In my last post I talked about employees. How to get them, how to motivate them and how to keep them. Today I want to talk about what you should look for in finding the right employees.
In most cases, with each position you create in your company, you are in essence replacing a role you formerly did, right? Right.
If you are going to replace something doesn’t it make sense to upgrade to a better model?
Here is the deal, you need to honestly decide what your strengths and weakness are. Now instead of working tirelessly to improve on your weaknesses, just find someone for whom your weakness is their strength. Then you run with your strength.
Suppose you are just OK at budgets and timelines but a near star at designing weddings. Instead of hiring another designer and struggling to price things out and set the agenda, hire an Excel geek that couldn’t design their way out of a paper bag.
This does a couple of things. You get to do what you do best and so does your employee. More importantly, chances are good your employee doesn’t want your job, so they probably aren’t going to go out and try to compete with you. The other thing is if you have the right employee in the right position, motivating them becomes easy.
What I am saying is to find the people for your staff that plug the holes in your talents. A trap that I have seen people fall into is being afraid to hire someone better at something than they are. Let’s face it, we all have our strengths and weaknesses; just because a new hire is better at making bouquets than you are, they probably don’t have your skills at another critical part of the total picture, like schmoozing the brides.
Part of your job as the business owner is to see the complete picture; to honestly evaluate the holes that need filling and the places that are top-heavy. Stop trying to pound square pegs into round holes. Once you figure out what the holes are, finding the right employee is easier.
It has been my experience that the biggest emotional growing pain in growing your business is learning how and what to delegate. This makes that process a lot more painless. Figure out what you hate doing and/or are marginal to crappy at and that is what you delegate. Then you have more time to do what you are really good at doing.