Small business owners in the Boston Metro area must be cautious and diligent when it comes to hiring new employees. The right new hire can fill a productivity gap and contribute substantially to your bottom line. But if a new employee is a bad fit, the consequences can be far-reaching, affecting co-workers and clients. Fortunately, a small Boston Metro business can attract the right employees without breaking the bank. Here are tips from Forbes magazine, along with insights of our own!
1. Offer the opportunity to learn and grow. Small businesses can offer “hands on” experience in several areas. Employees in a small business must often wear many hats, and the job variety can be attractive to new hires. The dynamic range of experience can position the right employees to grow into supervisory roles, sales positions and operations management.
2. Offer the opportunity to volunteer for community charities. Small businesses that are engaged with the community and its well-being can be more attractive to work for, than a large company that is focused solely on profits. Share your company values with prospective hires, and seek like-minded individuals.
3. Offer flexible schedules or a schedule “perk.” Keeping your small business fully-staffed can be challenging, so you might think that a flexible schedule would be difficult to allow. However, putting the right parameters around flex-schedules can keep things humming while keeping employees happy. For example, offering employees the opportunity to earn a “half-day Friday” or other schedule perk can boost morale and improve work-life balance.
4. Make performance expectations clear from the interview on forward. Let your new hires know what is expected on a consistent basis. Be clear about performance goals and the results that you’re looking for. Define the empowerment the employee will have when it comes to making job-related decisions and solving problems.
5. Follow-up with your new hires. Don’t simply hand off your new hire to another employee and expect them to fend for themselves. Follow-up with your new employee after the first two weeks. Ask for feedback and answer any questions they may have. Follow-up again at the 30 day mark, and then monthly through the probationary period.
6. Maintain a positive atmosphere. As a small business owner, the company culture begins and ends with you! Your workplace is a community. Encourage teamwork and initiative.
7. Offer comfortable working conditions. You don’t have to compete with Google’s corporate headquarters, but your office should include plenty of natural light, comfortable seating, attractive common areas and other amenities. See our prior blog post about how small office changes can make a big difference!
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