Lucy - BQ Magazine EditorThe best and worst part of hiring people for related jobs is that they’re… well, people. A human being is a complex thing, and will often be the most worthwhile investment you make, potentially taking your ownership position one day, but can also come with unforeseen challenges.
Most of all, seeing them as a “resource” simply isn’t good enough, and that’s what makes them so demanding. Hiring people to work means being mindful of the entire holistic structure of your brand because ultimately every element of it will affect their capability. More importantly, it’s not just about making them productive, but happy and satisfied too, which should hopefully help them perform more capably and help define the positive culture of your brand.
This is a fairly disembodied manner of talking about real people working real jobs, but of course, it’s important to understand these principles. A good staff member will overwhelmingly positively outbalance the challenges they could present from time to time, but what if you’re struggling with that? People aren’t robots, so how can you get the best out of them without being reductive? Consider this:
Integrate HR Consultants
A good HR consultant knows how to handle humans both personally and as part of a wider system, and HR consulting firms are often very skilled at seeing what your processes are getting wrong. For example, they can help you stay on the right side of employment law. They can also help set up policies that make sense for your business. This might mean creating an employee handbook or setting up performance reviews that actually do something useful instead of just talking.
HR consultants are also great at sorting out conflicts and handling tricky situations without making things worse. You can learn a great deal from their recommendations and applied systems, so don’t be afraid to make that investment.
Understand Ambitions, Experience & Individual Challenges
Someone who’s been in the industry for years might not need as much hand-holding as a recent graduate, and learning to balance that will help you understand where your priorities should lie. Of course, knowing what your employees want to achieve can help you line up their goals with the company’s goals as well.
If someone wants to move into management someday, you might be able to give them chances to practice leading, which will further motivate them. Don’t assume monetary value is the only investment worth having in your team.
Ensure Workload Is Correctly Divided & Assigned
Overloading certain team members while others are waiting to do something is an easy situation for growing resentment and burnout in your team. Alternatively, not giving people enough to do can lead to boredom and disengagement. Finding the right balance is a skill.
It’s also worth considering the nature of the tasks you’re assigning. Some people are great with variety, while others prefer to focus deeply on one area, and figuring out which staff member is best in what role takes time. Moreover, some who work in the back office might be happy becoming the face of the department, and nurturing that can be important. The more you can consider this, the better.
With this advice, you’re sure to get the best from your staff, even if it’s been a challenge so far.