If you’ve started a new business, or have been operating a small to medium business for some time chances are you are operating without a human resources function within your organisation. With this in mind here are some vital suggestions to consider before employing staff for your business.
Remain fluid and flexible
Remaining fluid and flexible is key when developing a new business venture, and looking for people who can remain fluid and flexible with you is paramount. If you can hold off on employing full time staff you have the opportunity later to search out ‘Hybrids’, those special individuals who can ‘wear many hats’ and have the diversity of experience to back it up. Traditional roles and job titles are on their way out, hire people based on experience that will best suit your requirements and can work to capacity for you.
Rely on contractors and freelancers
If you’re starting out, rely on freelancers and contractors where possible. All new business owners should be focused solely on their business objectives – hiring staff is not just a commitment to cost, you also become responsible for their livelihood, career progression, and management. If anyone employed in your organisation is not working to capacity, you’ve hired them prematurely.
On top of this there is of course the administration – payroll, holidays and superannuation.
If you’re already established really think about the return additional headcount will provide, and whether someone within your organisation has the capacity to take on additional responsibility or tasks…worst case scenario, perhaps you can incentivise them to do so. Again, don’t be afraid to rely on freelancers to pick up any slack – this is a great way to determine whether that extra person is required before making the commitment.
Develop Brand Guidelines and Vision
What does your brand look like, and how do you want people to think and feel when they think of your business? Make sure you are clear on this to ensure any staff working with you, fit the mould and carry out business ‘on brand’. This starts with how the phones are answered within your organisation to how all corresponding communications are handled. It’s imperative on this note to develop your customer journey, this will help keep your organisation on track with customer retention.
Develop a business plan with corresponding aims and objectives
Aims and Objectives are imperative – they should communicate your goals and expectations clearly so your staff can understand your vision and help you see this through. Set key accountabilities for each staff member and include these in their position description. This will help keep them focused on achieving your business goals.
Set KPI’s and a corresponding bonus structure.
Incentivising staff is key, often Bonus structures are reserved for those working within a Sales capacity, however the businesses financial goals should be at the forefront of everyone’s minds. Expecting an administration assistant to sell as an example may be a stretch, but incentivising them to develop systems or to find ways of streamlining processes to reduce cost and time wastage is of equal importance.
Create Systems and Processes for your organisation
Develop systems and processes of how you WANT the business to be run, and how it NEEDS to be run – this should both consider your brand, business plan, sales plan and your aims and objectives. This will enable you to effectively manage time wastage, and ensure your employees can hit the ground running within your organisation. Pick the brains of contractors, freelancers or a business consultant for valuable insight into how things could be run differently within your organisation – especially in relation to full time staff. Lean on them to create systems and processes for your organisation – you may even be able to lean on them for training the staff you hire in the future for seamless integration.
Staff Development and Morale
In order to get the best from your staff it’s imperative to remain mindful of their personal objectives and to remain available to them, this will foster trust, loyalty and staff retention. The workplace environment you create is also paramount, as proven by companies like Google and Atlassian who offer their staff outstanding benefits and consequently reap the rewards of productivity, fewer sick days and staff retention.
Financially there’s only so much a smaller organisation can manage, but the occasional team outing, a couple of movie tickets gifted for a job well done or a longer lunch break to facilitate staff gym visits are just a couple of examples of how you can demonstrate the value you place on their efforts without breaking the bank.
The Chrome Group can work with you on any number of the items discussed in this post. Feel free to drop us a line if you need some assistance!