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PI Conference 2011: Mixed Team Management
- 1. Permanent, Temporary & Outsourced – Mixed Team Management PI Conference 2011 – Tylney Hall Nicola Franklin Fabric Recruitment @NicolaFranklin
- 3. Session Agenda Introducing some issues around managing a mixed team – Presentation Discussion of participants’ experiences and solutions - Roundtable Introducing some of the legal considerations and implications - Presentation Discussion of situations encountered by participants, and their resolution - Roundtable Wrap up to share experiences with the wider group
- 4. Performance Management & Development
- 5. Appraisal Process Achievement of goals from last appraisal Skills & Competencies are measured New goals are agreed Development needs to reach these are reviewed and rewards are agreed
- 6. Try and avoid appraisals turning into a box ticking exercise...
- 7. From Appraisal to Motivation Business Strategy & Aims Goals - Rewards Performance Personal & Team Objectives = Central Pivot Skills Vision – Future Leadership Improvement
- 8. Integrating your recognition or other interventions into daily work is a good idea
- 9. Time Events Throughout the Year
- 10. Motivation Don’t be too busy to communicate Share your optimism Talk about where you are going and how you will all get there Take time to build relationships Show team members how their input is integral to team success
- 11. Nicola Franklin nicola.franklin@fabricrecruitment.com @NicolaFranklin Questions?
Editor's Notes
- If you have a mixed team, including permanent members of staff, team members on fixed term contracts, temporary workers on an hourly rate and with no tenure or notice period, and then throw into the mix staff from an outsourced provider working on-site alongside your own staff – how do you manage and motivate them?Also, how do you ensure that you don’t get into hot water in terms of legal obligations and pitfalls to avoid, such as treating temporary workers or freelancers in such a way as to create ‘mutuality of obligation’ which could have adverse effects on their employment and tax status, with consequent negative consequences for your business?
- Don’t be too busy to communicate. Recovery or no recovery, these are uncertain times. Employees are wondering what’s going to happen next, whether their job will be impacted and what action to take. Unless managers and leaders fill that void with clear and positive communication, people will assume the worst and act accordingly. Don’t let your busy schedule get in the way of taking the time to talk with your team.2. Lead with optimism. The engine for America’s growth and prosperity has always been its can-do attitude and spirit. Unfortunately, in the past year, optimism has been in short supply. The most important weapon against pessimism is to transfer your optimism and vision to others. Leadership is a transfer of believe and your belief inspires others to think and act in ways that drive results.3. Share the vision. It’s not enough to just be optimistic. You must give your team and organization something to be optimistic about. Talk about where you have been, where you are, and where you are going. Share your plan for a brighter and better future, talk about the actions you must take, and constantly reiterate the reasons why you will be successful. Create a vision statement that inspires and rallies your team and organization. Not a page-long vision statement filled with buzzwords, but a rallying cry that means something to the people who invest a majority of their day working for you. This vision statement can’t just exist on a piece of paper. It must come to life in the hearts and minds of your team So it’s up to you to share it, reinforce it, and inspire your people to live and breathe it every day. A positive vision for the future leads to powerful actions today.4. Relationships build real motivation. It’s much easier to motivate someone if you know them and they know you. After all, if you don’t take the time to get to know the people who are working for you, then how can you ever truly know the best way to lead, coach, and motivate them effectively?5. Create purpose-driven goals. Real motivation is driven by purpose and a desire to make a difference. When people feel as though the work they do is playing an integral role in the overall success of the organization and the world, they are motivated to work harder.