People work for people. MP needs to ensure he maintains the culture by staying connected with the team. The purpose of this plan is to ensure that MP is being held accountable and building the best culture with his team.
There are different Love Languages and people give and receive differently. The Love Languages are: words of affirmation, acts of service, gifting, quality time, and quality touch. We need to ensure we’re doing them all (except for touching). 😊
Action Items
These are the things that MP can do to maintain and strength his relationship with his team.
- 1 on 1 (time)
- Personal Notes (affirmation)
- Personal Notes to Spouse (act of service)
- Work Anniversary (gift)
- Random Gifts (gift)
- Christmas Gifts (gift)
- Production Calls (time / affirmation)
- Performance Reviews (time)
- Keep / Start / Stop (service)
Other Ideas:
- Spouse’s Birthday
- Wedding Anniversary
- Kid’s Birthdays
Execution
The biggest issue is how will we track each of these? MP votes to make Riley in charge of this. PJ and MP to discuss first.
Actions
Below are the details of each action.
1 on 1
How often? The more employees we have the harder this becomes. It can be a 1 on 1 virtual lunch.
48 working weeks per year / 3 times per year = once per 16 weeks. With 20 teammates that equates to 1.2ish per week.
That’s just over once per quarter. Let’s shoot for once per quarter.
Personal Note
Let’s write a person note three times per year. Too frequent will make it impersonal.
Personal Note to Spouse
MP thinks once a year is appropriate. Again, too frequently diminishes the impact.
Work Anniversary Gift (and call):
See Sheri’s Anniversary Gifting Program
Random Gift
MP used to gift for the virtual Grub Club; however, we’re no longer doing these, so the gifts are less frequent. That said, the EOS Happy Hours are running about $75 per person. Plus, we do the BEST awards.
Do we still need to do the gifts? Christmas could count for one
Here is what we currently do:
- Birthday gifts
- Anniversary gifts
- Christmas gifts
- EOS HH
- BEST Awards
- (coming soon) Celebration Numbers
PJ and MP to discuss.
Christmas Gift
Let’s start discussing this and the price range. As the team grows, we need to be more consistent (and less expensive).
Monthly Production
MP to call production peeps monthly: “congrats on closing X this month”. Can we be done for LP1s and LP2s. Not sure how to do this for others; and if that’s even necessary.
Performance Reviews
Let’s do two per year. MP will (hopefully) have a good enough pulse that we don’t have to do this more frequently.
Let’s spread these out over the year. If they’re all done at once, it will be a massive beatdown and MP will resist. Doing it over the year will require more scheduling, but it will be worth it.
PJ to help MP determine the schedule for these.
Keep / Start / Stop
Let’s do this specifically towards MP. MP will ask during reviews what to do better; however, the reviews are meant to focus on the employee. Plus, this will be anonymous.
Leadership Test
Do you have a daily or weekly team meeting with a set agenda and set time?
Do you have purposeful annual reviews?
Do you have roles responsibilities and metrics?
Does each team member know their role, responsibilities and metrics?
Do you understand your vision?
Do you review metrics on a consistent basis?
Do you have a set, progressive disciplinary process i.e., verbal naming, written earning and termination?
Do you know the names of your team members spouses/partners and children
Do you celebrate/acknowledge your team members’ birthdays?
Do you know and understand your personal goals i.e., what you want to be doing in 1-3 years?
Do you delegate toy-our team with who, what, why, when, where, and how instructions?
Do you do charity work consistently i.e., once every six-months minimum
Do you train team members’ consistently with purpose? i.e, here’s how you do it, now you try, critique judgment, repeat until mastered?
Do you eat with your team members at least once a month?