Your business is growing! Yay! But wait.....
The growth phase of a small business can be both exciting and scary. It’s exciting because your business is growing. This is awesome! Except that you’re so busy you have to turn down new work and clients. You’re not able to do it all by yourself or with the current team you have. Sure, you could take on more business if you had more help. It seems logical to grow your team so you can grow your business.
You know deep down you need help but you start second guessing if it’s really the right thing to do. You think to yourself…
- How do I find the right person?
- Do I even have time to look for someone and go through the hiring process?
- Will it be easier if I just do it myself than have to hire and train someone?
Relax. Everyone goes through this when their business grows, so how do overcome the fear of hiring?
#1 Keep It Simple
Don’t overcomplicate the process. Put together a few check points in place of how you’re going to tackle taking on a new person and then just do it.
#2 Prepare a Job Description
Write a brief job description and make sure you’re working on it over a period of time so you have a clear understanding of what you want and need this new person to do. It doesn’t have to be a complex description. Bullet points are fine.
#3 Check References
Checking references is critical in making the final decision between candidates. Reference checks can reveal information that not only can help you determine your top choice but also can help you better understand how the new employee might transition in to the new role and your company
#4 Learn to Delegate
Develop your skills so you’re able to delegate. You need to be able to trust this new person so you don’t end up micro managing.
#5 Leverage the Probation Period
Many employers wait until the end of a probation period to assess if they’re ready to take someone on long term. The problem is, by that time it’s too late, use this time to your advantage by being proactive. Schedule regular “check ins” so you can gauge their progression. Again, keep it simple. Keep it short and sweet. Check that they know what they’re supposed to be doing and have an opportunity to ask questions. Create an environment where they’re comfortable asking questions and pay attention to the questions they ask.
By using the probation period to assess your new employee regularly, you’ll be able to tell if it’s going in the right direction for you and for them. Monitor changes in yourself during their probation period as well. Are you able to work better because they take more responsibilities off your hands? Are you still maintaining the same level of service? If the answer is yes, you know you’re in the right direction. It’s also helpful to set goals or targets for this person during their trial period. See how they’re able to adapt and reach these targets throughout their probation, instead of at the end when it’s too late.