| Don’t Make Your First Employee Your Last: The Best Boss Guide

Posted in Staffing at 1:00 PM by Loftis Consulting

If your business has got to the point where you need to employ, give yourself a pat on the back. This is what dreams are made of, and all your hard work is finally paying off with expansion. But becoming a boss isn’t all about celebration. It’s important to note that your business is about to become a different beast. You are going from an entrepreneur to a manager, and those are two very different things. The chances are, you put some thought into this when you started out. But, with the time finally here, we’ve some tips on how best to move forward.

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WHAT TEAM DO YOU NEED?
First, it’s important to consider what team you need behind you. This includes every aspect of employment, from the types of people to the size of your team. The chances are that, though things are on the up, you don’t have much money to waste. So, it’s important you don’t employ too many people at this stage. Work out a skeleton crew. You can always get more people if need be. Think, too, about which types of people you need on your team. It may be that you value qualifications more because you need someone skilled. Or, it may be as simple as hiring someone you warm to. This is important if the job is not a skill specific one, but the two of you will be working in close proximity. You could even consider hiring freelance workers instead of physical ones. This is often a good idea at first because it means you don’t have to worry about paying for holiday or working out taxes. Plus, with Skype and other programs, it’s never been easier to make this work. At the end of the day, your business is your baby. It’s important to take time considering who you want to hand it to and how.

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MASTER MANAGEMENT

It’s also important you get up to speed on management know how. It may be worth doing something like an online masters in management. Studying remotely means you can continue to work, and earn, as you go. But, a course like this will help you know everything you need to about being in control. Having the know-how will help you stay calm under pressure, which is a skill every manager needs. It’s also worth turning to the internet for information about legal responsibilities. Not having that knowledge could end with your getting sued.

TREAT COLLEAGUES KINDLY
We all have an experience with mean management at some point. Make sure to remember any bad experiences you’ve had to stop you doing the same to your colleagues. A lot of power is about to fall into your hands, and it’s easy to get carried away. But, if you let the power get to you, you could find yourself with staffing problems. Be kind to your employees. Try to strike a balance between being the boss, and also being a friend. Nice bosses get better results!

| Effective Ways To Increase Productivity And Retention At The Same Time

Posted in Staffing at 9:00 AM by Loftis Consulting

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A study conducted in the UK by Oxford Economics found that to replace an employee, it will cost an average of £30,614 (or about $40,000). The reason for this is that there are of course logistical costs. Placing an ad is one thing, but if you want to attract the sort of people that you want to work with, you may have to advertise on expensive websites. Secondly, you have to interview all of the prospective candidates which costs both time and money. Thirdly, your HR department will need to agree on all of the details of your new employee’s contract. However, another major cost associated with finding someone new is all the money that you do not make in lost productivity. Training someone to the level of the person that they are replacing also takes time and money but until they reach that stage your business will not be as efficient or productive as you may be used to. This problem is compounded by the fact that the turnover rate for American businesses now is 15.1%. Employee retention should; therefore, be a major concern for every business owner. Not only that, employees can be rather capricious. Another study found that a massive 35% of people said that they would look for a new job in the next year if they did not receive a raise. If you cannot afford to pay your employees more but you also cannot afford to lose them, here are a few ways that you can keep your staff while making them more productive at the same time:

  1. Incentives come in many different forms. One that obviously appeals to a lot of people is earning more money, but there are other benefits that you can offer your employees too. For instance, you can agree to pay for their college tuition in return for them staying with you for a certain number of years. This may sound expensive, but if you offer to pay for a course such as msc accounting online for instance, you can keep your employee and make them more valuable to you at the same time.
  2. Another way to increase productivity is to have a strong, open company culture. A lot is said about company cultures and it can easily seem like a rather vague idea. However, it simply means that you employees need to know why they are doing what they do. Profit is one thing, but if you instill in them the idea that they are offering an excellent service and improving the lives of their customers, they may be more motivated to stay and work hard.
  3. One of the simplest things you can do to keep people turning up every day is make the environment in which they work more appealing. This may mean investing a little more in comfortable chairs or covering the costs of the company cafeteria yourself. Either way, if people look forward to going into the office, they will want to do it for longer.
  4. Lastly, while it may not seem conducive to an adult workplace, you need to make your employees feel valued. Tell them that they have done a good job when they deserve it. You will be amazed at how effective simple praise can be.

