Welcome to the second of our three part series: “Recruit, Train, Retain”. Our previous section focused our trade secrets of recruitment in 2016!
Do you want your staff to perform tasks quicker, more efficiently and better than your rivals? The next section focuses on the importance of training and nurturing staff to deliver the best they possibly can (better than your competitors). This section is split into a further three parts, ‘Hard/Soft Skills, Empowerment and Reflection.’
The Hard and Soft Skills subject is understandably confusing but it is probably the most important to get right. To be good at hard skills, you have to engage the left side of your brain known as the logical centre. People with an abundance of hard skills will often believe they are smarter than others. This is because they are teachable skills that can be easily measured such as bricklaying, plumbing, and a degree qualification.
However, soft skills are equally important to the systems and processes of a close knit team. To be good at soft skills, you need to engage the right side of your brand known as the emotional centre. These are more personality traits that represent our relationship with people. Examples of soft skills include, communication, teamwork, problem solving, assertiveness, planning and organising. Unfortunately, these skills are not as teachable but they can be encouraged. Consistent reminders about the importance of teamwork will engage the right side of the brain and will develop social capital.
The balance between hard and soft skills is integral to the unity of your team. A very well educated Quantity Surveyor, lacking those overlooked skills in organisation or collaboration, may well need some support in developing their soft skills.
At Sphere, we empower our staff members. Presenting new challenges and opportunities will ensure your staff don’t get wrapped up in the little things that probably don’t matter. A week where your staff are encountering new tasks will organically broaden their skill set.
Make sure you allow them to develop at their own pace. A large workload will result in rushed objectives and poor output.
Don’t babysit your employees, Mentor them! They obviously impressed you enough to land the job, so leave them to their own devises and report back later for an update.
Reflection and Feedback
All this hard/soft skills empowerment jargon can be great. However, it is useless when management doesn’t allocate any time for reflection. This is where your employees can work out where they can improve next time. Together, everyone can work out their strengths, weaknesses and opportunities to progress.
Watch this space for the final part of this three part series: Retaining your talented staff.
Written by Neirin Millard
Image Source: SMH