Sometimes, it seems like the hardest part of running a business can be managing the people who are supposed to be helping it. We’ve all undoubtedly met our fair share of fed up bosses. They’re not good for business. So, how do you make sure you don’t join their ranks?
The work they add to your plate
From a simple standpoint of measuring productivity and the different processes a business has to handle, it’s easy to see the cost of employing people. You have to measure important data like their holiday pay, sick days, infractions, the basics of their employee record. At the same time, you have payroll to keep on top of. But these problems already have solutions. Instead of tracking and taking care of it all yourself, look into software. HRIS systems make it significantly easier to track the data you need, while automated payroll can ensure you never forget one of your most basic yet important responsibilities.
Value is a two-way system
A lot of bosses get this wrong. They think employees should be on the side of the business simply because they’re paid to work there. The truth is that employees need more than just money. You should look into the benefits and the added gestures of value you can add. Create a better workplace for them. Offer them the training they need to build a better career. Show that you value them and they will value the workplace.
The question of motivation
Then there’s the problem of seeing them engaged and motivated to deal with their own workload. Showing them value is always a motivating factor, but it’s not the only one. It can keep them there, but it might not make them more engaged in their work. Instead, consider talking to them about the work they’re doing and how it fits the overall strategies of their business. Ensure they see the importance of their role and how useful the work they have been doing is.
Dealing with problem people
Then there are simply those employees that are causing trouble for you. They might be contributing to a hostile environment or repeatedly falling too far behind in the goals set for them. However, by simply trying to fire them outright, you could be risking some legal repercussions. Instead, try to do the work to help them improve first and foremost. Have a private conversation with them, addressing the problems with their job so far. Don’t take it to a public announcement, as that kind of humiliation can only cause team cohesion to break down even further. Whatever steps you take, however, make sure they’re well documented. If legal trouble does arise, that documentation can be the proof you use to show that any action you take is justified.
Making sure you’re getting the best team you can is all about asking the right questions and putting the right systems in place. How do you motivate them and get them invested in the business? What systems will ensure you’re correctly dealing with troublesome employees and dealing with the extraneous work they bring? Hopefully, this article has helped you find those solutions.