employee

“It’s not my job” is one of the last things entrepreneurs want to hear when they are running a fast growing business. Job descriptions can help you fix it.

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Show Notes

“It’s not my job” is one of the last things entrepreneurs want to hear when they are running a fast growing business.  In this episode, we explore why using job descriptions is one important ingredient in running a healthy business.  We look at why some companies avoid using job descriptions and explain the reasons why they can help you create a better workplace as well as add value to your business.

Key Points

*Startups and small companies sometimes avoid using job descriptions because they are seen as a formality that will get in the way of entrepreneurial spirit.

*Entrepreneurs can start to see problems when they don’t take time to define the skills and requirements needed to perform roles in their business.

*As a company grows, employees will begin to wonder about career paths and advancement and will question what’s next for them in your company.

*We discuss some of the problems that result from lack of job descriptions, pay rates, job titles, workload and performance.

*Job descriptions act as not only a management tool but a communication tool that help with existing employees but also for recruiting new employees.

*Having good job descriptions are the basis for enabling good pay decisions as well as complying with laws and regulations.

*Using written job descriptions is a business practice that helps manage a growing business and adds value to your company.

Resources and Links

Link to Entrepreneur Magazine article mentioned in the episode: This Startup Launched Without Titles or a Traditional Business Structure. Here’s What It’s Doing Now

Information on Fair Labor Standards Act in the U.S.

Link to episode mentioned:  Employee Handbooks are a Necessary Evil for Your Business

To read more about this topic, you may want to have a look at this from my blog. Five Warning Signs Your Company Needs Job Descriptions

If you would like to talk to Lisa about this topic or any operational problems in your own business then set up a  Quick Care Consultation session with her by following this link.

 

Note: Links in this post may be affiliate links.  Lisa Roberts is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com.

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Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

One daunting part of running a business is making the decision to hire your first employee.

Your second, third and 30th isn’t very easy either!

If you started your business on your own, one of the biggest hurdles you climb is to bring others into your business. There’s a lot to think about when your first start hiring employees.     And let’s face it; you can only grow so much on your own before you realize you need help to continue growing.

Let’s look at some of the things you need to consider before you hire for your growing business.

Knowing You’re Ready

Something led you to this place. Running your business has become overwhelming and you know you have too much on your plate. Before long, there are some critical tasks that you put off or worse, tasks are just not getting done.

It may have gotten so bad that you accepted work only to have trouble getting it done or maybe you have even had to turn work down. Your schedule has gotten so filled that you don’t have time for family, friends or simply time to unwind.

You may have come to the decision to hire because of an opportunity. There is new business you can secure or you have a new idea to create more sales. The problem is you can’t take on much more so you need to do something.

Taking the Plunge

Ok so, you’ve made the decision, to hire your first employee and if business is really good maybe you’ve decided to hire a few employees. Now what?

If you’re thinking about the first person you need to hire be careful not to fall into the trap of thinking that you need a clone of yourself.   Stop! I’m here to tell you the chances of that happening are slim if not impossible! To find someone who does everything you do, understand all about your business and can replace you is a fantasy so let it go!

Instead, one way to think about who you need is to think about your strong and weak areas. There are certainly things that you’re doing in your business that you are not necessarily good at. Make a list of things that you’re doing that could be done by someone with the skills needed to perform them well.

Another approach is to look at the tasks that you’re doing and consider them in the context of where is my time better spent. Running a small business, you are certainly doing much of the work and some of that work can be done by someone else with your oversight and management.

As you develop the list of tasks that someone else can do, think about whether the position is full-time, part-time or if it could be outsourced. In addition, think about the skills that are needed to perform the position(s) you are creating. You’ll need that to start developing your position or job description anyway.

Make Sure you’re Really Ready to Hire

If you’re someone who has little or no management experience you need to make sure that you’re ready to hire someone and make them successful. Whether you like it or not, they will need to be supervised and managed.

