Sondra is good at starting businesses because she knows how to convince people to part with their money. Her latest venture almost doubled in size during the first year. But every spare dime went back into the business often leaving her a bit short when it was time to fund the payroll account.
Being short on payday wasn’t a problem with her first hire, her sister Lena. Younger sisters can be bullied for the sake of family solidarity, but Sondra’s best friend, Marla, demanded payment on time every week. Marla’s now her ex-BFF and is blocked on Sondra’s personal and business social media sites.
After the bruising fights with Marla, Sondra decided to hire people she didn’t like. At least when they screwed her, Sondra was prepared to be disappointed. This clever talent acquisition plan worked until Sondra opened a second retail location.
With two retail locations and a constantly expanding line of products, Sondra can’t keep up with the details. It seems that the more she sells, the less money she has in the bank. Adding a second store also quadrupled her headaches because she now bounces between the two locations without accomplishing much.
She is constantly bombarded with employee requests for time off from work. A few employees think that their work schedules are advisories allowing them to come and go as they please. She’d like to fire the laggards but that would mean the store lacks enough staff to stay open. Besides, she needs to revise the job descriptions before reposting the jobs in hopes that the next batch of employees has the qualifications she wants.
Sondra’s been delaying taking action because she hates administrative tasks. But she also knows her business is beginning to implode because she’s stuck making up the rules as she goes.
What are some options for Sondra to regain control of her life and business?
- She can sell the business to a competitor and become a management consultant telling other entrepreneurs how they can be successful like her.
- She can create an employee handbook that explains time and attendance and leave policies (among many other things) so that employees don’t waste her time asking her about these issues.
- She can set aside time each week to do a high level review of what her business needs so that it can grow successfully.
Many small business owners become bogged down in the details of running their business and fail to grow smoothly. A critical point of failure happens when a business lacks an effective process for hiring and retaining employees.
Corporate Compliance Risk Advisor helps small businesses with up to 50 employees to create HR policies that work for the company and its employees. Then we integrate the HR policies into the company-wide compliance program for a more seamless, lower risk operation. For more information, contact us at firstname.lastname@example.org.
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