If running a business was easy, everybody would be doing it. It’s challenging, stressful, and will take over your life. However, some of the best entrepreneurs seem to have it all. They have several successful businesses, wealth, happiness, and the time to enjoy their money. Their secret? It could be many things. But one thing they all have in common is good people working for them.
It’s not always easy to find the best people to help you run your company, though. Sometimes your business is located in a region where employment is high or skill levels are low. You may consider setting up your business in a region where there is an abundance of talent. City centers are an obvious choice, but property prices and taxes tend to be higher. Your sector may have regional preferences for picking up high-quality employees. If you’re not geographically located in one of them, you may struggle.
Poaching staff has been a common practice in business for a long time. It’s easy to find the big talent pools in your sector. Read the trade magazines, or the local business press. You’re bound to find some mention of them. You could offer them a package they can’t refuse. Can you afford to? Can you afford not to? If you need some serious talent on your team, sometimes you need to pay a premium to get it.
Recruitment is a long-winded and uncomfortable process. There are even some legal processes you have to follow depending where your business is located. It may be best to seek advice from people like Peninsula Group’s employment law solicitors. Employment Law is a complicated area to try and master and is usually best left to the professionals. But if you get on the wrong side of it, you could end up in a lot of trouble.
Interviews are never pleasant, but they are needed so you can get an idea what a candidate is like. You need to know they are a fit. You also need to try and gauge what their intentions are as an employee in your company. Are they there to fast track up the career ladder? What can they bring to your company. Does this candidate have something unique that will ensure valuable success for the business?
The last thing you want is a position vacant for a long period of time. The longer that job is empty, the longer nobody is in it pushing your company forward. Advertise the role in trade magazines relevant to your industry or sector. Network as often as you can. You may even need to consider hiring an agency to take on the work rather than leaving it open as an internal posting.
You may feel you have a good candidate in front of you and choose to hire them. However, there is still a long journey to take together before they start becoming effective. By now you have probably determined how much extra income your business needs to generate to cover the cost of their employment. This may become your target for their key performance indicators. This kind of information needs to be included in their contract and employee handbook. If your new employee doesn’t know what is expected of them and the results they need to achieve, they may not work out.
Your new employee will need an induction and training. Orientations give them a chance to get to know their new workplace and their colleagues. Training helps them understand and adopt your preferred working practices. However, it’s important you give them the freedom to adapt those processes. You want them to become proficient and efficient at the job you’ve tasked them with. Give them the tools they need, such as a good office with phone and IT. Let them know what you want from them and when you need it by. The rest may be up to them.
This freedom of working is just one way to help motivate your new recruit. Every job starts with a period of probation so you can both ensure you are a good fit. You need to give them opportunities to succeed, and the facility to learn the job well. The threat of their job being terminated isn’t enough to motivate a good worker to excel in their new role. You need to ensure they feel part of the whole company machine. They need to know their input is essential to the smooth running and overall results of the team.
Continued training and development is just one way to nurture your team. They need inspiration and support to grow and better themselves. You have hired people based on their individual merits. But to help them become even better as part of your team, they will need a chance to prove their worth and find their place. Mentoring is one of the best ways to help a new member of staff feel completely at home and nurtured in the workplace. It can be a great motivator for performance improvement too.
Staff who feel undervalued or underpaid may choose to take advantage of their position in the company. Thefts, no matter how petty, can be justified in the minds of those who feel their bosses owe them. But it’s not all about the monetary value of the pay you offer. Staff need to feel their lives at work are rich, not just their wallets. Provide opportunities for social interactions and fun. And provide plenty of opportunities for success and reward.
Those members of your team that are excelling will be highly valuable to you. This may also make them easy targets for your competitors to poach! Providing a good company culture will help ensure your staff want to stay with you, no matter how good the other offers are. Make them feel like part of the family and they will be loyal.
It’s important to identify what your staff needs from you, their job and the business overall. We are all motivated by different things. Finding out what makes that job candidate tick can help you turn them into your company’s greatest asset.