In this article, we will tell you about how to build a leading company in the region, why you should not be proud of it, and what mistakes you need to avoid in order not to accumulate debts. We hope that this will be useful and interesting for you.
Step 1. Assess people correctly
Business is a way to broadcast your values to the world. It is important to have knowledge of how to correctly assess the competence of a candidate. Otherwise, you will believe what is said at the interviews, evaluate only the appearance and communication skills.
As a result of such work, you will receive employees because of which you will have to constantly overcome difficulties, look for customers again, and if we are talking about the company’s social networks, then buy Instagram followers.
The only true measure of an employee’s competence is the result of his work. It would seem that this is obvious. But not for everyone. And a reasonable question may also arise: how to see the result before starting work? Actually, you can.
As a rule, candidates with a good education come to interviews. They speak well, answering questions the way you like (that is, they say what you want to hear). Naturally, he was immediately hired.
He is not asked questions about what was his product (result) at the previous place of work. Often, managers do not call the candidate’s previous jobs and do not arrange an internship with the maximum verification of those qualities and competencies that are important for a project manager.
As a result, in a couple of months of work of such a specialist in your company, you will lose clients who left and get a number of errors and problems on projects that he will leave you after leaving. If he was related to projects in social networks, then you will have to rebuild the audience and buy real Instagram followers. But if you correctly assessed this candidate, you would not allow him to do your tasks.
Step 2. Apply pressure
Pressure is often associated in people with something bad. Many people naively believe that if you give a task to any employee, he will be sincerely and strongly concerned about its implementation, and there is no need to remind and control it.
Applying pressure means ethically stimulating employees to do their work efficiently and on time, to achieve the desired result. And ultimately, employees feel grateful for such pressure, because the director leads them to victories. And this is exactly what people want above all in their jobs.
Step 3. Check the assimilation and application of the described rules
Imagine that you tried very hard and described everything. Now, for example, project managers have all the necessary instructions on how to lead a project, how to conduct a meeting, how to work out the main objections of clients, etc. And what’s next?
And then you need to make sure that each manager has studied all these rules and applied them in work. And you need to check regularly. Without control, the system degrades.
Step 4. Develop and teach staff
1. Self-learning is very important. For all employees. If an employee declares that he has neither the time nor the desire to study independently outside the working day, and the company should organize all the training, then this is a clear reason for you to talk to such a person or even say goodbye. If a person loves his job, he is constantly learning something new, interested in development in his field. And it does this not only from 9 am to 6 pm on weekdays.
2. Don’t skimp on education. Buy the best courses. This will reduce the time for which you will get the desired result and improve the necessary indicators.
It is important to remember that any training is needed only in order to learn how to solve a specific problem that an employee cannot solve on his own, without training. And there should be a request from the employee for this. Otherwise, money and time will be thrown to the wind.
Step 5. Define metrics for the entire company
How can you be sure that an employee is really productive? Often, leaders simply believe the words of people and judge them by their activity. For example, an employee may suggest improvements, talk about the importance of certain changes, or talk about a difficult task he solved. And this automatically leads to the idea that this specialist works a lot. But in fact, the efficiency of such an employee could be very low, and words do not correlate with actions at all.
Therefore, the only measure of the competence of employees is their result of work. And in order to measure this result, you need to determine the indicators by which you will monitor the dynamics on a weekly basis and evaluate the effectiveness of specialists, departments, and the entire company.
When implementing statistics, you may encounter misunderstanding or even resistance. It is clear how to measure the performance of the sales department. And how to measure the effectiveness of an office manager? You can define performance indicators for any position. Each specialist should have a clear result of his work, which consists of a very specific process, actions. And it is enough for you to understand what is the most important indicator that the process is going correctly, and actions lead to results.
Perhaps these are the main actions that you should try to take in order to systematize the company. Not everything comes easy. The process of restoring order is not fast, but the result is worth it.