December 21, 2011
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Affordably Build Your Brand
FedEx Global Brand Management Director Monica Skipper shares a cost-effective way to build a bigger brand for your small business.
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It was nearly 10 years ago when Billie G. Blair landed a project that promised to earn big money for her Los Angeles, Calif.-based firm, Change Strategists. The client was a corporation in trouble thanks to the shady dealings of its human resources head, and Blair was enlisted to straighten out the situation.
Her job: to not only find an interim HR head, but also audit the entire company and offer strategies for positive change. She hired a contractor for the audit, and that contractor suggested a friend (and seasoned HR professional) to take over the fledgling department on an interim basis.
The arrangement appeased all parties until it became obvious that the two contractors were in cahoots with each other to fill the HR role on a permanent basis. By the time Blair’s client found out, papers had been signed for a full-time role at a higher-than-agreed-upon salary. Needless to say, Blair and her firm cut all ties with both contractors and—unfortunately for Blair—the client cut all ties with her company.
Blair still flinches when thinking back to the situation and says the whole mess could have been avoided with a little more training.
“I really thought the first contractor was more professional and that I didn’t have to explain our ethics policies…but I was wrong,” she says.
So...
Training blunder No. 1: Assuming anything
The contractor Blair hired was a member of a couple of professional organizations and a business teacher at a local university: credentials Blair thought could justify a training sidestep.
“I should have spent more time with her and explained everything,” Blair says. “If I’d done that, I would have been able to catch problems and potential unethical conduct before it happened."
But don't assume that you need to be the one to train all of your employees, because...
Training blunder No. 2: Relying on only yourself to facilitate
Over in Boulder, Colo., Sara Sutton Fell is the founder and CEO of FlexJobs, an online resource for part-time and telecommuting positions. Since launching the company several years ago, she’s learned one thing for sure: She doesn’t have time to train everyone herself.
“I’ve found that it’s so much better to delegate training—just look at your team and figure out who would be best to train,” she advises.
This works for a few reasons: First, it frees up Sutton Fell’s time. Second, it empowers high achievers in the company. And third, it makes new hires feel more comfortable asking questions to colleagues closer in rank.
“I don’t give over all the training to an employee, I co-train,” she says. “But when it comes to a point person, they know to go to my employee, not to me.”
Training blunder No. 3: Lack of preparation
The trainer (you, an employee or someone you hire to facilitate) needs to be adequately prepared to facilitate training, says Alan Guinn, founder of The Guinn Consultancy Group in Bristol, Tenn.
“Make sure you have everything in order for the training before the employee gets there,” he says. “Explain everything in a clear and compelling fashion and also make sure the area where you are training is free of interruptions and distractions. I also recommend not putting the employee in a customer-facing situation until you are sure they understand what to do.”
Training blunder No. 4: Acting too casual
Treating your employees like friends is a recipe for disaster, says Sutton Fell. Even if you’re hiring a personal friend or family member, it’s important to establish a level of professionalism during the training process.
“A lot of small business owners will try to reach out and connect on a friendship level during the training process, but you don’t want to do that,” she says. “It can make things really hard when something goes wrong. Try not to blur those lines.”
Training blunder No. 5: Not following up
Even after a lengthy training program, it’s important to check back with employees on a regular basis to see how they are doing and if they have any questions.
Blair says, “Don’t assume they understand or that the training has taken; you need to stay on top of everything to make sure the job is done to your liking.”
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OpenSesame 4 months ago
Conducting yourself too casually with employees is a huge problem - and a mistake I have made in the past. It reduces respect from your employees and more importantly makes them feel like they can be casual on the job - a sure source of problems.