| Company Staffing Problems You Need to Avoid at All Costs

Posted in Staffing at 9:00 AM by Loftis Consulting

Staffing is a major issue that all businesses have to deal with. If you don’t have a plan for how you’re going to keep your business fully staffed, you’ll have problems. Having the wrong staff, not enough staff or staff with too many gaps in their knowledge and skill set will only lead to your business suffering big problems. You can’t let that happen if you want your company to do well and find long and lasting success.

 

Training and Development

You need to train your employees and give them every chance to develop and improve themselves if you want to get the most out of them. That’s just how it works. And if your business makes the mistake of letting your employees stagnate in their roles, you will pay the price for this. You should always be on the lookout for new ways in which you can improve your employees and get more out of them. You could send them on training courses a few times a year. Or you could give them more control over the new things they want to learn about.

 

Hiring People Who Are Bad for Your Business

Hiring people is always risky, and it’s very hard to get it right every time. You should try to do everything possible to avoid making appointments that damage your business. You should check references every time, find out as much about the candidates as possible and run checks to see if they have a criminal record. In certain industries, that final point is massively important. There is plenty of information online to help you learn more about running these kinds of background checks. Hiring someone with the right history and career background will help you avoid bad appointments that damage your company.

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Managing Seasonal Workflow Fluctuations

For some companies, their workload increases and decreases throughout the year. This fluctuation often occurs according to the season. Some companies do better business in the summer and less in the winter. This presents particular problems for your staffing policies. It can be very tricky to get your approach to staffing right when you needs change throughout the year. Hiring people on a short-term basis or incorporating more flexibility into your hiring processes are ideas that are definitely worth considering. There is no reason why seasonal workflow fluctuations have to spell disaster for your staffing policies.

 

Finding Skilled People at an Affordable Rate

Skilled workers are often in short supply. When you want the kind of person that every other business in your sector also wants, and those people are few and far between, you will end up having to pay more. It’s up to you to work out the cost-benefit analysis of this situation. Is it worth paying out that money to hire a person with all the skills, experience and attributes? Or should you hire an alternative who’s not as skilled or able but a lot cheaper? The answers to these questions will vary depending on your business and what your needs are.

| Not Another Day Off! Top Reasons Why Your Employee Is A No-Show

Posted in Staffing at 9:00 AM by Loftis Consulting

It’s common for employees to have a day or two off sick every year. After all, sometimes it can be hard to avoid illnesses that are spreading around. And it might be the truth that they are very unwell. But if it starts occurring more often, it could be a sign something else is going wrong. And not only can days off jeopardize your company’s wealth, but it can bring down the morale in the office. After all, everyone else will have to pick up the workload which will leave you with unhappy employees. And if the staff member is constantly missing meetings with clients, it can leave them disgruntled too. However, there are some things you might be able to do to ensure they turn things around. After all, here are some of the top reasons why you staff member is not showing up (and some of them are your fault!)