You’ve defined the skills and one that you may not be thinking about, and you should, is to find someone who can work with minimal supervision. In a small growing business, chances are you won’t be with them 24/7. Searching for someone with good judgement and the ability to work fairly independently can take some of the burden off of you.

To be ready to hire, you’ll also need to commit to training your news hires. Hiring someone new is a big commitment and yes it will take up your time, especially in the beginning. To make your new employees successful, you need to commit time to training them on your business. They need to understand the tasks they will perform as well as the latitude they have to make decisions independently. You’ll save time, money and frustration in the long run to commit training time up front.

One quick word about titles before we go any further in this article.

Sometimes I see business owners give out titles like they’re Santa on Christmas morning. Maybe it’s a nice shot to the ego to say that you’re growing so much that you need a VP of this or that. If you’re business is small and these are your first few hires, resist handing out big titles too early.

You’ll thank me later when months from now the employee walks into your office to tell you they looked at Salary.com or Glassdoor.com and they think are not paid enough in lieu of their title!

Other Considerations for Hiring

You’ve more than likely thought of this already. Can your business afford to hire someone?

Yes this is a big step and your business needs to absorb the cost of new employees. In your cost decisions concerning new hires don’t forget to calculate the cost of your salary load. That’s the cost of the added taxes, worker compensation and fringe benefits in addition to the pay for new employees. The salary load can be 1.25 times and up to 1.4 times the pay for that employee depending on your benefit offerings. That $40,000 salary turns into $52,000 with a 1.3 load, given an estimate of all the added costs and benefits, so keep that in mind.

Depending on your company’s profit levels, the added costs for hiring new employees will have an initial hit to costs and profit as the employee ramps up. You’ll need to make sure that you’re ready for that when you commit to hiring new employees.

Once you’ve decided to hire employees there are a host of considerations surrounding employment laws and employee rights that you need to keep in mind. Know the rules that apply to you concerning employment before you bring in new employees. There are also considerations depending on the number of employees you have and these rules can change as your company grows larger. Make sure you understand them or consult with an expert who understands the laws in the area in which your business operates.

It is not uncommon for smaller businesses to hire family and friends or even friends of friends. A word of caution is warranted when you consider hiring family & friends. Skills for the job should come first and before the friendship. Hiring family and friends can work for your company but keep in mind that if things don’t work out, it can get complicated. Your first priority should be to get the skills you need.

Decide to Hire the Right Way

Making those first hires in your business is a big step for any business owner. Go into it with your eyes open.

Take care to consider all that goes into making sure that you get the right people to help you drive your business forward.

Once your business grows past the point of a handful of employees, it’s time to start thinking about an employee handbook.  In this episode you’ll learn why you need a handbook and what types of policies you need to include.

To listen to the episode hit the play button above.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on Apple Podcasts .

Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on Apple Podcasts.

Show Notes

Once your business grows past the point of a handful of employees, it’s time to start thinking about an employee handbook.  In this episode you’ll learn why you need a handbook and what types of policies you need to include.  We’ll also talk about who needs to be involved in creating your employee handbook and give you some tips to keep it up to date.

Key Points

*Complaints and legal actions against companies happen with greater frequency.

*Having clear policies and work rules in your employee handbook can help protect your company.

*Your employee handbook can serve as a communication and training tool especially for staff that manages people.

*There are several tools and templates on the internet that can help you get started drafting your handbook, but an attorney should always be involved in the process.

*Developing the employee handbook and the policies that go with it force you to commit to and be consistent with your stance on things like work conduct, leave policies and other important company standards.

*Listen to find out the many U.S. government laws and regulations that govern the employee – employer relationship.

*Find out some tips in finalizing your employee handbook and managing its’ communication going forward.

*Your handbook and policies need to be clear, consistently enforced and consistently applied to all employees in the company.

Resources and Links

Employee At-Will – learn more about that here

Note: Some states have certain exceptions to the at-will doctrine.  Check with your particular state to find out if there are exceptions that apply to your business.

