It can be challenging to manage other people in a small business. All businesses have a culture, even the smallest of businesses, and it can be defined by the leadership style, the communication, or the way in which mistakes are handled.
Your management culture sets the tone for everything you do and stand for which means your leadership abilities are incredibly important, especially in small businesses where you are more visible.
Once you’ve worked hard to find and hire the right people, you’ve implemented clear job descriptions and training, and you’re following the practices in place to the best of your ability, you only have to worry about how to manage your people on a daily basis.
Here is a look at how to better manage people once you’ve chosen them for your organization.
Make employees want to stay
It’s important that you focus on making your employees want to stay at your business once they’ve been hired and are settled into the culture. Engagement and retention are linked together because it’s your way to learn why people want to come to work for your every day.
Start implementing stay-interviews and focus groups to see what makes your staff enjoy coming in every day, what excites them about the work, and how they feel about the communication in the office.
You want a staff that is proud of their place of employment because they feel treated well, they enjoy the work, and they are recognized through gratitude. You want management that values your staff.
Rewards and pay practices
Sometimes businesses fail to properly reward their staff and stay competitive in pricing and benefits. It’s important that along with those thank-you’s, you are taking the time to reward your staff through flexible schedules, bonuses, or gifts.
Retain your talent by giving time off after a hard project, a bonus if sales exceed one month, or flexible schedules for those that have outside obligations once they’ve been with you for some amount of time.
Be sure to stay competitive in pay and benefit practices by looking at local salary surveys. Make sure your staff knows that their benefits and other indirect programs are related to their compensation package so that they don’t question their salary offer.
Development and performance reviews
Many companies think all that matters is offering a great pay and showing gratitude. In addition to these important measures, companies need to develop their staff on a daily, monthly, and yearly basis. Your staff won’t feel motivated to stick around with you if they aren’t developed.
They can’t be effective at their job or prepare for new opportunities without support from the company.
Be sure to offer development programs, such as seminars, lectures, conferences, webinars, or classes that can better develop your staff’s skillset. Give them a chance to grow in order to succeed.
Offering performance reviews is the only way for your staff to gauge where they stand with you.
When they don’t feel confident that they are looked at as valuable and a great performer, they will question their employment status, their ability to move up in their position, and whether your company is a good fit.
Offer continual feedback so that your employees can feel motivated, feel confident that they are doing things right, and so that they understand your expectations more clearly.
Good management should be able to have conversations that are positive or negative without discomfort, be good listeners, and be willing to work towards a resolution.