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They Are Not Enjoying Their Work

One of the top reasons why people start calling in sick for work is down to them not enjoying their work anymore. They can’t face coming in anymore to do their role. They might find it all too stressful and overwhelming. Or they might find that they are struggling to do the work as it’s too complicated. Or it might even be that they are finding it tedious and want more of a challenge. Whatever the reason, it’s time to chat with them for the sake of the productivity of the business. Ask them if they are happy with their current role. Hopefully, they might open up and tell you how they feel about the job. If you think they won’t talk to you, it might be wise to ask another senior employee to speak to them about how they are feeling. After all, they might trust them enough to tell them. You might want to ask their colleagues how they feel the employee is faring in the role. They might tell you what they are unhappy about so you can make changes. And once you make some changes to their role, you might find they turn things around as they will be happier and less stressed out in their position!
They Don’t Feel Respected At Work

It’s a sad fact that over half of employees don’t feel respected by their boss at the workplace. And it can bring down morale in your company, as well as make your employees not try as hard at work. After all, why would they want to do a great job if they find no appreciation after they have tried their best. And if they don’t feel respected, you might find that they start ditching work more often. After all, they are unlikely to show you respect if you are not showing the same back. So they might not try as hard to come to work and make a big effort every day. Therefore, to ensure you have happy employees again, make sure you show them that you do respect and appreciate them. It might be that you organize an event for them to celebrate their hard work. Or even look at giving them a small pay increase down to their hard work. And even speaking to them regularly to let them know where are they going right and wrong with their work can give them a boost. After all, it shows you are taking note of their work and want to help them improve in their job.

 

They Are Getting Sick Due To the Work Environment

It’s so easy to not keep on top of looking after the workplace. After all, you are all so busy trying to make a success out of the company that the condition of the office can go on the backburner. But it could be down to the work environment that could be making your employees sick so often. After all, if it’s not being kept in the best condition, they are going to pick up bugs a plenty. Therefore, make sure you hire a cleaning company who will come out to ensure all dust is removed before it starts causing your employees problems. Also, you need to make sure the air is filtering well in the office. After all, you don’t want poor ventilation which will make your employees unwell. Therefore, keep an eye on this and look at HVAC air filter replacement if things aren’t working properly. If you have a healthier work environment, you will soon find that absences reduce!

 

They Have Had a Disagreement with a Colleague

Even though you are busy trying to keep your business afloat, you do need to be aware of what is happening in the office. After all, if certain employees are not getting on, it might bring down the morale in the company. And the work being achieved might not be the best quality. After all, teamwork is so important to ensure the business is a success. After all, you are all working towards the same goal. And you might notice some staff members are off regularly due to their disagreements. After all, they might feel like they can’t face the other employee, so they don’t make it into work. Therefore, call the two employees in and try and find out what’s happening. Allowing them to both get their opinions out might help them to resolve the issue. If the issue can’t be resolved, it could be a good idea to move one of them to a different department. That way, they can both work separately without being involved with each other on a daily basis. And remember work bullying is a common issue. So make sure you go through the proper procedure of disciplining the staff member if they are making the other employee’s life a misery. Don’t just ignore the issue as it can become a lot worse if left undealt with!

And make sure they have plenty of space to work in the office. After all, they won’t want to come in if they have little room and feel crowded at work. In fact, it can bring down productivity if there is not enough workspace for people to do their job properly. Therefore, ensure they have a good sized desk and equipment to complete their role.

| The Neglected Qualities To Look For In A Prospective Employee

Posted in Staffing at 1:00 PM by Loftis Consulting

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If a business is to survive, it’s important that great people are found at every level of its structure. Not only are these the people who will manage the daily functioning of your business, but they are the ones promoting your brand image, interacting with the public and other businesses, making sure everything you do is above board and documented, and also providing ideas for long-term growth and profitability.

If you neglect your staff, you neglect your brand. This is why every company sees the importance of hiring good staff and looking after them. You may hire yourself or you may delegate that responsibility to trusted individuals. But are you really ensuring that you’re bringing the absolute best people into your business? Are you overlooking some simple factors that can determine if hiring them is a good choice or not?

It’s easy to be punctual and look good in your first, second or third interview. But does the specified individual have the temerity and inner character necessary in order to flourish in their role? What follows are the most important, lesser understood factors that can help you identify the resource you’re really after.