If you’d like to work with Lisa to get advice on this topic or others that we’ve covered on Healthy Business Healthy Profits, then set up a Quick Care Consultation session.  Learn more about that here.

Sign Up to Get Updates

Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

Achieving big growth, building a staff and reaching the point where investors are infusing money into your start-up can be exciting. You feel like you’ve hit the big league in the business world. But it also brings with it big responsibility for entrepreneurs.

I began watching the company I’m about to describe after reading some business articles about them over the last few years. I’m not going to reveal the company’s name because this post is more my opinion based on research I’ve done rather than actual first-hand knowledge.

I first caught wind of the company reading Inc. Magazine several years ago. The owner was being recognized for her success in one of their annual awards. Accolades poured in from other places like Forbes and since it was a retailer, a retail industry honor. The company also received a lot of money from outside investors and was getting acquisition interest from established companies. It sounded like this company was humming along, growing successfully and on its way to the big leagues of the business world.

Then about 2 years later another article; the company declared bankruptcy!

I found it remarkable how a high flying private company receiving accolades only a few years earlier obtaining tens of millions in investment capital could fall so quickly.

Since I am not a reporter or a big time business magazine, I don’t have the access or connections to find the true story. However, there was a lot I gleaned from various articles and also from sites like glassdoor.com.

In its demise, it looks like many of the mistakes startups make were at play in this story. Let’s take a look at some of them.

Investors’ Money Moves You Away from Your Brand

The company got money from investors like venture groups. While there is absolutely nothing wrong with raising capital that way, the pressure to deliver increases dramatically. Venture groups invest to get big returns on their money. If an owner isn’t ready for that type of pressure (in my opinion she wasn’t), then it can easily pressure you into making mistakes in your attempts deliver those returns. Later shifts by a new CEO into brick and mortar stores and higher priced brands seemed to take the company further down a bad path and away from its original brand.

Building a Business along with a Brand

Having a great brand is what propelled the company into great growth numbers. It is what attracted outside investors in the first place. Suggestions have been made that the brand became confused as the company moved away from its original niche.   It also appeared that the founder became unhappy with the actual running of the business based on some quotes in one of the articles. She eventually may have come to realize that her passion was elsewhere and she didn’t like running and managing a business at all.

Using Investment Money to Build the Business

In this case, the founder went from nothing to suddenly being recognized by business publications and then getting big money investments. That can be a shock to anyone who has never been in that position. Over a period of only 2 or 3 years over $50 million was injected into the business. When you get that kind of money it is easy to allow yourself to make decisions with it that may not be best for the business. My research showed that some decisions were made to spend money on nice to haves instead of have to haves. A swanky upscale office, nice toys and perks to name a few.

Inexperience in the Industry

One of the investments made from the infusion of capital was renting a large warehouse in another state. While I think I understand why they located it where they did for shipping logistics reasons, industry opinions in one article stated that this was an expensive way to go. It suggested that outsourcing the logistics function would have been a better strategy and more economical.

In addition, it takes a lot of effort to manage a location and its people from several states away. Based on my reading, the location wasn’t managed well and the people who worked there were very disconnected from the main office. They became frustrated and mistrusting of management.

Inexperience in Business

The founder had no experience running a business and actually bragged of never really having a real job. Based on my research, she hired people she liked and those that agreed with her. Employees with experience in the industry told of being excluded and shot down when they made suggestions for improvements. There were also many stories of favoritism and mistreatment. It all appeared to create a very toxic environment where turnover was high, people felt almost abused and quality people left quickly.

Other examples surfaced in the research as well. One example was that even though the company grew sales, they weren’t making a profit. Lawsuits based on infringement and wrongful termination also created big drain for the company from a time and money standpoint. And finally, what seemed like an inexperienced and immature HR department only made matters worse.

Learning from this Company

I find it sad that a business that was so successful could turn in just a few short years. However, I like to think that there are lessons that can be learned in any situation.

