Are you getting the best out of your instructors and staff?

Do your employees take ownership in their work?

These are important questions to ask yourself.  Being a school-owner, the level of your success is greatly dependent upon your employees.  As your martial art business grows and matures, achieving quality communication with your employees will become more and more important. There must be a personal and effective form of communication between you and your employees to make you martial art business successful.

A quarterly review is a powerful tool of strategic communication that has helped me get the most out of my employees. Quarterly reviews helps your instructors/staff realize their performance, and their impact they made over a period of time.

Within the “dojo” there are many kinds of personalities and different abilities each person can bring to the table.  Each employee will have different areas in which they can improve upon.   A successful review will influence each employee on an individual level by providing purpose, direction, and motivation.

A quarterly review will help open communication between you and your staff.  This will make a perfect time to send a personal message to each of your staff.  These reviews should be taken seriously; they should be scheduled and well thought out before the reviews are presented.  These reviews will then be able to strengthening your relationships between you and your employees.  It will enable your employees to see your vision for them and the school; it will also help identify the many opportunities for growth within your school.

Here are three crucial points to be focused on to make the most out of your next quarterly review:

1)  Apprectiation- “Celebrate the people that deposit goodness in your life and bring you success and favor,” this is a life verse that I take very seriously!  A performance review will provide you with the opportunity to let your staff feel appreciated and installs motivation.  Being prepared at the review enables me to cite specific occasions when my employee went that extra mile, performed a specific project, or handled a certain situation. In addition, during an employee’s review you should always try to start and end with the positives.

2)  Communication- An effective employee review should have “two-way communication”.  I do not just want to talk to my employees, I also want to listen.  I like to have my employees to give themselves a little “self-evaluation” during the reviews.   I want to know their perception about how my school is running.  A simple question like, “How do you feel you are doing in making our new students feel welcome?”  This is a great way to get that communication flowing.

3)  Identify areas of improvement- During a review you will be able to identify and recognize areas of improvements for each employee.  While evaluating their job performance, you should state the ideal goal for that specific task.  I like to have a list of tasks and responsibilities in front of me, for that employee during the review.   I rate each employee on a scale from one to ten for each task.  While discussing their scores, I identify their ideal goal to achieve that specific task.  When I identify any weaknesses or areas needing improvement, I always provide a plan to follow to achieve success in that area.

A productive team of employees and instructors are the backbone of Next Generation School Owners. Having a productive, knowledgeable, and “cared for staff” is a MUST when having multiple schools…. Remember success requires people!

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