entrepreneur

The Entrepreneur Manual, Dos And Don’ts.

It is the dream of every entrepreneur and employer to build a solid workforce; a workforce so solid that they—they employer—can choose to go on a vacation anytime and let business be run by very competent employees.

The business world have become so competitive that no employer who has even the blurriest vision of staying in business till the next five years, could afford to have anything but the best employees. And by “the best” I mean resourceful, smart and insightful employees.

The thing is; every individual have a unique work ethic, which they tend to take along with them to every workplace where they are hired, and unless they are discouraged they implement it. So the onus to set the tone of work or appropriate work ethic for a business is on the business owner. This work ethic, if properly implemented, is what will bring out the best in the employees. The question of many employers, over the years has been:

  • How do I get the best out my employees?
  • How can I produce a stronger workforce that can stand the test of time?

This article contains some of the advice and proven business development strategies to help every business owner navigate the different aspects of their business and consequently take to the top.

Lead by example

The human mind is wired to be practical. In other words, it is more tolerant to the practical aspect of life than the theoretical aspect.

As an entrepreneur it is important that you try to replicate your work ethic in your employees; instead of telling them what to do; show them how it is done.

We all want to be taken seriously, but the question is: do we inspire that level of respect in people by our lifestyle?

As a person in authority, it is easy to force your employees to a corner where you want them, but do you know that it is even easier to have them willingly move to that corner? The only thing is that you will have to be in that corner first. By that I mean be the example; communicate what you want out of them to them through you actions and work ethic

Balance the end with the means.

A pattern that I have seen in the work ethic of some employers is in their inability to maintain a balance between the means and the end. The means here stands for the employees while the end stands for the products and the revenue.

These two parameters are interdependent. So a deficiency on one end results in an equal deficiency on the other.

The employees are the backbone of every company and the parameter on which her ability to be profitable lies. So every employer should see to it that the welfare of the employee is not neglected. If an employee’s job involves taking certain risk then that employee should be adequately compensated. This compensation is called hazard allowance.

If as an entrepreneur you don’t pay these hazard allowances but resort to firing any employee who even slightly protest, then the business will be lacking of the most important factor for growth—consistency.

The welfare of your staff should be of great importance to you as an employer because no matter how “in charge” you think you are, they are the ones running the show and they can shut it down any time.

Practice equity among your employees to get the best out them.

It is the duty of every employer to provide a level playing ground for their staff. By that I mean that an employer practice fairness and equal treatment among their employees.

The main cause of office rivalry, envy and strife is the preferential treatment given to some staff at the expense of other staff.

The onus to provide a peaceful working environment lies with the employer and this can only be achieved when what is given to the goose is also made available for the gander.

Let the reward for some employees that have achieved certain goals be clearly stated in the company bylaws. Do not hand these rewards as favor; instead, make it known to the other staff that it is a reward for an accomplishment not a favor.

Failure to do that will definitely bring about corridor gossip and insubordination.

Do not come between your employees and their vacation.

Do you know that some employees who are really invested in their job use their vacation period to do research and acquire more technical skills for their job?

Also an employee uses this period to ‘detox’; by that I mean get rid of some negative energy that built up as a result of challenges from work.

After this detoxifying, they come back healthier and mentally psyched to take the company to the next level.

Organize a seminar for your employees.

Some people are a part of a workforce but unfortunately, they don’t know the rules of the workforce they belong to. A seminar could help such an employee get the orientation because in every seminar, the focus is usually on the rules and acceptable work ethic of the establishment,

Also, during a seminar, the employees get to have the opportunity to air their concerns. These concerns are diagnosed. If they are a problem, a solution is proffered.

Not only do the employees learn the rules of the establishment during a seminar, they also learn a thing or two about other departments which they don’t belong to so that when or if they are eventually redeployed to those departments, they won’t feel so lost and in time they will be able to get the hang of the modules of operandi of their new department.

Let them go for further training if they need it for better performance.

When an employee acquires more skills, they become more productive. This higher productivity on the part of this employee results in more input into their job and consequently, more output from establishment. This greater output results in a happier customer base. And, finally, this happy customer base results in more conversions or increased revenue for the company.

The act of dismissing an employee in order higher a more skilled one is OK. But the one thing wrong with it is that it disrupts the consistency of the firm.

However, if you wish to go that route, perhaps hiring the more skilled employee but also retaining the older employee longer for the new person to acclimatize to their new workplace will be a better idea.

Provide job security for your employees.

It is a known fact that every employee  perform better when they know that they are in it for the long haul.

Every employee will roll up their sleeves and work harder when they know that they are not getting that dismissal letter any time soon.

I know that as a private business owner, you reserve the right to lay off any staff at any time, but making that a habit does more harm than good because it instills fear in the heart of your employees, and very few people can work to their full capacity under those conditions.

Promote the employee who has earned a promotion.

When an employee is aiming for a promotion, they bring their a-game. But when an employee is eligible for a promotion but it is denied them, they bring their zero-game. As an employer you don’t want that, do you?

When an employee is promoted, it means more responsibility for them. If you do not promote the employee who is eligible for a promotion, you are inhibiting the growth of your company or establishment.

Wrapping up:

When your workforce is ready and capable to produce, then will you be ready to relax and enjoy dividend. Use the above ideas to get them ready and if you think we missed something, let us know in the comments section below.