The Five Employee Systems You Need
Having good staff can make or break a small business. With such a high importance for the health of the business, you need to ensure your employee systems are in place so you can continuously attract, develop, and retain top talent.
In this section of your systems, you should determine what type of people you’d like to have working for your business. How would they fit into the culture you are attempting to create? What skills do they need, and what can you help them develop? Would you prefer someone who is already skilled in the area or would you prefer to train them in the way you do things? (You may find your best employees are developed instead of found; sometimes it can be better to bring people up and help them develop skills).
With your ideal employees in mind, what can you do to attract these type of people? What medium should you use to reach them? Would it be best to reach out to ideal prospects directly, job post, or even offering training/apprenticeships? This is where you can think about employer branding, and determine how you want your business to be viewed by potential employees.
2.) Interviewing Process
Now that you have interested candidates, what is your process for sorting through and determining who would be the best fit for your company? Interviews don’t need to be the typical boring conversation over a resume - you can include a skills test or give them a hands on problem to solve, get creative. I’ve seen some businesses that ask a silly question just to lighten the mood (sometimes the best candidates don’t interview well - it can be stressful going into a interview).
This system is in place to help you you determine if potential candidates meet the criteria you have laid out in the recruiting system.
After speaking with the candidates, testing their skills, and finding out more about them as a person, it’s time to make a decision. If there doesn’t seem to be anyone that would be a good fit that’s okay, just make sure expectations are not unreasonable.
When making this system, figure out what needs to be done if there are multiple candidates on the table. Will there be another round, with more hands on tests? Or will you have a trial period with a candidate, to see how they work within the company.
This is one of the most important of the employee systems. Employees interact with your customers on a one to one level, and it is important that this is done the correct way. They represent you and your company. Don’t shortchange training.
When creating the training program, determine what the employee will need to know or be able to do in order to be successful in their position. In order to successfully train an employee on doing a task, you need to go through three phases; demonstrate, walk through as they attempt it, and lastly let them do it on their own. This three phase process will help them remember how to complete the task successfully, plus the person training will be able to see where the new employee is struggling, and where they are picking up quickly (allowing them to tailor the training). Let the new employee know exactly what is expected from them, that way they are clear on how they can meet or exceed expectations.
Beyond training on completing tasks, this system should include making new employees feel welcome, teaching them the company’s values and future goals. Helping them understand why they do what they do and how it contributes to the overall goal. The goal is help the new employees buy into the vision, so they are working to achieve this instead of just working a job.
5. ) Leadership & Employee Development
Investing into employee development is so important, not only your business, but your employees. When your business is able to help the develop their skills and allow them to grow as a person, their job satisfaction will go through the roof and they will stay with you longer.
So when you are building out this system, think about what kind of programs and training you can offer or even pay for that will help your employees develop their skills. Provide a path for advancement, so those who want to continue with you know what they need to do to get new positions. Empower your employees and allow them shine.