Signs an Employee is Not Actually Ready for a Promotion

Entrepreneurs wear many, many hats. It is not at all unusual for a small business owner to perform several different roles. But, this Jack of all trades, master of none can’t go on in perpetuity. The longer it lasts, the less chance there is that the business can scale up. In order to grow a company, it’s necessary to have help and many business owners reach a point where it is unavoidable. So, they make a few hires but still continue to perform various functions until they realize that a new position will free them up to pursue their main goals. Hiring should Equal Growth It’s very common for small business owners to be nervous about their first hires. However, they eventually get past this and the team settles into a comfortable routine. This can easily result in a false sense of security and it’s not at all unusual for the owner to slip right back into or continue bad habits. If a heavy workload causes your employees to feel overwhelmed and frustrated, it may be time to add new positions to your department. Hiring an additional staff member or two can help you split tasks between employees more equitably and give employees the time they need to devote to their work. —Houston Chronicle Sure, someone has to perform those functions and the owner typically feels it is his or her responsibility. But, there comes a time when it’s clear that handing off at least some of those tasks to someone else would be very beneficial. What generally holds a business owner back is not having a clearly defined position, as they did with previous hires. Fortunately, there are some steps you can take to create a new employee position. How to Create a New Employee Position for a Small Business When it becomes obvious that you’re taking on too much, be it administrative tasks or something else, it’s time to seriously consider hiring someone to do that work for you. Here are some steps you can take in order to create a new employee position: Estimate its ROI. Before you start posting job openings, take some time to work out the most likely return on investment. Ask yourself if one or more of your current employees can assume these responsibilities. If not, then it is more likely you need to create a brand new position. Just work out a realistic scenario on how much this will add to expenses and what size return of investment you’ll get for this potential hire. Determine if it’s part or full time. Next, you’ll need to determine whether this is a part-time or full-time position. Go over your schedule and create a ballpark figure of how much time you spend on these tasks. This will give you a pretty good idea of the number of hours you’ll give over to a new employee. Plus, it will tell you how much time you gain back doing more important things. Compile a list of applicable skills. Now, you’ll need to create a list of applicable skills that a new employee would need to possess. This will also tell you if these responsibilities are truly interrelated or if they are a mixed bag. What’s more, it will point you in a more specific direction and help you to hone in on the right personality. Advertise the new position and interview potential candidates. Last but certainly not least, it’s time to fill the new position you’ve created. Write a job description that defines the role and your company’s expectations, then advertise it in trade publications, and on social media. What other suggestions do you have for an entrepreneur who is considering creating a new team member role? Please share your experiences and thoughts so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group.

There’s a popular meme going around the internet right now that reads, “Everyone is short-staffed, please be patient.” It’s a polite reminder of the current environment amidst serious disruptions in the supply chain, scarcity of materials, and most importantly, the lack of workers. Last week’s employment numbers were, to say the least, unimpressive, coming in at about half of what economists forecasted. Such a tight labor market means that businesses can’t afford to be picky in order to staff their operations. Unfortunately, this means that some companies will hire individuals that are completely inexperienced in their industries. This causes two major problems simultaneously and business owners and managers must deal with both. Hiring during a Labor Shortage Hiring is always challenging, even during normal times. But it becomes far more problematic when the labor pool is so very small. It sometimes necessitates relaxing some qualification standards and can even mean abandoning those parameters outright. Although it’s best to screen applicants as normal, this might not be realistic. The process of hiring a new employee doesn’t end when the offer is accepted. A key part of onboarding new team members is training. Having a good training process in place is crucial for making the new hire feel comfortable at your company – it’s also a great opportunity to communicate your business’ culture, encourage good habits and ensure alignment on long-term goals and strategies from the beginning of the relationship. —National Federation of Independent Business The result can easily lead to hiring individuals who don’t meet your expectations. It’s important to remember that this isn’t your fault or even theirs. It is simply a reflection of the economic circumstances of the times. So, there’s no personal blame assignable and it’s best to set this aside and address the most real and immediate problems first. Strategies for Training Inexperienced Workers Exasperated business owners can successfully transform inexperienced employees into productive team members by doing one or more of the following: Exercise patience. Your very first order of business is to put yourself in the right mindset. You yourself were probably once green and inexperienced. Just as then, these individuals will need to learn the trade. So, give them a stripped-down, crash course. Begin with the highest priorities first and make this repetitive so it quickly becomes second nature. During this time, you’ll need to be patient as they struggle through a learning curve. Create a boot camp course or environment. If you’re in a franchise business that already has training materials, make good use of these. If not, come up with a simple, point-by-point flow chart that your employees can follow and build a productive routine. Make this process as simple as possible, highlighting the priorities over and over again. The point is to get them as familiar with the operations as possible without confusing them with extraneous details and/or minutia. Offer incentives. A great way to motivate your inexperienced hires is to give them rewards when they reach certain goals. Remember, they’re the ones who showed up for the job in the first place and therefore have the work ethic that you would expect. Put this self-starter mentality to work to your advantage by offering little incentives when they reach milestones. This will also help you readily identify the leaders in the pack and will also reveal who isn’t actually motivated. What other suggestions do you have for training inexperienced workers? Please take a few moments to share your thoughts and experiences so others can benefit from your perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.