Our Blog

When Cloning Is Not An Option?

Busy? No Crazy Busy

As you scan the to-do list, you realise that one of you is just not enough. Sometimes, when business is booming, rather than being able to kick back and relax, the trusted systems you’ve built start letting you down and the team start to grumble. You’re so busy that the idea of more business is as close to madness as you want to get.

For some business owners, there comes a time when you need to decide whether you want to grow your business or maintain it at its current size. It is potentially a huge decision that could change your business and your life forever.

How do you know when your business and you are really ready to grow?

How do you understand when your business and you are ready to grow?

7 Signs Your Business Is Ready To Grow

1. Growing to do list
That wonderful sense of satisfaction as you tick things off your to-do list is overshadowed by the pending sense of doom as you notice that it is growing longer each day. Making matters worse, when you prioritise the to-do list they are all coming up as High!

2. More opportunities than you can handle
Existing clients want more of you. New clients are seeking you out. Time to celebrate, right? But instead, their requests are added to the to-do list as a high priority and have to wait until you can get to them. Sometimes by the time you make it to them, they have already moved onto other suppliers. Instead of feeling upset, you feel relief.

3. Growing, Growing, GROWN
Yes, there are the normal busy periods in the year. But this is something altogether different. It doesn’t look like waning. The opportunities are there for the taking, if only you had the time.

Can’t take any more new clients on board? We can help with that.

4. Dropping the ball
Over time you’ve built systems and processes to make sure things run smoothly, however, there are cracks appearing in those systems now and it is taking longer than expected or those little errors are making it even more difficult.

5. Somebody has the grumps
Whether your team is just you or bigger, the team is complaining. There is too much to do and not enough time. Add to that your previously extremely happy customers are starting to make comments. Technology is not the silver bullet you

6. Technology is not the silver bullet you hoped
You are switched onto technology and use it to make things happen efficiently, but there are some things that apps and software just can’t do. You need another real human being on the team.

7. Revenue is looking good
There is enough cash to support the first few weeks of paying for someone until the increased revenue from their efforts hits your bank account.

Increased revenue is a clear sign that your business is ready to grow.

Growing

The idea of taking your business to the next level doesn’t have to feel so daunting and surprisingly it doesn’t always mean that you have to employ people in your own business.

Outsourcing
If there is a part of your business that you do not enjoy doing, procrastinate about or just don’t have the skills to do, consider outsourcing it. Most of us won’t think twice about seeking advice from a lawyer, but struggle on with doing our own book-keeping or marketing whether we are good at it or not. Nowadays, even soloist or micro businesses can take advantage of great outsourcing options.

Hiring a new team doesn’t mean commit to employing someone on a full-time basis straight away.

Hiring your own team
If when you sit down and do the planning, you decide that the best way to move forward is to hire into your own team, then keep your options open. You don’t have to employ someone on a full-time or part-time basis straight away. For those that suffer from a fear of commitment and want more flexibility, think about hiring a casual team.

We know there are a lot of choices to be made and it can be scary. We’ve done it ourselves and we’ll be happy to support you on the next stage of your exciting journey. Call us on 02 9907 6837 or drop us an email at info@impacthr.com.au for an initial consultation. 


Ready to Grow: Moving from Soloist to a Micro Business 

When you first dreamt of your business, was it always just you against the world? Was it the solo super business hero without his faithful sidekick or did your plan to include a team of people like Batman and Robin or the Avengers team to share to load, the dream and the success?

Thinking of moving from soloist to micro business? We’re here to help.

Those dreams can feel like the distant childhood imaginings once you’re locked in soloist mode. Don’t get me wrong, there are a lot of highly professional, highly profitable soloists around and not everyone wants to manage a team or expand their business through hiring people.


But what about you? Go back to your original daydream before you started down the business path that you are on. Was it just you or did it involve a team of people?

If you’re ready to grow and take the next step towards that goal, there are some steps to take. Those steps depend on your vision and time frames and are as unique as your business, but they all share the following three things.

Defining your business goals is key for the growth of your business.


1. Define your Business Goals
You need to be able to articulate your business goals and translate the ideas into a plan for the future. Spend some time thinking about what your ideal business looks like. So what if you are just one person right now. Even if your vision is a multinational empire you have to start somewhere.

2. Identify the Right Resources 

HR is not always about hiring people internally, it is about connecting you with the right external resources as well. Whether you need a marketing person you can trust to grow your client base, a financial wiz who can take the numbers on the page and unlock hidden value in your business, or a business coach identifying the right support is essential.

3. Be Accountable
Only when we are accountable to ourselves, our dreams become a reality. For many soloist who transitioned out of corporate life and are used to having someone there to encourage, problem solve and hold them accountable for delivering to their internal as well as external commitments, this can be challenging. But it doesn’t have to be. Share it with friends or family you don’t want to disappoint.

Start from identifying the right resources needed for your business.

If you need help to get started, call us for a confidential, obligation free chat. We know what it’s like and we can help you. Sometimes, just being able to talk to someone with no preconceived ideas about you or your business can really make a difference. Why we offer this? Because we’re passionate about helping small business and we believe that big companies can grow from Soloists.

