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From Zero to Sixty Employees

From Zero to Sixty Employees. Doug Blizzard CAI, Inc . What is Pay for Performance?. “Staffing is the most important decision you will ever make. When you have good people, your company can do anything.” Ed Ryan.

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From Zero to Sixty Employees

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  1. From Zero to Sixty Employees Doug Blizzard CAI, Inc .

  2. What is Pay for Performance? “Staffing is the most important decision you will ever make. When you have good people, your company can do anything.” Ed Ryan

  3. The complexity of any organization is created because of the number of people, not the amount of revenue, you have. Money and processes are easy to manage compared to the dynamic impact that people bring to the table. STAGE I 1-10 Emp. STAGE II 11-19 Emp. STAGE III 20-34 Emp. STAGE IV 35-57 Emp.

  4. Employee… …the crabgrass in the lawn of small business anonymous

  5. Stage I: 1-10 Employees • Key Challenge: Survival • CEO centric - 90% of CEO’s time spent as the specialist and selling while only 10% as a manager. • Hiring: Critical that new hires “fit” the company – prefer a small startup philosophy.

  6. Stage I: 1-10 Employees • Key Regulations • FLSA– min. wage, overtime, child labor, exemptions, records. • OSHA – Safety standards, ensure safe workplaces • Equal Pay Act – equal pay for same work • Immigration Acts – verify legal work authorization • Polygraph Protection - Generally prohibits polygraphs at work • Other laws protecting jurors, veterans, union activities and health insurance portability • Various NC laws including unemployment, workers compensation, Wage Payment, Retaliatory Discrimination, New Hire Reporting, Identify Theft, Parental School Involvement, etc.

  7. Stage II: 11-19 Employees • Key Challenge: Growing Sales, manage cash flow • Still CEO Centric. But starting to “departmentalize” • Hiring: replacing a few people you’ve outgrown – still focus on quality people. • Key Regulations • Civil Rights Act (15)- Prohibits discrimination on basis of race, color, religion, sex (including pregnancy, sex harassment), national origin, & genetic information • ADA (15) – Prohibits discrimination on basis of disability

  8. Stage III: 20-34 Employees • Key Challenge: Delegate or risk losing key employees; manage cash flow • Enterprise Centric – CEO lets go or burns out • Delegating, managing and team building begins • Communication critical • Hiring: • Key Regulations • ADEA (20) – prohibits age discrimination • COBRA (20) - Provides Group Health Insurance Continuation

  9. Stage IV: 35-57 Employees • Key Challenge: building internal processes; manage cash flow • CEO spending 70% of time managing • Hiring: • Experienced Managers • Key Regulations • Family Medical Leave Act (50)

  10. Key Themes • As you grow it becomes less about you and more about your people. • Bad hires are devastating for small companies: • The effects of poor performance felt throughout the company • Bad hires are more likely to sue / file claims • 80 / 20 rule • Low morale / high turnover drain efficiency & profitability • Losing key employees affects many aspects of the firm. • Gut Check: Are you ready to let go?

  11. How Will You Find Great People?

  12. What we see too often… • We’re in a hurry – haven’t planned • We let resumes define the role • We ask predictable interview questions • Interview prowess is more important than demonstrated success in hiring decision • We don’t involve co-workers in the process • We don’t adequately verify credentials • We [may] hire the right skills, but the wrong fit • We get to do it again…

  13. How Will You Find Great People? …recruit employees like you do clients

  14. Always be Recruiting… • Hangout where the key prospects hangout • Create compelling / engaging job postings • Entice stars with Critical Success Factors • Intelligently use referrals / Social Media • “Show me” interviews: looking for past behaviors to predict future behaviors. • Assessment tools and Background Checks

  15. Performance Feedback Advancement Opportunities Vision Insurance To be Heard Health Insurance Appreciation Clear Job Description Paid Vacations Jury Pay Flexible Schedules How Will You Keep Great People? Work from Home Holiday Pay Informed Flexible Spending Account Medical Leave Safe Environment Clear Mission 401k Savings Bereavement Pay Vision Profit Sharing Connection Career Line of Sight Tools and Equipment Meaningful Work Consistency A Good Boss Life Insurance Stock Options Autonomy Wellness Programs Paid Time Off Tuition Reimbursement High Standards Disability Insurance Respect Health Fairs PTO Dental Insurance Great Pay Fair Treatment Care Job Enrichment Ethical Workplace

  16. How Will You Keep Great People? • Offer competitive pay and benefits • Hire good people managers • Outplace bad performers

  17. From Zero to Sixty Employees NCBiotech Entrepreneurship Essentials “Human Resources Basics for the Entrepreneur” Doug Blizzard CAI, Inc.

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