Not so Fast!

The world is fall of owners of small and growing businesses who can't wait to delegate tasks that leave them uncomfortable or for which they feel inexperienced.  Unfortunately, you don't always get the results you anticipated.

if you're going to hire an outside trainer, you have to commit to major time with this person.  What are your expectations for your people?  Greater courtesy?  Better follow-up?  No tattoos showing?  Technological savvy?  More appropriate dress (on this note, perhaps your providing uniforms would be a good idea, if you're in that type of business).

if you simply turn training over to an outside professional, what message are you providing about your care and concern for your employees?  You've simply turned them over to someone else, who isn't even part of your company!

I'm not trying to put HR trainers out of business; I'm simply saying it's impractical to hire someone who will increase your overhead significantly and then wipe your hands of the training, considering it accomplished.

what systems are you going to put in place, so you can evaluate the results of the training?  How often will you review your staffers?  If certain areas need improvement, how much time will you allow; and then when will you get back together to determine your employee's progress?

And no, I'm not suggesting you hire a Human Resources Director, because this is becoming so complicated.  We're discussing companies here with fewer than 25 employees, where you might or might not be quite ready for such a titled individual.

What I'm asking is for you to be involved in the development of your staff, showing your interest and care, so they feel like an integral part of your firm.

The more you read about hiring and training, the more you recognize that training, supervising and evaluating are a lot of common sense.  Certainly Human Resources is an important part of the running of any company, practice or organization; that doesn't mean, however, that it has to come out of a textbook.  Your gut feelings are important.

Please don't expect your people to do something the way you would do it, unless you explain what you're looking for.  Moreover, it doesn't serve you well to expect them to do everything exactly as you would.  That's an unreasonable amount of control.  There are many ways to arrive at similar results; the range of ideas and implementation makes a company all the more exciting and progressive.

Perhaps you just want to instate periodic staff meetings to communicate how you wish the company to run.  Provide the bagels or the pizza, and involve everyone.  Calling for ideas from staff is a sure way to engage them.  Engaged employees are happy and, therefore loyal employees.

And here's where your marketing comes in.  When your employees are not engaged, they can be rude and less helpful to your clients/customers.  You know, similar to what you experience in too many companies these days.  On the other hand, when engaged, your employees' customer service soars; and memorable customer service creates buzz.  It also positions you away from your competition.

Human Resources need not be complicated, but HR is definitely an integral part of doing business.

Remember:  www.azobleassoc.com for "The Best Use of Your Marketing Dollars" e-book, our 2014 e-Schmoozing Calendar, The Do-able Marketing Plan Workbook and our "10-Minute Marketing Plan."  Call us at 970/282-1150 or 866-282-1150, and we'll work out a package price for you.  Isn't that a great way to start off the New Year?

And . . . check out The Adrienne Zoble Channel on YouTube.  Hope you find our videos interesting. 
All feedback is welcome.

Have a great year!