Streamline your systems and make your business hum.
Want to increase your profits, draw top talent, and get your day-to-day systems in shape? You’ve come to the right place. Let’s get your business running like the well-oiled machine it was born to be.
All in People Management
For agencies that have surpassed the point of the 12-15 full-time-equivalent (FTE) employee mark, having an effective leadership team is the difference between failure and success. And this is where leveling up your leadership teams becomes invaluable.
With many agencies facing market challenges and decreased profits recently, it's worth considering how to gain from an experienced Operations role without committing to the full salary (and employee expenses) of a Director of Operations or COO.
Cue the growing popularity of Fractional Operations for agencies. 🙌
One of the biggest frustrations I've observed owners wrestle with is figuring out how to work on their business and not in it.
This is a crucial distinction to make if owners want to scale their agency and not find themselves as the bottleneck.
When it comes to keeping teams and internal processes organized, many business owners and leaders feel stuck in the weeds. From managing work roles and expectations, to making sure historical knowledge gets passed on, business owners have a lot on their plate.
One of the foundational items I make sure agencies have in place at the start of an engagement is a clear Organizational Structure and making sure all the supporting infrastructure is in place.
One thing I did not have on my 2020 bingo card was hiring two new employees during a pandemic. I feel really lucky to have had that opportunity in this context. Now that the onboarding is done and our new teammates are humming along with client work, I took a look at the hiring process and lessons I learned. Take a look at three key takeaways that I’ve highlighted to save your agency time and money when hiring a new team member.
Maybe you’ve heard someone say, “She is definitely going to challenge this idea; she’s an 8” or “He’s an INFP, so he will understand where you’re coming from and get it.” What’s this have to do with agency operations? Well, as service-based businesses, the entire company rests on the personality and skills of your amazing team members. Using a test to understand everyone’s personality types, teams can work more effectively, efficiently, and can set teams up to astonish their clients.
For the last decade my experience as an Operations Manager has taught me that a tool you loved 5 years ago might be outdated now! And it’s not just the tools that have changed. For those who have been involved in agency operations, you know how many moving pieces there are to track and manage. With everything that must be juggled as an agency evolves, it is crucial to find resources that help relieve the workload!
Glassdoor is a great place to get to read about people’s experience as an employee and talk about things that matter in the workplace. Things like their coworkers, processes in place, benefits and pay, their relationships with their manager, whether there’s a good work/life balance, and most importantly whether they approve of the CEO! Today we take a look at the underlying messages of negative company reviews, and how we can avoid these mishaps in our own agencies.
We’ve all seen the job descriptions of companies looking for those magical unicorn employees; those rare beasts who create masterful designs with ease, write code proficiently, are amazing at managing people, are best friends with the clients, can grow accounts, all while being incredibly organized.
