Team considerations when scaling your business
Winston Churchill said, ‘He who fails to plan, is planning to fail’, but what does this mean when a business is looking to scale?
Too many businesses throw staff at the problem……does this sound like you or someone you know?
I’m getting busy, my business is taking off……hire more staff
I can’t keep up with everything I have to do……hire more staff
It’s time for me to grow……hire more staff
I want to work on the business, not in the business……hire more staff
Hiring more staff is a simple and often accurate solution, however you don’t build a house from the roof up, you must start with the foundations. There is a LOT more that goes in to scaling and growing your business than simply hiring new staff.
Many business owners stay small for the simple fact that they don’t know how to grow successfully. It makes sense! You start a business because you are excellent at what you do, you love what you do…..but are you excellent at running a successful business with a team who can ‘do what you do’? For the most part no, and that’s ok! You are the expert in your industry, as we are experts in ours.
Is your team ready to scale or fail? Here are six key team considerations when scaling your business.
1. Start with your foundations
Get your processes correct, ensure you have robust policies in place and that team members have an understanding of these. Too many businesses allow team members to work outside of a framework of clear policies, leading to a workplace that is not psychologically safe – team members are constantly in a state of flux, questioning decisions and unsure if they will be in trouble for an incorrect decision. Clear parameters through policies and procedures will minimise this, leading to a safe and more productive workplace, where team members are empowered to make decisions within clear guidelines and organisational framework.
Processes need to be standardised, relevant and understood across all levels of the organisation. A clear framework leads to greater innovation and critical thinking across your workforce, not less.
2. Ensure role clarity
Lack of role clarity is a key driver for business failure. Who is who in the zoo? Do we all jump in and do what needs doing when……and there is something to be said for rolling up your sleeves and jumping in, however on a day to day basis it is simply not efficient for people to move so fluidly across multiple roles, and you will find constant double handling, re-work and critical tasks missed. When your team is directionless, they start to simply ‘put out fires’ without moving forward with your company vision. To successfully scale your business, it is important that your team members are moving forward, towards your vision.
When you ‘hire more staff’ it is important to also know who you are looking for…..are you recruiting on ‘sameness’, how diverse is your workforce, have you objectively considered the fit for your organisation and what are the critical roles that need to be addressed to assist you to grow?
3. Build collaborative partnerships outside of your business
Do you have a growth mindset, are you building key relationships and both formal and informal alliances? Peer coaching is a keyway to develop your knowledge and grow as a professional and individual. Social media is an excellent networking tool, however, complements more traditional networking and professional development relationships, versus replacing these.
Mentoring relationships, business networks and engaging business coaches will assist you to build collaborative partnerships outside your business. Keep abreast of industry trends, improve your creative and critical thinking skills and market your business……oh, and always have fun along the way.
4. Invest in your team
Let your team drive your vision, inspire your team, and take them on the journey with you. One way to invest in your team is through personal and professional development. You will attract and retain top talent and team members will be more invested and subsequently more driven to help your business thrive. As Richard Branson said, ‘Train people well enough so they can leave, treat them well enough so they don’t want to’. Too often training solutions are applied as a set and forget, with no follow up or ongoing commitment between team member and manager or manager and directors. In addition, often an organisation will send part of their team to training……meaning they come back speaking a different ‘workplace language’ and the excitement and new ideas that they were motivated to implement are lost. Invest in your whole team and provide opportunities to your entire workforce to develop and grow. A strong team strengthens your business.
5. Take the temperature of your team
Is your team resilient and ready to help your business grow? A strong, emotionally intelligent team, with strong bonds and trust will ultimately be more able to adapt and change as you grow your business. Growth can be inconsistent, change is uncertain and feared, with a team that is able to remain flexible and adaptable, you will move through each stage more successfully.
It is important to understand the health of your team and close any gaps to embark on your next stage with your best foot forward – a strong, healthy, happy team.
6. Ask for help
Les Brown (motivational speaker and previous US politician) said ‘Ask for help. Not because you are weak. But because you want to remain strong’.
Remain strong and achieve your potential with Targeted Training. Work with us today to realise all of the above, and more – Call us on 1300 975 975 or email info@targetedtraining.com.au
The ‘Great Resignation’ – Fact or fiction?
There has been much discussion recently on the ‘Great Resignation’. It has become the go-to reason for attrition, meaning critical employee data is not being captured and organisations run the risk of repeating the same patterns.
So…..is the ‘Great Resignation’ actually a current phenomenon? Or is it an easy excuse so we don’t have to look inwards to determine the real reasons for the current high attrition rates across many organisations? It is no secret that it is currently a job seekers market. Many roles are sitting for weeks or months without being filled. You would be hard pressed to find anyone in business without a first-hand story of being short staffed, or unable to fill a vacancy. However, is the ‘Great Resignation’ to blame?
Anecdotally I have found that many people want a sea change. The pandemic and lockdowns brought about a lot of change for most people. It is quite normal to reflect on where we are at. There has been an increase in the number of divorces and friendships and other relationships have broken down in higher numbers. We have a mental health crisis and yes, people are revaluating their jobs and lives in general and whether what they are doing makes them happy.
However, let’s also consider this. In a recent survey by Joblist in the US, they found that 26% of people who quit their jobs in the great resignation already regret it……meaning their needs are still not being met.
Furthermore, seek.com.au reports that the top 5 reasons people left their jobs in Australia in the past year were:
1. Mediocre management
2. No roads ahead
3. A fresh start
4. A bad environment
5. I’m worth more
I would challenge many organisations that most, if not all of the above reasons, are ones that can be addressed.
In determining the causes for your team resigning, exit interviews can be extremely beneficial in providing feedback for leadership and management teams, resulting in increased retention and employee engagement. These will provide insight and a deeper understanding of your workplace culture.
In addition, when team members feel valued, appreciated, and important, issues such as ‘no roads ahead’ or ‘a fresh start’ may not be overcome in all cases, however the numbers can certainly be minimised.
Organisations with an ongoing commitment to training and developing their team, complemented by robust systems and positive workplace culture have lower attrition rates and work more efficiently. Recruiting, inducting, and training new staff is expensive! It’s a far more commercially sound decision to look inwards and find out how to retain your current staff.
Exit interviews are just one strategy. Ideally, we want to support you to capture this data before your team members become disengaged and start looking elsewhere.
In the words of Richard Branson, “Train people well enough so they can leave, treat them well enough so they don’t want to”
Fact or fiction? We propose that it doesn’t matter. Your team is your organisation’s biggest asset and influencers of your brand.
A Targeted Training solution will assist you with ongoing training and development, organisational design and capability, practical HR skills, coaching and Myers Briggs Type Indicator personality profiling. We provide practical support and a common-sense approach to assist you in managing your people effectively for improved organisational performance. Call 1300 975 975 or email info@targetedtraining.com.au today and take action for your business.
References
https://www.foxbusiness.com/economy/great-resignation-far-from-over-study