Instead of having time-wasting status meetings or tedious pipeline meetings, design your weekly staff meetings so they power your business forward. Elevate the discussions beyond the mundane facts and figures, and focus your team’s energy on engaging debates that bring about progress. If it’s something that could clearly be conveyed in an email, don’t spend precious meeting time talking about it. Here are five other topics to examine with your staff.
What is success?
Of course your whole team is aimed at success, but you need to lay out what success actually looks like for your company, for each department and for each individual. Create guidelines to measure it and know when you’ve reached it. If everyone doesn’t agree on this, each person will be working toward different goals, possibly taking your team in opposite directions.
What are our risks?
Some people are very comfortable taking risks, confident that they’ll persevere, and others are not. Debate some scenarios and make sure your whole team agrees upon some sort of balance about when risk is appropriate and when it’s not. Even if you’re not all on the same page, they need to at least be aware of what everyone else is doing.
How can we improve?
This is a broad question, but we can break it down into smaller, more manageable topics. First, consider the bad habits your team has that you need to eliminate—things that waste time or space or you’ve just outgrown as other procedures or systems have evolved. Aim towards better productivity and efficiency. This should be an honest and safe conversation—every viewpoint counts! You’re responsible for empowering your team, but let them help you brainstorm and problem-solve.
Next, consider your market and your customer’s market. What are the trends or new technologies that you can take advantage of or need to adjust to? As you identify changes you need to make, consider which employees are comfortable taking on those challenges and which would rather maintain the status quo.
What is our team brand?
Your brand and your message are probably already established, but it could always use revisions or adjustments. Know who needs to hear it and how you can best communicate it.
Who should we reward?
Finally, discuss your team. Figure out who you need to thank and recognize for remarkable achievements and/or notable efforts. Have a reward system in place to identify those people who lead and to motivate the rest of your team. Determine which employees you should be grooming with recognition, grander challenges and responsibilities, additional training or a mentoring program.
Your team meetings should be aimed at asking questions, tackling issues and learning as much as possible to grow your business. For more tips on how to put your company ahead of the competition, contact us today.
Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.
Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.
Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.