Call us on 02 9907 6837 or drop us an email at info@impacthr.com.au


Love ‘Em or Loose ‘Em

You know the saying, you’ve probably even said it yourself “Good employees are your greatest asset!” So recruiting and retaining the right people is critical to your business success. So what’s the secret to employee retention? Is it the free food and drink once a year at the annual Christmas party? Or is there something more?

Unfortunately, there’s no one way that always works. Every business is different. During my 20+ years in HR, I’ve studied, implemented, revised and learnt different techniques that worked in individual businesses and probably wouldn’t have worked as well in others.

However, the wonderful thing about improving employee retention is that it doesn’t have to be hard or cost the earth. Below are nine initiatives, none of them secret or expensive, that have worked for businesses that I’ve supported:

  • Be clear on the mission, vision and values of your business. When you can talk about them clearly, your passion becomes infectious and creates loyal, dedicated team members.
  • Regularly recognise members of your team who demonstrate the values of your company and do it in front of others. When you do this, others will act in the same way.
  • Celebrate successes (even little ones) collectively on a daily or weekly basis.
  • Regular one-on-one or small team meetings. If you are already doing one-on-ones, really take advantage of the coaching and mentoring opportunity this gives you.
  • Create opportunities for your team to build relationships with each other. It doesn’t have to be big or complex. Simple but effect examples include celebrating birthdays or start dates, hot crossed buns at Easter or maybe moon cakes for Chinese New Year. Be creative and find things that work for your team.
  • When you are genuine about helping others work towards their career and personal objectives, you will find they are loyal and will want to help you achieve yours too.
  • Give honest feedback to your team. No one is perfect so provide feedback in a way that is respectful but helps them understand what they are doing well and what needs to improve.
  • Remember that it is not ALL business. Make sure you do the little personal things: say good morning to people, ask how people are going, recognise birthdays and dates that people joined the team. Make sure they know you realise they are more than a robot.
  • Use your contacts to help connect your team to others wherever possible. Sometimes you’ll see that these connections will professionally benefit the business as well. Occasionally it will be just a personal benefit for the team member. However, I can guarantee it will still benefit your business in the long term.

So, now you will be able to spend more time on the business and less time recruiting new people… Unless of course your employee retention leads to greater customer satisfaction and they spend more as a result and then you need to grow your business to keep up with demand. In that cas, you will be recruiting for positive reasons. Happy days!

If you would like to talk about employee retention programs that will work for you, feel free to contact Impact HR Sydney at info@impacthr.com.au or call us on 02 9907 6837 for a no-obligation discussion.


Family Friendly Doesn’t Mean Fiasco


Creating a family-friendly work environment used to have managers in a panic about sky-rocketing costs and worried about service levels, but it doesn’t have to be that way. Family-friendly can be a win-win situation in SMEs.

With the increasing rate of parents (both men and women) trying to balance family with work responsibilities and single parent families, companies have to embrace family-friendly practices to compete for the best employees.
How do you implement family-friendly practices without the pain?

While there are a number of legally required family-friendly work practices that every employer must provide (such as maternity leave), there is also an array of simple, cost neutral ideas that can be implemented effortlessly and with no negative impact on the business or your clients. It is these ideas that can really make the difference when employees are weighing whether or not they will look for another role or join your business in the first place.

Embracing family friendly can be really easy. Why not start by:

  • Allowing employees to start work earlier and leave earlier; or start work later and leave work later
  • Allowing employees to take a reduced lunch break so they can leave early every day or accumulate those short lunches to leave early one day a week (but remember no break at all, may be bad for concentration and even in the worst situation illegal.)
  • Considering a four-day week or a nine-day fortnight option where employees work the same hours but in a reduced number of days
  • Job sharing, where two or more employees share the same role. It is a great way to balance work and home and it also provides businesses with some built in holiday or resignation coverage
  • Implementing telecommuting opportunities in appropriate roles
  • Allowing parents to “bank” extra hours worked (without penalty rates paid) so they can utilise the account to attend to family needs.

Why not stop:

  • Automatically saying no to requests without first discussing how they could work in your business and teams
  • Resisting change out of fear that it may be too hard to implement or you can’t go back. Document any agreement you make with an employee as a “trial” for a specific period of time and give it an opportunity to work. If at the end of the trial, it hasn’t worked you can explain why the business can’t offer that flexibility going forward. Your employee is more likely to appreciate the attempt than if you just say “no”.

You can also put financial concerns to rest with the truth about family-friendly working environments. You don’t have to change the whole way you work to be family friendly, but it will change your business through its advantages.

Benefits of being family friendly environment include:

  • Increased employee engagement, and its demonstrated positive impact on your bottom line
  • Longer retention of current employees which increases customer satisfaction
  • More potential employees seeking to join your business, which decreases service interruptions
  • Reduced levels of employee absenteeism allowing improved scheduling and work completion

For more information on these or other family-friendly ideas, contact info@impacthr.com.au or call 02 9907 6837 for an obligation free chat. Impact HR are based on Sydney’s Northern Beaches.


Page 1 of 212