Article No.16: Building and Retaining a Strong (winning) Team
Introduction
Today, we turn to the 10th and last element of the Law of MSMEs Success Foundations-LMSF i.e., the need to build a strong team in an MSME for either growth and/or legacy. It has been claimed that everything falls or rises on leadership. While that is true, equally true is the need for leadership to build a solid team to take any MSME anywhere as determined in the vision and mission of the MSME!
Building and retaining Talent in an MSME cultivate a strong, transparent culture, invest in employee growth with training and clear career paths, offer flexible work arrangements, and foster genuine connections through recognition and open communication.
Utilize your MSME’s advantages, such as its smaller size and flexibility, to create a purposeful and collaborative environment that makes employees feel valued and invested in. Even with artificial intelligence, people are still needful.
The way people are treated first time when they visit a business house will determine how happy they are when it is time to return to the entity for their next helping! Sometimes, customers/consumers have no choice because a supplier is a monopoly, still the customers will merely endure the bad service and will not hesitate to change and redirect their custom to the next available competition that arises to rival the bad service of the previously monopolistic entity.
As far as possible people joining the organisation must be thoroughly investigated not only for best fitness into the culture but also for security and background checks. It is more costly to try and get rid of ‘misfits’ than to invest time in ensuring that the hiring is correct first time. Once the decision is made to hire someone, the on-boarding process is equally crucial and must be insisted upon rather than rushing to get the new hire to get on with it day one!
Post hiring when the new employee or leader starts to work, a more regular check on the employee for encouragement and correction is important too. The last thing any business owner wants is to discover too late that the new hire is doing his/her own thing!A once in a while check with the competition as to terms and conditions that are extended to workers and leaders in similar jobs are being looked after will more deliver dividends. Trainee Programs and Internships can go a long way in offering opportunities for new talent to gain experience and learn within the MSME.
An MSME must implement internal training programs, job shadowing, or provide funding for external courses to equip employees with new and valuable skills. Fostering a Positive and Inclusive Culture is about building a collaborative environment where employees feel a sense of belonging, creativity, and open communication.
Any MSME that shows interest in flexible work options, such as flexible hours or remote work, to support employee well-being and reduce stress can be attractive to top talent who in turn are bound to help the MSME to grow for both legacy and growth. Recognizing and rewarding of achievements by a firm’s people publicly celebrated i.e., both individual and team successes to motivate employees and show appreciation for their contributions can go a long way in retaining useful talent.
Conclusion
It is clear that building and retaining great people in a firm helps to grow the MSME and therefore, makes a serious case for careful on-boarding and retention of good people that have the potential to help the MSME succeeds must make it their business to look out for top talent as those who are good tend to be well looked after so much so that they rarely look outside their current employer!All the best in choosing and retaining a great team for your business. Nahiti mwani!
The Author is Victor PM Nyasulu of VICTOR NYASULU Consult-VNc Partner @NS-CGMA. +260955746997. vpmn69@gmail.com
