Do Business Well

i. Each team member should have a clear, updated job description with well- defined accountabilities and levels of authorisation. However, don’t create rigid reporting systems that will stifle creativity. Promote a culture of participation, innovation and sharing.

ii. Team members should be encouraged to take ownership of their business unit, section or area. They must be encouraged to take total responsibility. In return, you must treat them as partners. Ask them for their input and advice. Consult with them on changes. Involve them as deeply as possible in all aspects of the business.

iii. It has been said that human beings can never get enough recognition. We all hunger for praise, compliments and being somebody special. So honour, respect and stroke those team members who earn it. And do it with sincerity and integrity. Go out of your way to catch people doing something right. Celebrate outstanding achievements.

iv. If one of your team members has performed below expectations, don’t be afraid to face it with her. But apply dignified, constructive criticism of the action not of the person. One of the biggest causes of staff dissatisfaction is the way they are criticised at work. So here’s a valuable technique called the “Motivational Sandwich”. If one of your team members needs criticism, first praise his performance over time, then criticise the action and state your desired performance levels, then praise the person and highlight your expectations for the future.

v. Always encourage your team members to talk to you. Make it clear that no idea is a bad idea. Very often, your staff will be more in touch with customer needs because they are in contact with the customer all day. Your staff can be your most valuable market research and consulting resource. You may even wish to set up rewards for feedback and ideas.

vi. Be prepared to invest time and money developing your team members as your company grows. Encourage your staff to attend seminars and study further if necessary. Tell them you’ll either match their investment in their education or you’ll pay for it if they achieve “pass” marks.

vii. Communicate regularly with your staff. Hold regular meetings and tell your staff about the company and your plans for future growth. Many entrepreneurs make the mistake of being “loners” and just treating their team members as hired hands. Remember, you’re the coach and team captain. Your team members are relying on you for information and inspiration.

viii. Build a team spirit. At certain times, we believe you should socialise with your staff, away from the work environment. You could invite your staff to your house for a braai, or arrange a sports day or a picnic where they can bring their families. Or you could organize a “Bosberaad” where you take your key people away for a couple of days and talk about the business and ways you can make it more effective.

ix. Finally, and most importantly, don’t be greedy. When your company starts to do well, share the success with your staff. Remember, they have helped you to get there and, if you share your success, you will reinforce their feelings of ownership. We promise you that the more you give away, the more you will make. Ultimately, whatever the textbooks say, nothing motivates people like a share of the profits. What’s more, when you share the profits, make a big deal out of it. Let people know how much you appreciate their contribution as you hand them their magical envelopes.

Although we know that you will do everything to sustain a healthy relationship with your people, Murphy’s Law will hit you: things can go wrong so keep abreast of the latest labour legislation. Ensure that you know the policies on maternity leave, raises and sick leave, etc. Keep your staff record up to date e.g. keep your leave records up to date because unclaimed leave can become a big liability to your company.

Without question, our most successful corporate clients have one golden denominator: turned-on people. There is simply no substitute for this kind of competitive advantage. In fact, Mike believes that one of the reasons why he has been successful is the quality and motivation of people working with him. As an example, here’s a testimonial about his personal assistant, Marion Crouwkamp, e-mailed to him by Shan King of Anglo Gold: “Thank you very much for responding to me so quickly. Wow! Talk about being motivated. Mike, you have a star supporting you. That’s what I call Teamwork. Well done, Marion!”

In the USA, some large companies even provide medical aid to temporary workers like students working in the stores. So from the start we suggest you hire the best possible staff, pay well above the average and share your success with them.

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