 

Are They Familiar With The Subtleties of Their Role?

This is role dependent, but it’s still something to look out for. Instead of only quizzing your prospective employee on how well they’ve familiarized themselves with your business (easy to do online,) how much do they actually know about the role they are asking to undertake? Do they know the subtleties? For example, do they know how to buy b2b leads? Are they familiar with the psychology of marketing? Drawing up a list of the lesser known aspects of the role you’re advertising and quizzing them about one at random can give you an idea of how well they’d learn.

Not knowing how to perform what you’re asking isn’t necessarily a downside either. If they’re forthright that they don’t know the topic at hand, and honestly seem like they’re enthusiastic to learn, that can be a great resource in itself. Remember, this is someone you’ll be interacting with for a while. Getting a good judge of their character at every opportunity will be advantageous.

 

How Do They Interact With Those In The Waiting Room?

This is a sneaky trick, but one to think about. If you’re interviewing a number of people that day, consider placing someone outside to wait in the hall with the potential recruits, posing as an interviewee. This might be a better way to get a grip on someone’s character, as they’re more likely to be honest about how they truly feel about the process and job. This will only work if you can justify paying someone to sit in a room all day, but if you do, it might yield interesting results.

 

Do They Have A Sense Of Humor?

This is a great quality to look for. Dependent on your personality, it might be interesting to drop a light comment or joke and see if your employee runs with it. Nerves might abate their response, but if they make an awkward attempt to continue the humor, this might be more of a positive sign than someone who decides not to for risk of ‘blowing it.’ This could also show an ability to take risks, which is invaluable. As we all know, offices that joke together stay together.

Keep this list in the forefront of your mind in order to profit the most from your interviewing process. You never know, it might just help the day become that little bit more interesting.

| Your Employees Will Feel So Valued They’ll Think They Can Fly

Posted in Staffing at 1:00 PM by Loftis Consulting

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There was a time when people went to work to get paid. They started young, got into a company, worked their way up the corporate ladder for 45 years, got themselves the house with the white-picket fence and retired. But these days have gone. People want more than just a salary and, as their employer, you should want them to want more too.

You see, if your employees have a passion for what they do then they will be more productive, more efficient, and more effective. But how do you encourage this passion? Simple. Give them recognition, show them your appreciation and forever encourage them.

Here is a list of ways to really make your employees feel valued:

 

Give Them the Power

One of the best ways to give your employees some worth and sense of value is to allow them to take control and make decisions. You could even go one step further and allow them to come up with their own strategies. This trust will see them become more engaged because of the level of responsibility placed on them. You will help them feel that much more appreciated because you trust their opinion and value their expertise, and that will go a lot further than a simple, “good job, Bruce.”

 

Let Employees Reward One Another

When you hear about reward ceremonies, even big ones, such as the PFA awards, the one award that people want to win is the one that is voted for by their colleagues. As such, speak to a company like http://namebadgesaustralia.com/corporate-awards-plaques.html about having some plaques made up, and then put the power of recognition and reward in your companies hands. Not only will this see people become more engaged and see people value the rewards more, but you will have an understanding of who is putting in the effort, and who is valued among the front line. You’ll be shocked too.

 

Everyone Likes Surprises

These can big small, medium, big, wild, simple or whatever. The choice is endless. But offering them as surprises will make staff feel like their work is appreciated all year round. Take certain people or teams out for lunch randomly, let them go home early when the sun is out, send them on activities together or team building days, hand out vouchers. All of these things are little things, but they will go a huge way in making staff more valued, and maximizing their output.

