Taking the plunge and going out on your own with a start-up business is a brave and exciting move.
Among the many tasks, you’ll need to do to get your business up and running, hiring and managing staff is likely to be one of them. It’s one thing getting people to work for you. It’s another inspiring your new staff to believe in your startup business, especially if it really is brand new and lacks the usual foundations of established enterprises. So what can you do to make it a seamless process?
Structure, Systems, Guidance & Reassurance
The starting point to building up your staff’s confidence in your business is to put yourself in their shoes. Do you recall being a new employee? It’s a tentative time for a few days, sometimes weeks, and this is how your new staff will feel, and they will need to build up their confidence to perform, which will happen after they’ve got a good feel for their job and your business.
Remember the saying from Clint Eastwood “you only get out of life what you put in“. It applies to your business, so invest your time working with your new staff, i.e., hands-on. Provide systems, structure guidance and reassurance so staff and notably ‘new’ additions to your business have the confidence to use their skills and become a valuable asset to your business.
Talking of ‘structure’ perception is everything, especially with new staff. If you haven’t done so already, use a reputable third party company formation business in the area to incorporate your business. Taking this action will set a precedent with your current and prospective clients and your staff that you’re in it for the long haul, that the business will succeed and be profitable for many years to come.
With startup businesses, uncertainty can creep in, and if it does, you’ll want to deal with it immediately. Proactively meet regularly as a group and have one-on-one meetings. As time-consuming as this may seem, it’s necessary to make sure your staff are on board and understand how you’re operating and building your enterprise.
It’s important to let your employees know that you’ll be there for them when a crisis arises. You also want them to come to you if there is dissent among the troops or have ideas on improving the business. Set a time each day when your office door will be open for walk-in meets.
At some point, when the business takes off managers will need to be appointed particularly for the micro-level operations at your business. This will relieve you of some of the daily hand-holding tasks, however, even when you’ve empowered others to do this for you. Getting in the trenches, so to speak, and mixing with your staff will always be necessary.
Remember that the nascent stages of a business are often the most crucial of its existence. Lead your employees confidently and diligently early on, and it will help everything else fall into place.