There comes a time in every small business’s lifecycle when the owner has to say enough is enough. Saddled with too many irons in the fire and not enough time to get everything done, their only choice is to…hire a manager. Scary? Yes. Painful? Not at all. When your business is your baby, you always want to do all you can to make it run as smoothly as possible. And sometimes, that means letting go of some of the small things and letting someone else take control. Here’s how to ensure that the manager you bring in will not only adhere to your company culture but even take it to a new level.
When you were in charge, there was never a need to document your processes or convey your ideas about company culture. After all, it was just you. But once you hire someone else to take over, they need to know exactly what you want in terms of how they handle management responsibilities. So, start writing. If it’s important to you and how you want things done, you need to get it down on paper. Management philosophy. Approach to managing your team. Everything you do, really. From creating the weekly schedule to handling social media updates, if it’s part of your daily routine, it needs to be relayed to your new manager.
Divide and Conquer
It’s only natural for you to want to keep doing some of the managerial tasks rather than giving them all to the new hire. For example, if you really enjoy managing your social media, keep doing it. Just make sure you assign enough to the new manager so that you have time to focus on what you need to work on.
Speaking of what you need to work on: do you know where you need to put your attention once you’ve got your new hire in place? Think strategically: work on developing tactics to boost sales, find ways to grow your business, and research opportunities to elevate your brand.
Start Close By
Once you’re actually ready to hire, start looking close by. Check your existing network, both in real life and online, to see if anyone knows a good candidate for the managerial role. If that doesn’t net qualified candidates, expand your search. Check industry groups in your area or industry-specific job boards. As a last resort you can post your job on general job boards like Monster or CareerBuilder, but be prepared for a flood of resumes, most of which won’t be qualified.
When the time comes to choose, interview your top three picks. And, in the end, go with your gut. You want a manager with a similar philosophy to yours, who is a self-starter, and can take the worry and work off of your hands.
Once your manager is operating smoothly, take a deep breath and relax. Let them do their job so you can do yours — working on your business instead of working in it.
To learn more about Clover, visit www.clover.com.