When you start your own business and grow past being able to handle all aspects of the organization with just one person, you will need to hire on some employees. It’s important to make sure that your work as a hiring manager does not go to waste, and that you are successful in hiring the right people to get the jobs done well, in a timely fashion and within your vision for the company. Occasionally, you will luck out in hiring and find someone who is able to learn quickly, problem-solve efficiently and make a larger impact than you had imagined for the person in their position. When you have one of these stellar employees, you won’t want to lose them.
In order to keep your best employees on your staff, you will need to be invested in their successes and promote your people internally. If someone has the skills but not the experience to succeed at a new, higher-level position, make sure that you provide opportunities for them to gain experience in this area so they could move up into better positions as they become available within your company. You should also make sure that you don’t take advantage of your best workers either, by giving them more work than you should because you know they will do it well. Provide the opportunity for others to succeed, while also allowing your best workers time to relax, learn new skills and improve their relationships with those within and outside of the company. Offering professional development opportunities to all will help your company’s reputation and potentially even increase its client base in the long run.
Another way you can make sure to grow your best employees’ skills is to provide formal mentoring as a way for them to hear another perspective than their direct manager’s on their performance, and provide a forum that is low-stress for them to ask questions. You also always want to remember to reward their good performance in a timely fashion so they know their hard work was valued. With these methods in mind, you’ll be able to help maintain your best asset — your people.
This article was written by Gillian Kruse for Small Business Pulse