Let’s ask ourselves, “Why is leading and staffing your business so important in today’s competitive world?” Without an appropriate leader at the head of the business and guidelines for hiring a competent staff, the potential success of the small business will be in jeopardy. Today’s article will focus on these two important aspects of a successful small business.
What constitutes an effective small business leader?
- A leader creates a set of values and beliefs for employees and passionately pursues them.
- A leader respects and supports his/her employees
- A leader sets an example for his/her employees
- A leader focuses on his/her employees’ efforts as they pursue challenging goals
- A leader provides the resources employees need to achieve their goals
- A leader values the diversity of his/her workers
- A leader encourages moderate risk-taking among his/her workers
- A leader values new ideas from employees
- A leader encourages creativity among his/her workers
- A leader maintains a sense of humor
- A leader behaves with integrity at all times
What are the vital tasks of an effective small business leader?
- Hire the right employees and constantly improve their skills
- Motivate workers to higher levels of performanc
- Communicate the vision and the values of the business and create an environment of trust
- Build an organizational culture and structure that enables the company
to reach its potential
How do small business owners hire the right staff?
- Conduct a job analysis which includes a practical job descriptions and
- Plan an effective interview
What constitutes a job analysis?
- Create a job description including a written statement of the duties, responsibilities, reporting relationships, working conditions, and
materials and equipment used in a job
- Create a job specification including a written statement of the qualifications and characteristics required for a job, stated in such
terms as education, skills, and experiences
What should be included in an effective interview?
- Develop a series of core questions
- Ask open-ended questions rather than those calling for “yes or no” answers
- Create hypothetical situations candidates would encounter on the job
and ask how they would handle them
- Probe for specific examples in the candidate’s work history which demonstrate the necessary traits and characteristics
- Ask candidates to describe a recent success and a recent failure and
how they dealt with them
- Give an employment test that measures what is required for the job
How to successfully give a performance appraisal?
- Link the employee’s performance to the job description
- Establish meaningful, job-related, observable, measurable, and fair performance criteria
- Prepare for the appraisal by outlining the key points you want to cover with the employee
- Invite the employee to provide an evaluation of his/her own job performance based on the criteria
- Always be specific
- Keep a record of the employee’s positive and negative critical incidents
- Discuss the employee’s strengths and weaknesses
- Incorporate the employee’s goals into the appraisal
Keep the evaluation constructive