One of the most important yet challenging things about starting a business is to build your work team. Now we are well aware that setting up a team is much more than just bringing together a group of people. A successful team needs the perfect mix of professionals that not only work well independently, but also collaborate and work well with each other. Not just individual goals but team and organizational goals must be efficiently met. There is a lot to consider before building your team.
“Great things in business are never done by one person; they’re done by a team of people.” Steve Jobs
To build a team might seem like a no-brainer and all too easy to acquire, but in all reality, it is way harder to implement than it is in theory. It is SIMPLE, but NOT EASY. Think of it as cooking a meal. You need a list of ingredients that you get from a grocery store, prep and cook them. Easy, right? Now, there is a method to make them and that’s not by putting them all together in one go. That’s why we have recipes. Miss something and your entire dish, including time, money, effort and energy becomes garbage. This is the best analogy that comes to mind when it comes to setting up a team. Make one small mistake, and it could have a disastrous domino effect on various functions of the business!
While we have faced our own set of challenges, we’ve learnt a few tricks while helping entrepreneurs and SMBs over the years in setting up their teams. If you’re in the process of beginning to build your work team, we strongly recommend that you consider the steps below before taking the plunge.
1. PURPOSE AND GOAL:
A key aspect in anything that you do is understanding the purpose and goal of why you are doing what you are doing. Similarly, before you set up a team, you need to go over the basics. Know exactly why you are hiring this team, how many members you will be hiring, what will each team member bring to the table, what kind of skills they will each have and how that will benefit the team and the company are some of the things you will need to determine.
It is also imperative to know what goals will be set for each of them. Have the KPIs in place and ensure that they are matched to the team members to be able to determine the success of not just the team members, but the team as a whole.
2. ROLES AND RESPONSIBILITIES:
Once you have the goals and purpose in place, the next is identifying the exact roles and responsibilities for each of the team member. Having this in place works in tandem with KPIs, helping you understand if the team’s goals and if they are or are not successful.
In a team environment, it is essential that everyone knows what is expected of them. Having the expectations set offers clarity, making it easier for these to be met. Setting expectations also makes team members own their responsibility, meet deadlines and get all deliverables on time.
3. IDENTIFYING CANDIDATES:
After having sorted out the purpose, goals, roles and responsibilities, your next step is identifying the correct candidate. This is a bit tricky, with the number of job portals out there and millions of job seekers. Just the thought of going through each applicant can be daunting. But if you plan this out, it can be smooth. Identify not more than two or three platforms that you will browse through. Make a list of screening questions that the candidates will answer whilst applying to the job. These questions will immediately help you eliminate candidates that don’t fit the role.
Once you have the shortlisted candidates for each of the role, make sure you meet with each of them, have a chat, understand about them, their experiences and grasp as much information as you can. The first meeting tells you so much about a person, and this should help you with the next elimination process, leaving you with just the right number of people that you will move forward with for the next round(s).
4. PRIORITIZE PASSION:
While there will always be a swarm of candidates that will be well aligned to carrying out your defined jobs and tasks, make sure to keep an eye out for those candidates that have a fire in their belly. Years of experience and technical skills are crucial, but at the same time, make sure to look for team members that are passionate about your company, your vision and have a desire to grow in the organization. New skills can be learnt and training can be offered to fill certain gaps, but passion and drive is something that is in-built and a key success driver.
5. WORK CULTURE:
You now have everything in place. You’re good to go, right? Not yet. Work culture is something that is increasingly being given attention to and rightly so. Even if you have all skillset in place and the best of talent, if they don’t gel well with everyone in the team, working together will be a huge challenge. And this will impact productivity and performance of the team.
Define the team culture first and ensure that every hired team member meets the criteria. What are the principles, how will this be communicated to the team, how will the team cooperate? Have this in writing and make sure every team member comprehends them.
While hiring a new team may seem like a big task, it is an exciting time, and if you work with the above strategy, a lot of hurdles can be crossed. If you are still struggling to set up your team for financial, logistical or any other reasons (i.e. you’re fussy when you interview people!), you can hire a full or part team, on a monthly or pay-for-what-you-need basis at Evolve. Basically, what works for YOU, plans customized for YOU and executed by us. Contact us at +1 (905) 257-9696 or email@example.com.