This is also a really good reason to have a 90-day probationary period for all new hires. Sometimes, no matter how you tried to get it right during the hiring process, you get someone who just can't cut it.
Have you ever heard that saying, "Slow to hire, quick to fire"? That's not just some dumb Trump-ism - it should be the template for how you handle staffing issues. But not during those first few weeks - instead, you need to ease your employees into their new job responsibilities.
Patience is a Virtue
Now, I'm not saying you should just cut someone loose as soon as you lose your patience with them. Employees are going to make mistakes, and to a certain extent you need to let them do so.
If you lose your cool every time a new employee gets something wrong, either they're going to quit before they're up to speed or you'll end up firing them before that time arrives. So, you need to be patient, and you need to treat your new employee a lot like a new student.
Think about it - do you expect a new student to know all the rules on day one? Nope, or at least you shouldn't. My rule for white belts is they get two weeks to learn what's expected of them behavior-wise. After two weeks, I figure they know the rules, so if they screw up they get treated like everyone else.
But during those first two weeks, I am extremely patient and I will correct them over and over again without any disciplinary action for little slip-ups like talking out of turn in class. The same should go for your new employees.
Certain Things Should Be Automatic
On the other hand, things like showing up on time and wearing the right uniform should be basic to any employee's job performance, and I have no tolerance for people who can't follow the most basic instructions.
You see, I can't make someone care enough about their job to dress properly and show up on time. That should be automatic.
On the other hand, if they enter a contract into the billing system the wrong way, or get the lesson plan mixed up, or say the wrong commands while teaching class, that's simply expected.
And that's something I can fix, or rather, that the new hire and I can fix together.
The Main Things To Look For Those First Few Weeks
The main thing I am looking for in those first few weeks is enthusiasm, plain and simple. I am looking for a person who desires to do a good job.
Another thing I am looking for is a self-starter. I want someone who isn't just standing around after they've completed a task.
Now, this is something that you have to instill in your less experienced hires. You have to emphasize to them that there is always something to do in a martial art school.
Tell Them How To Use Downtime
One of the first things I tell new employees is that if they don't have anything to do to find something to do.
For example:
- Clean and straighten the entry foyer and waiting area.
- Clean the bathrooms.
- Vacuum and mop the mats.
- Clean the glass, both the windows and the counters.
- Dust the shelves.
- Inventory the Pro Shop and change the retail displays.
- Straighten equipment.
- Sweep the front walk.
And so on. Now, if they're responsible for sales and marketing, they need to be out in the local area placing rack cards and VIP-ing people daily. If they aren't actively generating leads daily, they aren't worth their salary to me.
I don't want to see them in the studio unless they're waiting on an appointment, and I shouldn't see them in the studio until they've set a couple of new appointments that day.
And even then, they shouldn't be sitting around waiting for their appointment. I expect them to be cleaning or following up on people who are in the intro pipeline or working new leads.
Coming Next Week...
I'll talk about all this a whole lot more next week. For now, just think about easing your employees into their job responsibilities, and providing clear expectations for their manner of dress, timeliness, and work ethic from the very start.
Doing so will make things a lot easier and a lot less stressful on you both as they adjust to their new job. Again, more on this in next week's emails.
Until next time,
Mike Massie
MartialArtsBusinessDaily.com
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Click here...P.S. - You need to have a dress code for your employees. No radical hairstyles, no weird facial or body piercings or ear stretching, and they should have to wear a uniform to work every day. If they work in the office, get some polo shirts with your school logo embroidered on the front, and specify whether they need to wear slacks, khakis, sweats, or gi pants with it each day. And if they work on staff, they need to wear a school t-shirt and gi pants when they aren't on the floor. No exceptions.
P.S.S. - EVERYONE SHOULD LOOK THE SAME. Consistency is the first key to professionalism. Name tags aren't a bad idea for front office employees either, as it makes your employees look more professional. Remember, your employees are representing your school - require them to look the part.
