Adding New Team Members
I want you to have in mind who that person is. Maybe you don't know their name yet, maybe you don't know their face yet, but there is that right person out there waiting for you, to help you create value for your customers, for your clients, and to move your vision forward. And I want you to have them top of mind as we talk through this final session, because everything we're doing today is about giving them what they need to succeed and setting them up for really contributing to your business and your vision from day one. And so I just want to make sure that you're thinking about them as we go through here. Now as we continue, or as we kind of start wrapping up, this discussion, I just want to remind you again that a, this is a discussion, this isn't a lecture. This is me giving you some ideas and maybe you giving me some ideas. So keep those questions coming, keep the ideas and the experiences and the ah-hah moments that you've had, coming, because this is our chance to use our colle...
ctive intelligence to make each other better. So this final session, I'm just going to rip off of the John C. Maxwell book, Teamwork Makes The Dream Work. Thank you. (laughs) So this is all about really making sure that your team is all on the same page, whether that's one person or whether it's two people or three people or four people. And that starts on day one. I want to ask you to think about, how can you make your new team member's first day a fabulous experience? How can you make the moment they begin their employment with you, or the moment they start working on that project with you, the best working experience they've ever had? The best work environment they've ever had. Do any of you have a great first day experience? Shelly, I'm so glad. (laughs) Walking into the building and everything's ready to go for me. Like they were ready to take my picture for my badge and have my key card ready. They have the laptop ready for me. They had my accounts set up so I just had to change passwords. It was so seamless. I knew where my office was and I had desk materials ready to go and it was great. And I've had the complete opposite experience where you're just frustrated and you're waiting for two weeks for everything to go. And you're just like, I can't do anything because I don't have anything, so. I used to do a lot of employee onboarding at Borders, when I was the person in charge of training. I didn't know we called it employee onboarding back then, it was just training. But now I know it's onboarding. Ah, fancy word. And that was something that I took a lot of pride in too, just making sure everything was set and ready for that first person's day. Their binder was there, their locker lock was there, like all the things that they needed, were ready to go. We didn't have as much stuff for a book seller that you probably had in that position, but I think your point is so important, that a lot of that first day experience is being ready to welcome them into your team. And that's exactly what we're going to talk about so that was a great set up. We didn't even plan that. (laughing) So let's take a look. New team member onboarding, what do you gotta do? If you're hiring an employee the very first thing you need to do is the paperwork. (laughs) Like I said, I've been talking about Gusto a lot. That's the system that we use. There are absolutely other payroll systems and paperwork systems that you can use. We don't really have physical pay work anymore, it's handled online all through Gusto. They make this onboarding process really seamless and easy, so if you've never done it before or if you aren't used to getting the right IDs for the I-9 and all of that good stuff, Gusto is a great choice for that 'cause they just make it so easy. But the very first step other than saying hi, I'm so glad you're here, like let's get started, (laughs) is doing the paperwork. That has to be your first step. And that would include like the legal paperwork and also your business' paperwork. So going back over that job description another time. And any of those confidentiality agreements, things like that. You want to make sure that's taken care of before they actually start working because that's going to protect you legally and also, that's just the way it works. You need to make sure they're able to work for you, and make sure that you have all of the information that you need to have which are paperwork. The next thing you want to do is work on them, or work with them, on technology. A huge part of our business is the tech behind it, right? So for us, that has to mean getting them set up on laptops, getting them set up on Slack, getting them set up on Asana, and making sure all of those things are ready for them. So we have it pre-set up, and then at the same time, or not at the same, but after that, once we pre-set it up for them on their first day, we walk them through all of that. And we have our team member Rosie, who's my mom, she's the person who's in charge of those things. She is excellent in making sure i's are dotted and t's are crossed and so those pieces of the puzzle are hers to own. Although all of us as team members are involved in onboarding in one way or another. Then we share mission, vision, and values. That's my job. I want to explain the context of our organization, I want to tell them what their role is, I want to make sure we're all on the same page. And I'm not just reading things that they can read for themselves 'cause everyone knows that's boring, but instead, really having a conversation about that stuff. Telling them why those things are so important to me and so important to us as both a company and a community. And then I love when we can get people started on a single task so that they can feel like they've accomplished something more than paperwork on their first day, or at least within their first five or six hours. And so even just last week when we were onboarding these two new employees, Shannon had our one employee hosting an event with her, the very day she started with us. Because it was someone who had experience, it was someone who knew our community, was in our community, but it was easy to say, hey Megan, come host this chat with me. And so that gave her a sense of accomplishment on her very first day and gave her a taste of what it was going to be like working with us from here on out. And then obviously you're going to add more responsibilities and more tasks on over time.
Are you too damn busy? Your business can’t run—let alone grow—without all the hard work you put into it on a daily basis.
What’s worse, you don’t have the time to hire anyone, you’re not making the money you need to hire anyone, and you don’t see how anyone else could do the work you do.
If you keep at it this way it’s just a matter of time before you burn out. You will end up closing up shop, not because the business wasn’t working but simply because it wore you down. You had something and couldn’t make it last because you just couldn’t do it all.
There is also the problem that if you hire the wrong people you will be wasting time and money on a series of hires that don’t alleviate your stress.
Set up your business to be the best place to work—even for yourself.
Finally, retire from being “too busy” and once and for all streamline your operations and systematize your workflow.
By the end of this class, you will be able to:
- Describe your company culture and why it makes for a great place to work
- Streamline your business operations, focusing only on what really counts
- Systematize your workflow so that you never have to reinvent the wheel
- Create a plan for fulfilling the roles every business needs to succeed
- Identify who you want to hire and when
- Craft a job description that brings in the right folks