Ready to build your team? Consider these 10 things.
When starting a business we often think we can do it all on our own. We believe we can create the results, find the success and make the impact we desire as a soloprenuer. So when the time does come for more delegation, expansion, and growth, hiring a team can feel like a nerve-racking task. We feel like we don’t have the time. We think we won’t find the right people. We believe we are not capable of managing a bigger team. And we begin to feel limited by this task of bringing the right people into our journey.
And in this time of growth and impact, whether you are just starting to build a team or looking to expand your existing team, staying “small and manageable” seems comfortable. BUT, we know that this is not your true desire AND you no longer let fear run the show. You are ready to bring the support, engagement, and ideas into your business that will bring you the success you desire. You are ready to grow your company.
So here is a look at 10 things to consider to effectively start building your organization:
Don’t Settle for Mediocre Talent.
It is never fun or cost effective to part ways with an employee. Check references and ask for samples of their work. Make sure they will fit into the culture and vibe of your business and with the rest of the team. This will require you to know what top talent means for you and the energy you want to bring into your team.
Start with a Trial Period.
Hire the potential talent for a small project to start. You will be able to get a sense of their working style and whether it aligns with the rest of the players. This will also allow you to measure if they are on point with deliverables.
Send your new team members your vision, mission and business values and non-negotiable so they are aware of what to expect. Having a simple plan to provide new team members ensures that everyone is on the same page and they can become familiar with the direction of the business.
Define Roles and Responsibilities.
Employees and even independent contractors need clear job descriptions that give them clarity around their role. This structure allows your team members to collaborate and generate content and ideas with more direction and intention. Team members will know just what they need to do to help you and your team move forward. When roles are clear, you will have a strong team.
Set the Tone for Open Communication.
In my opinion, nothing is more important for a long and successful relationship than open communication. As a leader, you set the tone for honest feedback, idea generation, personal responsibility, flexibility and trust. Set the tone with new employees by leading by example. Embrace open communication.
Schedule time in your schedule each day or every other day for check-ins, even if it’s for 15 minutes. Be present with them and available or them. And understand the difference between check-ins and micromanaging. If you do have an above par talent, micromanaging can lead to frustration on both ends. Trust that you are bringing capable and outstanding talent into your business and let them be the leader of their position.
Set Clear Boundaries.
Be up front about your expectations and the demands of your business, as well as the expectations of the potential team member. For example, make clear what you expect for turnarounds based on your business and whether this aligned with how he or she operates.
Effectively leading people will require flexibility on your part. Know when it is time for focus and results and when it is time for flow and celebration and respect that team members may not always be in the same mental mindset. Trust that your team members will make the right decisions. They are on your team. Also, respect their obligations outside of work and celebrate their big moments – birthdays, accomplishments and successes. Make them a part of your community by making them feel welcome, celebrated and honored.
Be a Leader.
Hold yourself to the same expectations you hold for your team. Respect your deadlines you have for your team members, stay aligned with your non-negotiables and values and keep your actions aligned with your mission and vision. The energy you put forth will be the energy you receive.
See the Value.
If you have a good, trusting relationship with a team member, value them. Often times as entrepreneurs and leaders we can be overly cautious about cost. After all, finances can be overwhelming, especially in the startup phase. However, we can be on heightened awareness which can lead to micromanagement and frustration, and we can end up devaluing our team members. Get clear on the scope of work, outline expectations and then let your team members work. Trust they are making the right decisions. Value your business by playing top dollar for more experienced team members and value them by letting them step up as the leader of their job.
Building a team is a great place to be in your business. Bringing on people who specialize in different aspects of the business – a media assistant, community manager, marketing specialist etc…will allow you to focus on what inspires and drives you. And when you are able to overcome the limitations you are feeling about growing your team, you can approach this process with the same energy and intentions you wish to see in your future team members. Grow your team with intention so you can grow your business to the place you desire.
To your success,