Lessons I Learned:Growing my Employees with my Business

Lessons I Learned:Growing my Employees with my Business

Less than 1% of the companies today make it to 100 employees. It is not easy to reach this milestone. Many challenges make it hard to achieve, but despite the many roadblocks, you can still learn a few things along the way. Like they say, “with adversity comes growth”.

I interviewed one of our top customers, Jeff from Cheatham Family Law to gain some of his wisdom regarding business growth and the tactics he used to increase his employee count.

Business Relationship and Role Dynamic

“In order for your business to grow, it needs policies and process” says Jeff.. “Having a lot of employees with zero rules gives you a chaotic environment, but if you add too much structure, you lose your ability to change with the market and business structure.” The key is to add just enough structure for where you are as a business, and that is all.

As a company grows, it will naturally form functional departments like sales, marketing, finance, customer support etc. These departments even exist for small companies. However with small companies, the walls of each department can become too thin. Like if the person handling finance is sitting next to the person overseeing sales, both know what the other is doing.

As a company gets bigger, it’s normal for the walls between departments to get thicker. Thick walls can hinder communication, so it doesn’t flow as easily. It can even be where one department has no idea what another department is doing. “They’re not only not on the same page, they aren’t even reading the same book” says Jeff.

Separation of roles is necessary for operations to function properly as a business grows, but keeping the communication flowing among them is critical for success.

Every new person you hire will bring a different set of work and life experiences as will bring a different personality which changes the company overall dynamic. It’s a wonderful and fascinating part of how a business evolves.

Although all people are different, and some theories suggest managing each employee differently.

There is a core set of needs that everyone has.

These include:

  1. We like to have our thoughts and feeling acknowledged. 
  2. We like to have some control over what we do. 
  3. We want to feel safe and secure in our jobs. 
  4. We want to have the ability to do our best work. eat work.
  5. We want to be compensated fairly for our work. 
  6. We want to get feedback. 
  7. We all want to be part of something special. 
  8. We want to be part of a team. 

“Everyone has similar basic needs” Jeff explains. “but it is amazing how often we don’t get these basic needs met! This list is something I have posted on my wall in the firm so that everyone realizes they are heard and as manager we understand their needs on a daily basis”

If you talk to any person or team that has set a lofty goal, you learn that when they reach that goal, they feel great and it’s a time to celebrate! The problem is that what they usually realize soon after they reach the summit is that the fulfillment wasn’t in achieving the goal at all, instead, it was in all the hard work they had to put in to get there. The anticipation and excitement of the better future they were creating, and the relationships they built along the way.

We’re at our best when we’re working toward something important and meaningful. And when we get to do it as a team, it’s that much rewarding when the goal is achieved. A team, that did it all, together.

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