Understand What You’re Getting Into

As I stated earlier, taking outside investment isn’t a bad thing, but you need to go into it with eyes wide open. Even if that investment is from people close to you, they don’t ever want it to go to waste. If you’re accepting money from larger investors make sure you fully understand what the expectations are and be up front about your own desires and needs for your business. There are greater demands on you and the business when taking outside investment; be ready for them.

Fiscal Responsibility

Obtaining capital investments can feel invigorating since you are suddenly flush with cash but you need to spend money well because it won’t last forever. Investors have an expectation and a time frame in mind when they make an investment and want it to payoff. At some point you have to deliver and making good use of the money to further the business is the first step. Avoid spending money “like a drunken sailor” and spend it responsibly to further grow your business.

Be Humble About What You Don’t Know

I think I was the most frustrated reading what employees said about the environment and how management ran the company and treated its employees. Now I understand that sometimes sites like Glassdoor can contain comments from disgruntled employees but it was pretty overwhelming. Based on the volume of negative comments, my feeling is that there is an element of truth to it.

Being an entrepreneur isn’t easy and I’ll never say it is. However, at some point entrepreneurs need to acknowledge that they don’t know all there is to know about running a business. They eventually need subject matter experts on their team. Bring in people that complement you but also challenge you. More importantly, you need to a team that will tell you the truth and it may not always be what you want to hear.

Big League Business, Big Responsibility

As entrepreneurs we all make mistakes. Mistakes though can become more costly and can affect more than just you. Once you involve others – investors, employees and vendors – there is much more at stake with the decisions you make. Hopefully, we can all learn from some of the mistakes this company made and use the knowledge to help us grow a healthy successful business.

Employee benefit plans in the U.S. have undergone a lot of change over the last 10 years.  Entrepreneurs have struggled to keep up with it all.  In this episode we bring  in employee benefits expert Joe Ellis from CBIZ.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

Employee benefit plans in the U.S. have undergone a lot of change over the last 10 years.  Entrepreneurs have struggled to keep up with it all.  In this episode we bring in employee benefits expert Joe Ellis from CBIZ.

Joe will give us the “state of the union” on the area of Employee Benefits.  We’ll get his opinion on where we are now and how we move forward and help entrepreneurs find out how to provide good employee benefits and do it in a smart cost, effective way.

Key Points

*Biggest changes in employee benefits in the U.S. have been due to the Affordable Care Act, the impact of technology and the generational aspects of the modern workforce.

* Subtle changes have occurred surrounding where the dollars are being spent due to the pressure of rising health costs.

*Higher employee out of pocket costs have given rise to offerings by some insurance companies for gap insurance.

*With changes anticipated with health care and the laws surrounding the ACA, we plan on having Joe back to talk about them once things are clearer. Joe advises to continue doing what you’re doing until law is changed.

*Joe is excited about the future since indications are that employers and benefit providers will get back to providing employees with good affordable options that meet the needs of their employees.

*A challenge he sees is the changing workforce as companies now have 4 different generations making up their workforce all with different needs and wants.

*Since money is one of the biggest stressors for employees and affects performance, opportunities for entrepreneurs surround well-being programs like financial wellness.

*One way companies make mistakes in employee benefits is either offering plans that are either too rich or too lean. Joe shares examples of this.

*Goal with benefit offerings is to be competitive in your market or industry. Joe shares some advice on this.

*Online services and apps are becoming more prevalent as companies try to integrate administrative systems which help HR departments spend more time with employees.

*Helping millennials get acclimated into the workforce, pursuing work life balance issues as well as flexibility in schedules and work location are areas where entrepreneurs should focus their efforts over the longer term.

*Another focus for entrepreneurs over the long term is issues surrounding general wellbeing such as financial, mental and spiritual wellbeing.

*Employers should consider whether the dollars spent on benefit plans are spent in the best way possible and should take time to ask employees whether their plan offering is filling their needs.

*A good idea is to get a fresh set of eyes on your plans, whether through an advisor like Joe or other professional, to review your plans.

* These reviews should check for things like cost effectiveness, that your plans makes sense for your business and if they include the current offerings that are available in the marketplace.

