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Monday
Jun202011

Employee vs. Employer 

There are a lot of things that need to be managed in a business: time, money, resources, inventory, productivity and the list just keeps going. The one thing that I want to cover today is managing people. More important then managing people is managing responsibilities and positions. If you don’t take anything away from this post take this: DO NOT BUILD POSITIONS OR RESPONSIBILITIES AROUND PERSONALITIES - BUILD POSITIONS FIRST THEN FIND PEOPLE TO FILL THEM. Sorry for the bold and the caps lock but it’s really important to get this concept and understood right out of the gates. You will save yourself loads of head ache and disappointments when you have to confront your employees/help about their lack luster performance because you tried to build a position around them.

How can I do this? I have a family business and don’t want to hire outside help, what do I do? What should I do if I’m a one (wo)man show?

All very good questions! The answer is in the approach and the set up or the revamp of your business endeavor. Here are 3 tips to get you out of a personnel funk:

1. Change your perspective. Instead of looking at your business as the owner/operator and looking down at it, start at the creation or production level and look up. What jobs or responsibilities have to be tackled to produce your good or service. Outline those tasks and try to group them under roles that anyone would be able to execute. Now when you are looking to hire at that level anyone can literally walk in and know what is expected of them and what benchmarks they will be held against. Rinse and repeat this process for each level of your business.

2. Really dissect your business. If you are a one person show at this point do your best to separate all your responsibilities. As the owner and CEO you do a lot during the day - more than just income or revenue generating activities. So map out those jobs and put your name underneath as many of those responsibilities as you can. It’s important to really get clear on what you need now and what you think you will need later. As you start to expand you will be able to keep track of work flow and the hierarchy of your business because you have already mapped it out.

3. What built incentives do you have set up? Everyone works for a paycheck - so more money isn’t the answer I’m looking for. How are you connecting your employees to your cause? How are they sharing your values and vision? Creating an environment where people want to work and want to do their jobs because it furthers a cause they are connected to is paramount. So whether it’s at work bean bag chairs, a Foosball table, all green/recycled materials and resources, or the job itself it’s important that your employees feel valued and connected.

I hope these tips get you thinking about how you have your entrepreneurial vision structured. Please make sure that you aren’t fitting people around your needs - it will never end well. Breaking out roles and responsibilities shouldn’t be about creating more work then there needs to be either. When you are putting together your hierarchy a last goal should be to create efficiencies where ever you can. Happy (head) hunting!

 

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Make the job a first step to have a wide experience then put up your personal business someday, then in return, you could generate jobs also.
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