Do Staff Meetings Make U Want 2 Pull UR Hair Out?

Do Staff Meetings Make U Want 2 Pull UR Hair Out?

 

I was recently at a client’s staff meeting and at the end of the meeting one of the employees spoke up and said, “We should consider changing these meetings from monthly to quarterly.” He didn’t feel that giving up thirty minutes each month is really worth the benefit. Really? Are you kidding me? Giving up thirty minutes in a thirty day period is too much time?

 

I think what the employee was really saying was that he wants the staff meetings to have substance and purpose. He wants himself and everyone there to leave the meeting with the feeling of accomplishment, satisfaction and with renewed energy to face the next few days with vim and vigor. At least that is my assumption.

 

I purposely didn’t say much in this meeting, until he brought up this question. I told him, and the rest of the staff, that most of the successful businesses that I work with have staff meetings either weekly or every other week. And that I have trained many of them to have what I call a “10-minute stand-up staff meeting.”

 

A 10-minute stand-up meeting is just as it sounds. It lasts only ten minutes, and everyone stands up. I will go over the sections of the ten minutes in a bit but first let me go over why the staff stand. It is only natural when people sit they get relaxed and get talkative. Many times their focus is lost and the aim of the meeting gets forgotten about. By having your staff stand everyone stays focused on the topics of the meeting and participates in the quick discussion.

 

Now what do you do for the “quick” ten minutes? When I do these meetings I break them up into four sections.

 

·         The first section is the past. A quick review of past meetings and delegated tasks is important.

·         The second section is praise. Praising your staff is so important. Some say it motivates your staff more than the thought of getting a raise. You can praise the staff as a whole for accomplishing a financial or numeric goal. You can also specifically praise one of the staff members for a job well done. The feeling this staff member will feel is priceless and the others standing there want that feeling as well.

·         The next section is problems. While I don’t like the word “Problem” it does start with a P. So let’s change it to challenges. A few minutes of the meeting is dedicated to discussing challenges that the staff / business is facing. With time being short an in depth discussion is not possible but it is valuable if you let some of the staff comment on the challenge. Always leave this section with a plan to eliminate the challenge and then review on the next staff meeting.

·         The last section is progress. This is where you as the leader restate what the goal of the business is and what is coming in the future to make hitting that goal possible. For instance, you may let the staff know that there is a special sale getting ready to start on a particular product. Or there will be a renovation of the office complex so that the office staff will be more efficient and productive.

 

All this can be done is ten minutes and a meeting like this can be held each week with success. If an employee asks a question that will have a long answer tell them to get with you after the meeting or let everyone know that you will send an answer via email later that day. While I do disagree with the employee on having staff meetings quarterly, I do agree that they need to have substance and everyone needs to leave the meeting fired up.

 

Jeff Earlywine is a business consultant, corporate trainer and international speaker. He has worked with 300 different organizations over 30 years. His driving, disciplined approach to raising standards of excellence has earned him the nickname “The Bar Raiser!”

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