Resources and Links

Article Joe Ellis mentioned in this episode – click to access The 5 Traits to Look for in a Health Insurance Advisor

Information about our guest – Joseph Ellis, Sr.

Joseph E. Ellis, Sr. is a Senior Vice President at CBIZ with a long and successful career in employee benefits consulting.  His work focuses on mid-size market, 100 to 2500 employees. He specializes in Employee Health Risk Management Initiatives, Onsite Health Centers and Value Based Plan Designs.  He has been quoted in Reuters News, FoxBusiness.com, Philadelphia Business Journal, Entrepreneur.com and many other publications and has spoken at many industry conferences. Joe provides his clients with the necessary insight to attract and retain employees and control costs.

To follow him on social media here are Joe’s Social Media Links
LinkedIn – https://www.linkedin.com/in/joeellissr/
Twitter – @JellisSr

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Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

Creating a plan and budget involves being ready for good times and bad. When growth you planned stalls it can force tough decisions that impact people.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

In this episode Lisa tells of an experience from her past work life.  It’s about a very difficult situation that her company faced after years of rapid growth.  We’ll talk about what happened, how sometimes in running a business you need to make really tough, life-changing decisions.  She’ll explain how the 5 P’s of a healthy business can help you hopefully avoid or at least be ready when those tough decisions need to be made.  Lisa also shares how this experience helped shape her consulting and coaching business and inspired this podcast.

Key Points

* The company had been growing very quickly and having much success.

* The growth enabled the company to provide employees with a lot of opportunities to enhance their careers and employees were upbeat and optimistic about the future.

* The company had a plan for further sales increases and budgeted for additional hiring and other expenses, but things began to change.

* Over time the sales forecasts started to slip and sales targets were being missed.

*In her role, she monitored the sales results and forecasts and worried whether the sales forecast misses where temporary or a longer term problem.

*Once the problem persisted, she alerted the CEO to potential problems ahead.  After a few more forecast misses, the alarm was sounded and steps taken to analyze the situation the company now faced.

* We determined that this was a longer term problem we made the decision that costs needed to be realigned with our new sales reality.

* Unfortunately, eventually a tough decision had to be made and a large employee layoff needed to be done as well as plans and efforts to bring costs down.

*Lisa talks about the emotional aspects as well as the business aspects of having to make such a decision and carry it out.

*Hear how Lisa and her team developed a plan in order to both execute the task but to do it in a way that focused on the employees affected.

*Listen to what she took away from this experience and how it helped shaped her philosophy about running a healthy business and her passion for working with business owners and entrepreneurs.

*Lisa explains what she learned and how the 5 P’s – Planning, People, Practices, Process and Profit all played a role in this story.

Resources and Links

Note: Links in this post may be affiliate links.  Lisa Roberts is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com.

*Free Mini-Ebook – 5 Business Growing Pains and How to Overcome Them

To get your free copy of the ebook sign up using this link

*Quick Care Session –  follow this link to schedule a call with Lisa here

Sign Up to Get Updates

Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

Sales growth can end up being a trap that entrepreneurs can fall into.  High growth and large increases in sales can put a ton of stress on a company that isn’t ready for it.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

Growing sales can end up being a trap that entrepreneurs can fall into.  High growth and large increases in sales can put a ton of stress on a company that isn’t ready for it.  In this episode we cover the symptoms of the sales growth trap and what an entrepreneur can do to avoid falling into this trap.

Key Points

*If your company isn’t ready for growing sales, problems can quickly surface.

*Growing sales numbers can end up as a trap for a company that isn’t properly staffed and equipped can end up too stressed in periods of high growth.

*Readiness to handle increased sales volume is important to avoid things like product or service reworks, redo, shortages, missed deliveries, subpar quality and other errors.

*Internal problems that end up at the customer site can lead to issues that affect customer loyalty and also adversely affect your brand promise, eventually leading to problems with future sales growth.

*Increases in customer complaints, repairs as well as declines in existing customer sales are indications that something is wrong in your business.

