are 鈥渓iving鈥� documents, not bureaucratic artifacts to be filed away.

If you need help organizing the information you collect or identifying the key skills for a job, check out O*NET, a free database hosted by the US Department of Labor that describes key tasks and skills for over 900 different occupations, at .

For family businesses hiring non-family members, balancing employee engagement between family and non-family employees is crucial. Engaged employees, whether family or non-family, contribute to a productive, innovative, and cohesive workplace. Here are best practices and actionable items to increase employee engagement in your family business.

1. Foster Inclusive Communication: Ensure that communication channels are open and transparent for both family and non-family employees. Regularly share updates on company goals, progress, and changes with the entire team. Encourage feedback from everyone, making sure non-family employees feel heard and valued. Tools like team meetings, newsletters, and suggestion boxes can help facilitate this inclusivity.
2. Establish Clear Roles and Expectations: Clearly define roles and responsibilities for all employees. This helps to avoid confusion and ensures that everyone understands their contribution to the company's success. Regular performance reviews and setting individual goals aligned with company objectives are essential.
3. Recognize and Reward Achievements Equally: Acknowledge and celebrate the accomplishments of both family and non-family employees. Recognition can be verbal praise, written notes, or public acknowledgment during meetings. Implement a rewards program that provides tangible incentives for all employees, ensuring fairness and transparency.
4. Invest in Professional Development for All: Offer opportunities for skill development and career advancement to both family and non-family employees. This can include training sessions, workshops, and access to online courses. By investing in everyone's growth, you demonstrate that you value all employees' futures with the company.
5. Create a Unified Work Environment: Cultivate a supportive and inclusive workplace culture that bridges the gap between family and non-family employees. Organize team-building activities, social events, and foster an open-door policy. Ensure that the work environment is physically and emotionally safe for all employees.
6. Promote Work-Life Balance for Everyone: Encourage a healthy work-life balance by offering flexible working hours, remote work options, and adequate time off to both family and non-family employees. When employees feel balanced in their personal and professional lives, they are more likely to stay engaged and productive.

By implementing these best practices, family businesses can create a more engaged and motivated workforce, ensuring that both family and non-family employees feel valued and integral to the company鈥檚 success. Remember, engaged employees are the cornerstone of a thriving business, and inclusivity is key to fostering that engagement.

, Owner | 

The food service industry is plagued with over 110% average turnover rate. We cycle through employees like we are changing out the laundry. For the first six years of owning a restaurant this was the norm. At tax time, we would have over 100 w2鈥檚 going out to people who no longer worked for us. The time and money spent on training was moving to levels that no small business owner wants to see. It was time for my company, , to make a change.

If you want your team to care about your business, you have to care about them. The first step I took was to create a leadership development program 鈥渂ook club鈥� for my managers. I pulled books from different areas of leadership and once a month we would get together and discuss. Over the course of the first year, I saw the attitudes and demeaner of my staff began to change. They were stepping up and helping each other out. Gossip diminished and made way for uplifting words of encouragement. Helpfulness and dedication to getting the job done prevailed.

Before I knew what was happening, the non-management staff requested to be a part of the book club. The following year we made it mandatory that all staff members participate. We offer 鈥淧TO鈥� time for reading the book and participating in the group discussions. Over the last four years, we have had a drop of 50% in turnover rates and experienced a huge increase in teamwork and overall employee satisfaction with their job performance. 

Investing directly into the lives of my team has made a huge difference in the culture of my business. The atmosphere when you walk in the door is jovial and vibrant, full of life and 草榴视频. Taking time to show my team how much I care about them has made all the difference in the growth of Gaston Street Eats Co.

How to start a Leadership Development Book Club

1. Find books that speak to your team. I have a young staff, most under age 25, so I concentrate on books that are relatable and industry specific.
2. Provide all the reading materials or audible subscriptions for the team.
3. Create questions for each book that you send out in advance of the meeting.
4. Have a white board or flip chart so you can write down ideas and thoughts that arise during the discussion so the team can reflect on them during the month.
5. Guide the discussion but let the team speak openly about their thoughts.
6. Over the course of the year, vary your books to keep the discussions fresh. (I go back and forth between inspirational, leadership, psychology, and practical application books.)
7. A great book to start with is 鈥溾�� by Erik Erikson.

Lastly, enjoy the experience with your team and watch the magic happen!

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