 

Be Specific With What You Say

This one should be obvious, but all too often it is ignored. Yes, saying something like, “Great work, Fiona” is praise, but it is so generic that it won’t have any effect whatsoever. It will feel like a cop out like you are just saying it for the sake of saying something positive. So be more specific. Praise someone for their role on such and such account, and how they managed to turn what looked like an impossible situation around, it was exemplary. As https://www.inc.com/jeff-haden/the-9-elements-of-highly-effective-employee-praise.html explains very well, detail adds meaning. It inspires people. It gives them something positive to build off and raise the rest of their game.

| Get Safety Savvy In The Workplace

Posted in Staffing at 9:00 AM by Loftis Consulting

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Keeping your employees safe whilst they’re at work should be one of the top priorities for any business. The employees are the lifeblood of any company and their comfort and safety will determine the level of work they produce. Not to mention it is illegal to neglect certain aspects of employee safety, so there really is no excuse. Different workplaces require different measures, here are some specific suggestions to get you started…

Why Is A Safe Workplace Essential?

As an employer, you are responsible for the safety of your workers whilst they are at work. Taking the time to care for your employees and setting up health and safety programs will make you a better employer and business. You need to have a clear strategy in place for dealing with and preventing illness and injury.

In Any Workplace

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Every single workplace needs an emergency plan. This plan needs to be explained in detail to employees. The plan should be put in place in an emergency situation, and everybody must understand it. Include this plan in your procedures manual and give all staff copies so that they can read it in their own time too.

Once you have a plan in place and have sought legal counsel to approve it, practice your procedure. Nobody likes to have to do a drill but it is essential that you practice this plan. This means that it can be carried out seamlessly in an emergency. You also may need to assign a team leader. Somebody who is responsible for organizing and overseeing the plan in times of emergency.

In A Warehouse

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Warehouses used to be notoriously dangerous workplaces. In recent years, with the right management, warehouses have become much safer places to work. The problem is, there’s usually so much heavy machinery around. The first thing to make sure of is that there is a good procedure in place for injuries. Every warehouse should have a well stocked first-aid kit which is regularly checked and updated. Similarly when using heavy machinery employees should never be alone. Always have a watcher/spotter nearby to aid the process.

It’s also essential that warehouse staff receive proper training. Whether their manning forklifts or welding equipment, safety is of paramount importance. Invest in proper training and high-standard equipment to keep employees safe. Find out more from weldingoutfitter.com about the latest innovative equipment out there.

In An Office

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Firstly it’s important to keep offices secure so that nothing is stolen, and staff feels safe. Have a ‘lock down’ procedure at the end of the day. This might include closing and locking all the windows and doors, setting the alarm system, and taking stock of all laptops, tablets, and other electronics. Also, make sure that entrances and exits to your offices are secure. You may have a reception at the entrance, this makes it difficult for unannounced visitors to turn up. Another good safety measure is to make sure ID cards are issued to all members of staff. In the workplace itself make sure that proper training is given on how to use all the equipment. Health and safety training is also a must. Store all stationary and furniture out of harm’s way, and be particularly vigilant of trip hazards.

 

| The Big Reasons Why Your Employees Don’t Respect You

Posted in Staffing at 9:00 AM by Loftis Consulting

As a business consultant, I’ve seen a lot of different companies working in a lot of different ways. And it’s fair to say that some of my easiest wins have come from businesses that just need a little tweaking here and there, on issues such as finance, marketing, or planning. But some companies face huge problems, stemming from one simple fact: the employees do not respect the boss.

If this sounds familiar to you, read on. There are some excellent reasons why you haven’t earned the respect of your employees, and I’m sorry to say that the vast majority boil down to you. Nothing is set in stone, however, and you can still pull things around. Let’s take a look at some of the issues -and solutions – that could be relevant for your business if you want to earn that respect.

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It’s Not Your Problem

Some employers these days still take the view that their employees should be happy they have a job. But study after study by business experts over the past few decades all show the same thing – you need an engaged and loyal workforce if you want to enjoy success. And expecting them to feel lucky enough to take home a wage is not sufficient – you need to give a lot more than that. Any staff issues that you have right now are ultimately down to you, whether it’s bad hiring mistakes or poor leadership.

