Oh, The Hat’s We Wear.

As a business owner (or even a manager) we tend to wear all the hats- or at least most of them. From manager to marketer, HR to customer service. It can get overwhelming. Sometimes we need a little help.

I’m not recommending that you drop what you’re doing and post a help wanted sign or ad in the classifieds. What I am telling you is that there is way to make wearing all of the hats a little easier to manage. And someday, when you are ready to hire, you will be prepared with a job description, payroll costs v. value and an idea of the type of person you are looking for rather than general ‘help’.

Every time you start a project or task, take a quick moment and decide which ‘hat’ you are wearing. Start making a list of all the hats and which tasks you do while wearing that hat. What you are doing is defining the responsibilities of that position.

The Marketing Coordinator Hat may have a list that contains mailer for holiday sales and Facebook page updates. The Customer Service Hat would have answer phones, balance till and greet customers.

Creating these lists are going to do two things for you.
1- You are going to be able to be more productive throughout the day. Since you are doing tasks of the same nature, you won’t be spending the extra time changing hats.
2- When you are ready to hire some help, you already have clear job descriptions. If you need a part-time person but don’t have enough administrative work, look at your other hats that you wear and see if you can combine the job duties into 1 position. Maybe look for someone that can also take care of your marketing or be able to manage merchandising as well.

“Spend time working on the business, not just in the business.”

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Business Card Challenge

I have a quick challenge for you over the weekend.

Clear your mind, for a moment, forget who you are and take a good look at your business card.

What does it say about you and what you represent?

Does it accurately portray the image you want your clients and customers to grasp?

Food for thought.

4 Employee Essentials

So you run a business. In fact, you’ve grown so much that you’ve hired a few employees. Maybe just one, maybe 20. Beyond the complications of just hiring an employee, there’s managing one. Which in the long term, will be much more work than getting them on board.

Interactions with your employees will be complex, however, I have found that breaking it down into 4 categories will make your job much easier.

1. Guidelines

Set the minimum expectations immediately. If there is a dress code, be specific. Using the term ‘business casual’ might be sufficient in your mind, but many teenagers (or even college students) don’t have any clue what you mean. Lay it out in detail – make sure they understand and agree before you assume anything.

Remember to talk about attendance, tardiness and code of conduct. If your employees are customer-facing, it may behoove you to have some type of contract. Let them know upfront what the consequences for failing to meet your expectations will be.

Sit down and make a list of your guidelines. Know them before your preach them. Conversations can get awkward if you’re making up the rules as you go.

2. Goals

It seems so simple. As business owners, we have already set more goals than we can count. If we hadn’t, we wouldn’t be in the position we are now. Think about how focused and driven you were when you had a goal to achieve. Your employees are going to be the same.

Make it tangible. Don’t ask them to work hard or be nice to everyone. Ask them to get 3 surveys per week or 5 business cards from potential clients. Maybe you’re building your email lists- ask your employee to record 10 per shift. Something worthwhile, tangible and measurable.

3. Critical Conversations

While I will go into this in detail later on, the one thing to remember is that a behavior ignored is a behavior leveraged. Critical conversations have a time deadline – immediate.

If your employee shows up to work late, have the conversation around the expectation they agreed to immediately. If your employee did not greet a customer as they walked through the door, address it immediately.

It sounds like a hassle, but if you don’t address the mistakes, they will become habits.

However, I urge you to give your employee the benefit of the doubt. Maybe they had their back to the customer and was engaged in restocking the shelves. Explain what you witnessed, ask for their point of view and ask them to keep a better eye on the door. Usually, this is all it takes to create a good behavior.

4. Recognition

I love to be praised, it’s in my personality. In fact, I would bet that most people love to get praised. This is the most important part of interacting with an employee. Find something they did right every time you see them. You may have to look for it, but it’s there, and they will appreciate the recognition. Frankly, they will work harder to receive your recognition than your critique!

Doing these things are a minimum requirement for having employees and keeping them around. Don’t be afraid of any of these steps. You are the boss- as long as you approach your employee with respect, they will respect you in return.