Bryan Kelley, owner of Valley Automotive Electric, Covington, WA, and Chairman of ASA Northwest. Bryan’s previous episodes HERE.
- Hiring Practices RR 611 Humble
- People Smart
- Employee reviewsShould be a win for the business and a win for the internal customer (employees)
- The corporate review process tends to be about the business covering its backside- a reason to fire an employee with justification, and building an employee database
- Is your supervisor the person that should be doing employee reviews?- If you’re not around your employee more often than not being around them, then how are you able to do a full review? What is the pulse of the culture inside the business?
- Owners focus on KPI’s, building the business and building employees- but are you building your employees as a person? Are you making them better people?
- The more employees know and can do, the more they can do for you.
- Review process- you must have trust with all employees and management Schedule one on one informal meeting- listen to your employee and ask questions (Bryan goes to Thai restaurant) and give them a goal sheet- 1 year, 5 years, tomorrow both in work and personally
- Set peer review during 1 hour Friday lunches together- each employee discusses best and worst 3 things about themselves.
- The other employees can only respond by asking for clarification- no prejudging negatives or positives. Also rate themselves 1-3 with “Humble, hungry smart”
- Often times the team will rate you higher than you rate yourself
- When everyone has had their individual turn, everyone can start discussing each other
- If no one talks, Bryan knows there’s a problem
- Peer review matters more to an individual person- attitudes can affect business culture
- Thanks to Bryan Kelley for his contribution to the aftermarket’s premier podcast.
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