 

You Disregard Their Safety

There are plenty of rules and regulations to follow when it comes to workplace safety. But too few businesses follow them. And if you don’t respect the fundamental basics of your employee’s health – and their lives – how can you expect them to respect you? As an employer, you need to look at risk management and risk assessment, follow the rules, and provide a safe and comfortable environment wherever possible. Fail to do so, and you can’t be too surprised when an accident to an employee results in a huge compensation claim.

 

You Don’t Appreciate Your Staff

When you appreciate someone’s efforts, you will be surprised by how much more they will give you. Recognized people feel wanted, and that they are bringing value to whatever it is they are doing. The simple fact is that if someone slaves away for you and you don’t recognize their work, they are unlikely to do so again. Respect is a two-way thing, and sometimes you have to show yours to get some back.

 

You Are Unreliable

When you say something, stick to it. If you have a plan, go through with it. And if you make a promise, you better make sure that you deliver it. As a leader, every single one of your employees will be looking at you and the actions you take. If you miss deadlines or talk the talk without walking the walk, there’s a good chance your staff will think less of you.

As I mentioned above, if you want the respect of your employees, you need to earn it. Many bosses and employers all over the country struggle to succeed yet are too blind to see why. Don’t end up like one of these guys…

| How Can You Find The Perfect Employees?

Posted in Staffing at 5:00 PM by Loftis Consulting

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Your employees can make your break your business. The right employees can take your vision and not only turn it into a reality, but also elevate it to something more than you ever imagined. There’s something akin to magic that happens when an amazing team comes together to make your business amazing. Of course, there’s always the other possibility. If you’re unlucky, then you could end up with employees who do the exact opposite. The wrong employees can drag your business down into the dirt. Not only can they make life more difficult for other employees but they can actually damage your business, taking your vision and grinding it into nothing. Plenty of businesses that had huge amounts of potential but failed because of employees who weren’t willing to work with everyone else to achieve a common goal. So how do you make sure that you get the first kind of employee and not the second? In reality, it all starts with recruitment. You might get lucky and find that you can turn a problem employee into an ideal one but that’s hardly the most likely scenario. Instead, you should focus on getting the right people for the job at the very start. Here are a few simple things that you can do to help you go about doing just that.

 

Use External Agencies

Trying to wade through the sheer volume of candidates for any given role can be exhausting. You spend the vast majority of your time dealing with applications from people who are clearly unsuited for the role. By using agencies to connect you with potential candidates, then you skip an entire chunk of that process. Agencies search through applications and send you only the most qualified and suitable candidates, meaning that you simply have to decide who is the best of the bunch. Whether it’s payroll recruitment agencies, temp agencies, or agencies dedicated to helping you find specialists, there are hundreds of agencies out there whose sole purpose is to connect you with the very best candidates possible. As long as you let the agencies know what it is that you’re looking for, they can separate the wheat from the chaff and help you avoid wasting your time on candidates who are never going to be a good fit with your business.

 

Know Exactly What You Want

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Of course, knowing what you’re looking for is something that’s easier said than done. When the time comes to hire new employees, you meet with a single candidate until you’re sure what it is that you want. Ask yourself, what duties is this employee going to need to do? Then figure out what qualities they’re going to need to have in order to fulfill those duties. Are you going to need staff members who can take the initiative? Follow instructions? Lead small teams of people? Each of these skills is going to be specific to each role and each candidate. Make sure that you know exactly what it is that each candidate needs to have and demonstrate to you before you speak to a single one. If you don’t know what it is that you really want, then you’re just going to end up picking the wrong candidate and causing more trouble for yourself in the long run.

