“When should we hire our next team member?” is one of the questions businesses most often ask as they grow and evolve. Unfortunately, there’s no one simple answer.
There’s also no guarantee that it will work out.
Sometimes the decision to hire is more a matter of luck and serendipity rather than cold, hard planning.
For example, at Balance at Work we took on a new consultant because she happened to be available at a time when we needed help.
Doing this goes against everything I tell our clients they should do, but it has worked very well for us — this time, at least!
If you’d like to have more science around this critical decision, look out for the signs.
If you’re experiencing any of the following, alone or in combination, it might be time for you to hire one or more new employees.
There can be several reasons your customers are not getting the quality, response times and levels of service they’re expecting.
If all these things were previously running smoothly and now aren’t, perhaps your staff just don’t have the time and resources they need to serve your customers properly.
An increase in any of the following requires you to look closely at the causes and determine if the problem could be solved by hiring:
If you’re awake at 2am worrying about work, something has to give. Hopefully, it won’t be you!
No growing business can go it alone, and if you just saw yourself in that first sentence, my first recommendation is to find yourself a business coach as soon as possible.
On the other hand, you may feel totally in control while your team is giving you signs things are not quite as they should be.
If you notice any of the following behaviours, take the time to find out why it’s occurring:
Once you know that coping with the workload is the underlying issue, you’re ready to take appropriate action.
Congratulations! Sometimes we choose to change and sometimes change is thrust upon us. Either way, change brings with it significant opportunities to do things differently.
You can only make the most of your situation if you have the right people on your team.
Some of the business changes that indicate you need to hire more staff are:
If you find you’re working ‘in the business’ instead of ‘on the business’ most of the time, over a long time, you are setting yourself up for failure.
In fact, failure is almost inevitable if you don’t get to do the important work in your business, instead of just what’s urgent.
It’s a big step to hire a new team member, and doing so requires careful planning.
It can be expensive, and it will be time-consuming.
So we ask ‘Do I really need to hire?’ instead of ‘Can I afford not to?’. When you refer to the signs above, it’s easier to answer both questions.
This article was originally published on MYOB’s blog, The Pulse. For more business news and tips, visit www.myob.com/blog.
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things."
Sam Refshauge - CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
Benoit Ribe - HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet