17 Mar

Does your business have a safety net in place?

In today’s working world, independent self-motivated employees want flexibility. They don’t want a drill sergeant dictating to them on the small stuff, such as time keeping, working hours and when to take their tea breaks. That cramps their style, demotivates them and drives them to look around at greener pastures. Gone are the days of employees working in their little grey cubicles from 8:30am to 5:00pm. They require freedom and flexibility in certain areas of the business and in today’s ever-changing environment it makes sense to allow for this extra flexibility.

If you’re granting people freedom though, you should also provide a safety net. The safety net is there to provide your team members with some structure and boundaries. Having this structure prevents you from having to “step in” suddenly to bail out a team member.

So how can you apply this approach? How can you give people freedom to work in the way that suits them, but be there with a safety net all ready to go.

Here are some ways you can build a strong communication platform in your business. Your “safety net” starter kit.

  1. Weekly team meetings – Reporting back to your team on your area of responsibilities every week is key to maintaining a focused and responsible employee. If your team members know that it is not just you their boss that requires feedback, but the team as a whole is counting on them for results it definitely shifts from a “you and I scenario” to an “us” scenario.
  2. Utilise an external coach or apply coaching techniques – Don’t try and solve your team members problems for them. Coach, support and guide them. Get them to come up with their own solutions. This results in them taking ownership and builds motivation. If you are unable to coach them, then engage the services of an extremal coach.
  3. Introduce an accountability buddy system – Pair your team members up. It may be a mentor-team member relationship or a peer-peer relationship.
  4. One-on-one sessions – Depending on the type of job and responsibilities there should always be a time and place to check in. One-on-one time is not a formal event, but a chat over a coffee and a place to discuss the current status (professionally or personally) of your team member. Once a month, once a quarter it’s your decision.
  5. Answer their emails and queries in good time – In most organisations the turnaround time for external customer feedback is immediate. This is good customer service isn’t it? Your team members are your internal customers and they should be presented with the same courteous treatment. By responding in good time shows you care and that they are important to the business.
  6. Business culture – Build a culture were your team feels safe to talk, discuss, debate, challenge and provide feedback about the business goals. Where they feel accountable for their actions.

To build a flexible working culture there is definitely work to be done. Establishing the  correct systems and processes in your business allows you to develop self-motivated, focused and responsible team members.

Nicole Coyne

Nicole Coyne

Nicole is a certified professional coach as well as a certified trainer, advanced assessor and coach mentor. Based in Auckland, she provides a range of coaching options, from individual business owner and management coaching, group and team coaching workshops to personal coaching. Her coaching practice is aligned to the ICF ethos and ethics. Need to hire a professional coach? Contact Nicole nicole@tikumu.co.nz 
Nicole Coyne

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