*Employees may also show signs of stress of the sales trap when they seem overworked, sick call outs increase or overtime numbers increase and become the norm rather than the exception.

*Costs related to problems with managing sales growth can set a company back and have a negative impact with both costs increases and also the potential for future missed sales opportunities.

*Sales forecasting, attention to the back office role in the sales process as well as monitoring resource planning, quality as well as customer, production and productivity statistics all help to avoid problems that result from the sales trap.

*Sales as a business process includes not only the prospect opportunity qualification but also qualification of the sale itself which includes the ability to pay.

Resources and Links

Check out this blog post – 20 Signs Sales Growth is Overwhelming Your Business and make sure your watching for these in your business!

Note: Links in this post may be affiliate links.  Lisa Roberts is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com.

Sign Up to Get Updates

Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

In this episode, we explore how your growth can begin to impact your staffing needs and the signs to look for that indicate you may need to add more specialists to your growing business.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want.

And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

Businesses that move from start-up to growth often start to see gaps in staffing expertise.  When the business was smaller generalists and jack of all trade types of people were able to get the work done and propel the business forward. But as the business grows; the need for more specialized work and workers grows.

Today, we are going to look at the People side of your growing business.  Specifically, we are going to tackle the problem of identifying when you need to bring in more experienced staff and the signs that you may need to start employing more specialists in your business.

Key Points

*Growing businesses will start to see negative effects in the work and workload that must be addressed with more specialization and experience.

*Staffing generalist positions may have gotten your business to this point, but more specialists are needed to get you to the next level.

*Other problems can surface in the quality of the work and we’ll discuss the concept of good is no longer good enough.

*Problems can also occur that work is missed, requirements are not met or work is left undone due to the lack of expertise and experience in certain positions and roles in the company.

*Management level employees will also need to start specializing in a certain area as the company grows and becomes larger and more complex.

*Too many diverse responsibilities that take away from a person’s true skills and value as well as incomplete projects or lack of follow through are all symptoms that the entrepreneur should watch out for.

*Areas of the business where specialization is often needed are discussed as well as business areas that can help strengthen the business.

*Your brand and what you want your company to be known for is also a key factor for staffing decisions and key areas of specialization.

*We discuss how to handle those long term employees who are not automatic fits in the new evolved company based on their lack of skills, specialization or experience.

*Entrepreneur can take steps to make the transition smoother for his company and we talk about those in the episode.

Resources and Links

Note: Links in this post may be affiliate links.  Lisa Roberts is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com.

Employee Assessment Flowchart- access that here

Good to Great, by Jim Collins

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Lisa Roberts is a business operations consultant who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

If you’re planning to scale your business, people will play an important role in determining your success.  Find out who those people are in this episode.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

The phrase scaling a business is one of the latest catch phrases that describe growing a business in a profitable way.  Planning and managing growth involves many important factors.  Today, Lisa will talk about some of the people or human factors related to scaling your business successfully.   In Part 2, which we will cover in the next episode, Lisa will cover process and profit factors that you need to consider when scaling your business.

Key Points

*People are an important part of successfully scaling your business and those people include your employees, customers, suppliers and also you the entrepreneur.

*Some employees that are good in a start-up company may not be as effective in a growth company.  Entrepreneurs need to recognize that change can cause confusion and concern as well as the need for new skills and talent.

*Your scaling and change can also impact customers.  Entrepreneurs need to keep his/her best customers in the process and ensure needs and requirements for them are met.

*As your business scales, so too must your suppliers grow and therefore they need to be part of your planning.

*Your suppliers need to be able to grow with you effectively planning their own growth while maintaining the quality of the products and services that you rely on in your own growth.

*Leadership and leaders are very important to successful scaling and growth.

*Leading a scaling company involves having clear plans, defining what success looks like and creating the culture of success.

*Identifying those key people, roles and responsibilities that are an important part of your employee planning, strategy, communication and employee development.

*Customer focus, key customer identification and relationship management are key factors to successfully transition into a scaling mode.