 

Be Selective

Once the time comes to start selecting and interviewing candidates, give yourself a lot of time. There’s nothing worse than trying to find a new member of staff while working to a looming deadline. That extra level of pressure is just going to lead you to make rushed decisions that you’re eventually going to come to regret. You should be as selective as possible when interviewing candidates. Make sure to not only learn about their skills and qualifications but their personality as well. What kind of person are they? Is this kind of person guaranteed to fit well in your company as it stands? Not only that but are they willing to help shape the company as well? How well do their principles align with your own? These questions might all seem incredibly specific, but they’re crucial to help you figure out whether or not someone is going to be a good fit within your business. It’s definitely easier to spend a little extra time and effort finding the right person for the job than hiring the wrong person and trying to mold them into what you want, or worse, having to fire them and start all over again.

 

Give Candidates Trial Runs

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Don’t take an interview as the only sign of whether or not someone is suitable for a particular role. It’s one thing to talk the talk; you need to see if your candidates are capable of walking the walk as well. Make a short trial run a part of the application process. Even just half a day is enough to give you an incredibly strong indication of how well suited to the role a candidate is. It shows you how they work under pressure, how they communicate with others, what they are like when faced with new situations. By getting to seem an applicant put into practice all of the things that they told you during their interview, you can figure out whether the things they said were true, or if they were just saying the things that they knew you wanted to hear.

Hiring candidates can be a laborious and difficult process. But make no mistakes, it’s far more difficult to deal with an employee who isn’t willing to pull their weight and is actively dragging down your business. By taking that extra time and effort to find the perfect candidate, you save yourself a lot of trouble further down the line. Once you find the right person for the job, then make sure that they are well supported and cared for. The last thing you want is to find the right candidate and then lose them because you weren’t able to nurture and develop them in the way that you should have.

| The 4 People You Need When Starting A Business

Posted in Staffing at 12:00 PM by Loftis Consulting

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Ask any serial entrepreneur – someone who has had successes and failures – and they will tell you that the reason they failed in the past is because they didn’t have the right team around them when they launched. Some of them will even tell you that they had no team. The reason this led to failure is because no one person has all the qualities to make a startup a success.

In order to take your idea and build it into something great, you need to accept that you don’t have all the skills necessary. You may be great at a lot of the things needed, but those weaknesses of yours will be your downfall. You need people that complement your skills and people that complement the team nicely too.

As such, here are the types of people you need to bring on from the outset.

 

You Need a Creative

The reason you need a creative person is because creative people tend to think about things in a different way and approach them from a different angle. They are ideas people. You may have had the original idea, but a creative will be able to expand on it, run with it a bit, solve solutions on the spot and see something that you may have missed. What’s more, creatives are people that see everything as art, your product include. They will find a way to link practicality, usability, and art together; fuse it. That will become a big selling point at the end of the process.

 

Someone Who Knows Technology

The reason for this is simple; technology has advanced our lives through increased efficiency and accuracy, and both of those will be assets when starting a company. They will know what software will be of best use, and how to use it. They will be able to take the lead when it comes to building a brand online. They will know how to perform a hard drive recovery operation when that day comes, and it always comes. And they will have the technical skills to actually build your product. Basically, we live in a technological day and age, and having someone who knows how to navigate those needs is going to be an asset.

 

A Finance Controller Is Seriously Necessary

When starting a company, you are always short of one thing – money. That is the common denominator among all startups. There just is never enough money at your disposal. That is where a finance controller comes in. They will be able to come up with a budget and let you know how every decision you make could affect that all-important bottom line. They know money, and so they will be able to tell you how much is available for this, what is bringing in the most revenue, what area of the business is leaking funds and how to secure further investment.

 

Someone Who Knows How to Sell

There is no point in having a business if you have no one to take the lead when it comes to maximizing your revenue streams. That is why you need to know what makes a successful salesperson and then hire that person. It could be that you bring on board a marketing executive that knows the different avenues available and what the different acronyms mean when it comes to strategizing your plan. It could be that they are experienced on the phone and as tenacious as a bulldog, able to get your products into stores and online. But without money coming in, your business will sink. It is a simple and terrifying formula.


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