I nearly gave it all up!

I don’t need to tell you that running a business is hard, I know you get it!

The long days, trying to do all the things, nights with no sleep, worry that you won’t make the money you need... and the rest!

When I sacked my corporate job to work on my business full time, I had more than enough work to keep me busy but when those projects came to an end, I had a heart-stopping few weeks while I looked for my next clients.

And it kept happening again and again. I’d get so caught up with the work on my business that I forgot about working on my pipeline, I’d skip the networking events and neglect my social media.

I’m a certified introvert.

I love working with my clients but working on building my business wasn’t my strong point.

I found the whole sales and marketing process stressful and if I’m honest, I procrastinated.

So when a corporate client offered me a job (for the third time!) I engaged in the negotiation, I thought about how nice it would be to just have one job!

To focus on delivering the best to clients and having a team to deal with all the rest and provide cover when I took a break!

It was looking very appealing.

But I remembered what I’d be leaving behind.

My freedom, taking my girls to school, meeting hubby for lunch and taking on the projects that appeal to me, to name a few...

I decided it was time to build a team to take on the things I wasn’t so good at and so I hired a virtual assistant to tackle my marketing and systematise my sales process.

It changed my life.

My VA’s email folder is called ‘Lifesaver’.

Without feeling the need to constantly work on the sales and marketing elements of my business, I was able to focus on the stuff I liked, this has lead to me writing a book, being featured in publications and podcasts and still delivering bespoke HR solutions.

Are you ready to build a team that frees you up to take you business to the next level?

Grab our FREE guide to hiring your first or next team member.

Do you want an overhead or an investment

One of the biggest myths that hold businesses back is seeing staff as a cost rather than an investment.

While we must wait until we have the income needed to cover staff costs, hiring the cheapest is very rarely the answer.

Like Julie, an amazing creative who built her business by working with interns and trainees; she came to me because she felt like she was constantly retraining her team.

The interns were great for projects and the trainees would stay for a year and then leave to take a ‘proper job’ that paid them a ‘proper salary’.

This meant that the business that Juile had run for over 10 years was beginning to feel like a burden.

She couldn’t go away on holiday without shutting her shop. She had to keep a watchful eye at all times.

It started affecting her turnover too, so wasn’t creating new items. Her loyal regulars were coming in and recommending friends but that was it, hardly any walk-ins.

Julie didn’t have time to be creative, she was focused on keeping things ticking over and making sure the quality of the finished items was high.

Using our unique systems and processes, we identified the roles and structure that Julie needed to build her business and make it less reliant on her constant presence.

We hired an Operations Manager to oversee the store, interns and trainees. Julie was able to focus on her love of designing and training the trainees. 

Once she was free from the red tape, Julie felt her creative juices start to flow again and she was able to find the time to design new innovative items.

A part-time Marketing Executive was also hired to oversee a website refresh, create and implement the social media strategy.

Even though the pandemic, the online store kept Julie and her team busy – creating items, making repairs and even creating some bespoke designs.

Getting a qualified manager made all the difference to Julies peace of mind and bottom line.

If you hire RIGHT your team should pay for themselves (and then some) through increased sales and efficiencies.

When I look at my balance sheet I think that staff costs should be under the direct product/service cost as it makes it easier the see the correlation between a growing business and an amazing team, with the right skills.

If you are ready to make your first hire or your next hire, my calendar is open for the next two weeks, click this link to book a FREE 20 Team Strategy Call, where you’ll come away with some actionable advice and tips.

What's on your bucket list?

Last week I turned 45 and inspired by a fellow entrepreneur, I wrote a list of 50 things that I want to do before I turn 50!

Do you have a bucket list?

On it are things like climbing Mount Kilimanjaro and perfecting my French but top of my list was running the Iconic London Marathon and yesterday I found out that I got a spot for this year!

Which is Fab!

But SCARY

26.2 miles IN.ONE.GO!

I’m still slightly in disbelief

But i’m fully aware of the work that is ahead of me - the runs, strength work, yoga and nutrition. Because I’ve already been preparing; I ran a half marathon on January 1st and have two more booked in the Spring.

This reminds me of the work that I do with my clients to start or build their team. 

We form the strategy, the structure, the job descriptions, adverts, interview questions and tests - then we finally select the perfect team member and after the excitement of securing the candidate…

My client gets nervous, they start thinking of all the things that they need to get set up to give the person the very best chance of success - how to get them to hit the ground running.

But then they remember that we planned for this, that they’ve already started and they have a plan. That by using our proven methodologies they are sorted.

Like my client Catherine who is a super busy creative, needing more time to be creative and less doing the administrative stuff. So we used our hiring framework to find her the best Operations Assistant and we had a strategy session to help her to step into her true CEO role, so that she could set her new team member up for success. Now she’s been able to focus on creating new lines and building her brand.

If you are planning to build or grow your team, schedule a FREE 20 minute call to discuss how we can help you, using our the Team Strategy Call

Recruit in haste, repent at leisure

Sue was in a major rush to find a replacement for her finance manager who was about to start maternity leave.

It wasn’t that she hadn’t had 5 months to prepare, it was just that time went by so fast with the business expansion that suddenly she went from not wanting to hire too early, to needing a replacement to start in four weeks.

Sue interviewed several candidates, she had a clear favourite but they could only start in 8 weeks, so she went with her second choice.

Two weeks into handover period, she discovered that her chosen candidate didn’t have as much experience as they’d said and they couldn’t use the accounts software. Sue tried to get her previous first choice back for the role but they’d already secured something else.

We work with clients who are terrified that they’ll recruit the wrong person, especially if it’s one of their first hirers or they are building a new team.

It’s not rocket science but it does take preparation, so that you can be confident in the decision that you make.

Three tips to help you recruit the right candidate:

1. Be super specific about the key skills, experience and behaviours that you need - Then make sure your interview questions and assessments are aligned to them.

2. Do more than interview, test for the skills that you need - whether it’s a presentation, case study or trial day.

3. If you are in doubt, don’t hire

Want more hiring and team management tips, get access to our FREE HR Knowledge Hub