This document provides guidance on developing structure in a business by establishing clear roles and responsibilities for staff. It recommends that every staff member have a written job description created with their input. Managers should also be selected to help diffuse situations and communicate goals and updates. The process involves staff writing their own job descriptions, creating official versions, holding meetings to discuss the new structure, and evaluating its impact after 3 months to make changes as needed. The goal is to empower staff and allow the owner to focus on higher priorities.
2. Developing
Structure in
Your Business
The key components to getting your
staff running the business for you
3. Like a puzzle, your business is nothing if
not organized and with all the pieces in
place.
A great product, wonderful services and a
beautiful atmosphere is not enough to run
your business.
5. Jane says…
“ask Doug, I think he knows where they are.”
Doug says…
“ask Beth, she orders supplies.”
Beth says…
“no I don’t, John does.”
John says…
“ask Jane.”
12. WriBng Job Descrip@ons
Take your staff input and create a job
description based on what they do and
what you need them to do
Or, refine existing job descriptions based
on what they do
13. I enter the mailing list into the database and I contact
customers when we have events or promotions!
> Database Manager and Customer Loyalty Program Coordinator
I’m always finding new products online and in magazines. I wish
we could sell them and use them here.!
> New Product Coordinator, Sales
I make sure the client files are organized and up to date, then I
file them!
> Lead Assistant, Filing, Creating New Systems
I’m always putting out fires and telling the girls how to handle
situations!
> Manager
14. Job DescripBons Mee@ng
Schedule a meeting to hand out job
1 descriptions and discuss purpose and how
you see the company benefiting from this
implementation
Tell them they have 2-3 days to review
2 their descriptions and add to it. This is
their time to make changes.
Announce 3 month reviews for
3 entire staff.
15. Your Staff is Empowered
they know their responsibilities
they know who is doing what
you can focus on more important things
17. Elect Managers
You Can’t Be Everything
Employees spend so much time giving themselves that it is important
that they feel they are getting that from their boss
Elect managers who you are comfortable with
Look for people who see the big vision and company goals
Choose someone who is not ultra sensitive to direct or tough
communication
A manager is a great way to diffuse a situation before it comes to you
Elect 1 manager to every 5-10 employees
22. Weekly Manager
MeeBngs
learn what is going on in the company
spend more time with the managers than you spend with the
employees
bond with the managers and let the managers bond with
their group. Don’t cross the lines.
back them and listen to their concerns
23. Manager MeeBngs with
Employees
Direct your managers to have employee meetings 1 time
each month
1 hour meeting
½ hour training
½ hour positives like company goals and
upcoming events
> managers disseminate owner’s info to employees
24. Decision Making Time
3 Months from Implementation
is the situation improved?
gauge the motivation, success and work of your staff
this is the time to make changes!
25. Who is
With You?
Usually by now the people
that you had doubts about
are ready to leave
This is the time for that to
happen
Others that are happy with
the new structure will
flourish