*Key vendors and suppliers need to be part of the scaling plan as your growth becomes their growth. Suppliers are important part of your planning and need to understand their role in your growth strategy.

*Entrepreneurs’ quest to scale involves the ability for him/her to dig deep in the leadership skills through delegating, empowering employees, creating a great team, communicating and being honest and realistic about goals and progress toward them.

*In the episode we also discuss the idea of being self-aware and gaining objective feedback when you may be unable to get it inside the company and how an outside objective third party can provide help managing the growth process.

*Communication is key factor for all of the important people involved in the success of effectively scaling your business.

**Make sure to look out for Part 2 of How to Scale Your Business where Lisa talks about the impacts related to Process and Profit which will be released in the next episode.

Resources and Links

Do you need that neutral third party to check in with, get honest feedback or get advice to help you manage growth, feel free contact Lisa for Quick Care consultation session.  Contact her here to request a session.

Sign Up to Get Updates

Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

Lisa Roberts is a business operations specialist who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here

In this episode we look at signs to look for to determine if it’s time to hire and tips on hiring the right way.

To listen to the episode hit the play button.

To download the episode, right click on this link  and choose Save Target As.  Go to the folder where you want to save the recording on your device and click Save or Enter.

Make it easier to get upcoming episodes by subscribing to the show on iTunes . Subscribing to the show will automatically download the episodes on your preferred listening device so you can listen to them when and where you want. And hey, if you like what you hear, please leave the show a great rating and review while you are there on iTunes.

Show Notes

If you have a company that is growing, you’ve found that you have to make a lot of decisions.  One of those decisions is figuring out when it is time to start hiring more employees. As companies grow, they eventually need to start adding people here and there.  But there can be times where you are growing so rapidly that you need more than just a few people at a time.

Today we are going to talk to Lisa about some signs that will tell you that you need to add more people to your company and some advice on how to add people the right way.

Key Points

*Some of the signs that you may need to hire in your business will be obvious and some will be subtle.  Entrepreneurs need to look for both.

*Obvious signs will surround the types of things you will typically see like rapid sales and business growth, the addition of new customers and the addition of new product or services offerings.

*The more subtle signs will come from employees, workload issues and missed opportunities. Other less obvious signs will lie in the data that you collect inside your company.

*Entrepreneurs need to establish benchmarks to measure results and to react when changes occur that affect the company’s ability to handle the workload.

*It’s also important to listen to and react to issues related to employees such as stress and burnout and establish a culture that enables honest feedback.

*Lisa shares several examples of data points that are indicators that the company’s performance is being affected by a lack of adequate staffing.

*We look as some of the things entrepreneurs need to do to stay on top of these issues and create the feedback mechanisms to identify issues as they arise.

*Lisa gives tips on hiring and ensuring that the company has the key processes in place to hire new employees the right way. She also provides some information for determining that you need new skills or roles inside your company.

Resources and Links

Note: Links in this post may be affiliate links. Lisa Roberts is a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to amazon.com.

Link to the Book Winnie mentioned on Amazon.com: Hundred Percenters: Challenges Your Employess to Give It Their All, and They’ll Give You Even More by Mark Murphy

Link to Society of Human Resources article about onboarding is here

Link to episode we referenced  Cost of Solving the Wrong Problem 

Lisa Roberts is a business operations specialist who advises growth company entrepreneurs in successfully managing growth and the challenges they face along the way. She has over 25 years of experience in operations, finance and administration and spent several years in executive roles at a high growth company. She recognizes that there is a fine line between success and failure in a growing business and that entrepreneurs need to focus on managing finances, creating a sound operation and employ good business practices to stay on track.   You can find out more about her here .

Sign Up to Get Updates

Get all the updates and information Lisa shares from Business Rx and the Healthy Business Healthy Profits show! You’ll get information, tips and strategies on growing a healthy successful business. Don’t worry, I won’t bombard you with emails.  At most, you’ll get something from me every few weeks. You can sign up  Here

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