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.
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.
Have you ever brought in a new contractor and realized your onboarding process is WAY disorganized? Maybe it’s outdated or simply non-existent. This is a common problem with a simple solution: process documentation! It can be easy to waste time or make mistakes here, so we’ve outlined 8 mistakes you should avoid as you invest in process documentation.
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For the last decade my experience as an Operations Manager has taught me that a tool you loved 5 years ago might be outdated now!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.
Did you know that 82% of small businesses that have failed cite cash flow as a major issue? 😟 We’ve seen businesses close their doors, or face some really hard decisions because of a lack of cash. Whether or not you are in this camp, we guarantee that having more cash on hand will open up more opportunities for your agency.
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.
Need a manager to help your teams do their best work? Hiring internally can save you the stress and costs of an extensive hiring process. But are there any hidden costs? Sometimes a superb employee doesn’t make a superb manager. Hiring the right manager can prevent turnover and protect your bottom line.
We’re often asked to recommend / implement tools to make business operations more efficient. Constantly chasing after the “best” tool can leave your team frustrated and can actually be a drain to your bottom line. While there isn’t a one-size-fits-all app, it is helpful to hear from others you trust in the industry as you choose which ops tools to use.
How did 2019 end for all of you? Did you have any unexpected changes in revenue or profitability? Nobody likes to see those numbers sink. I’ve seen agencies focus on their revenue and become obsessed with decline. But if you’re only looking at revenue and not profitability, you can miss the trees for the forest.
