Find right staff to build business

Share the load

Remember that your company will never expand if you remain the sole staff member. Accordingly, to begin your organization, determine the type of person you need to help you. Analyze all the job duties that must be performed to make your venture a winner. Decide what your gifts and abilities are, realistically and without emotion. The remaining responsibilities will be those you delegate to your first hire, so find someone with successful experience utilizing those skills. Follow the same procedure as you become bigger.

The management match

Review your particular management style and ensure the individual you employ is a match. For example, are you cheerful or serious? Confrontational or easygoing? Flexible or immovable? Organized or disorganized? Ultraprofessional or casual? Self-controlled or prone to temper tantrums? A control freak or a hands-off manager? Bureaucratic or autocratic? The basic premise of selection is past behavior predicts future behavior. Therefore, whatever your nature, be sure to find someone who thrived while working for a similar supervisor during a previous position.

Culture connection

Decide the company culture you want to create. Will your enterprise be looked upon as caring? Do you want to reflect a strong customer service orientation? Will you foster a professional or a relaxed environment? Do you want to be perceived as continuously changing or solid as a rock? Will you place value on team orientation or individualism? Whatever you choose, be sure the person chosen fits the climate, or it will be like mixing oil and water.

Salary attraction

Be sure that you understand – and offer – the going pay rate. Providing a salary that is less than the market rate attracts mediocre performers and is a guarantee of turnover. Do not think you can’t afford it. Your organization will not grow without capable staff. Contact your accountant to determine your sales potential if you hire a qualified individual and pay competitively. Compare that cost to the revenue that will be lost if you continue trying to do everything yourself or in dealing with turnover each time you think your business is beginning to develop. Continue adhering to this practice as you grow and require more team members.

Poor subordinates equal poor business. It is as simple as that. Implementing these solutions will be simple, too, and will

significantly impact your sales, customer service, stress level and growth potential.

Lynne Haggerman is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting.