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Staff management, upscaling and downscalingDEVELOPING DIGITAL AND CREATIVE INDUSTRY BUSINESS PROGRAMME.
Customer Shaped Understanding Prospects and Clients to Build Your Business
Agenda• Management and Leadership – what exactly do we mean? • Managing People – practical methods to take away • Growing – tips on recruitment and hiring new staff • Downscaling – things to be aware of
Leadership & Management LEADER MANAGER
Copes with change
Challenges the status quo
Asks why
Plans long term
Aligns people
Motivates and inspires
Focusses on people
Communicates and delivers the vision
Looks into the future
Copes with complexity
Works with the status quo
Asks what
Plans short term
Organises people
Administrates and controls
Focusses on systems and structures
Follows the vision
Works in the present
Common Challenges• Time keeping • Sickness • Time management • Not doing what you expect them to do • Costing you time
Delegation “Only do the things that only you can do – delegate everything else.”
How to delegate well
1. Identify the value
2. Contextualise it
3. Empower
LEADERSHIP SQUARE
Goal Setting
New Business
Repeat Business
Team
Services
30% sales from new clients,
1 in 3 pitch to win ratio
70% sales f
rom exis
ting
clients,
ave. a
ccount v
alue
up by 20%
Team
of 5,
100%
staff
rete
ntion
Add 2 new services,
secure 6 contracts
for new services
Example Goals• NB. Take
responsibility for PR
• RB. Establish regular comms with clients
Potential Projects• New business – case studies, client testimonials, research competitors, draft website / blog / press releases
• Repeat business – client newsletter, CRM admin, arrange quarterly meetings, type up meeting notes, help with quotes
• Services – research on specific services, ask clients if they need it, use another supplier, look at services matrix for existing clients
• Team – write own job description, keep own 121 notes to track progress, write job specs for new team members, arrange a social evening, plan company meeting
121’s and AppraisalsGoal – lead on Marketing to support new business
Task Progress – month 2 of 6
Next Steps Deadline
Project - Take responsibility for Case Studies
Write 6 case studies per year with approved client testimonials for use on website and in pitches
1st case study approved by client and live, 2nd case study to be drafted for ABC client
Get case study 2 live on website and sales slide ready, draft case study 3
By month 4 (give actual date)
Project – take on PR Management
Create own PR distribution list, produce monthly news stories for website and PR, weekly blog articles for website, daily tweets
7 named contacts on PR list, 2nd news article sent, 7 blog articles posted in last 7 weeks, Tweeting at least 3 times a week
Continue to build on PR list, plan ahead for monthly news topics, keep up weekly blogging and make time to tweet daily. Reporting mechanism for all – what effect is this having on website traffic?
15 PR contacts by next month, present news content topics at next 121, set up Google Analytics / report on last 2 months activity by next 121
When to MeetMonth Frequency What to talk about
1 Weekly for 15-30 mins, keep informal
Settling in, how its going, challenges, your observations
2-3 Every 2 weeks depending how its going
Talk about goals, ask them to start setting some, talk about progress
4-12 Monthly Regular goal reviews
12 Annual Appraisal Formal meeting to review performance against agreed goals
Growing – www.gov.uk There are 6 things you need to do when employing staff for the first time.
1. Decide how much to pay someone
2. Check if someone has the legal right to work in the UK.
3. Apply for a DBS check (formerly known as a CRB check)
4. Get employment insurance
5. Send details of the job (including terms and conditions) in writing to your employee.
6. Tell HM Revenue and Customs (HMRC) by registering as an employerwww.thepensionsregulator.gov.uk
www.gov.uk/employing-staff
Job Descriptions & Specs Why bother?• Makes you think through the role need
• Helps identify skills and personality required to fill the role – helps create better job ads
• Helps employees understand responsibilities and expectations of them
• Can act as a benchmark of role fulfilment if underperforming
Recruitment ProcessBasic ChecksPost job ad > CV > Meet > Appoint
What you could also be doing:o Post detailed job description (then review response CV’s)
o Telephone Interview and set interview task
o Meet in person with invite to present
o Appoint (subject to ref’s)
Once appointed, offer 3 – 6 month probation period
Downscaling• Don’t take decisions lightly but act swiftly once you do• Get legal advice•https://www.gov.uk/staff-redundant•http://www.acas.org.uk/redundancy
• Understand the impact on the rest of the team
Thank YouRUSHELL CLARKE, WWW.CUSTOMERSHAPED.CO.UK
RUSHELL@CUSTOMERSHAPED.CO.UK
@RUSHELLCCustomer Shaped Understanding Prospects and Clients to Build Your Business
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