This system helps entrepreneurs to establish their systems, tools, and processes for turning employees from people who are enthusiastic to work for the business, to people who follow the business processes, and to people who can make processes on the fly and make decisions just like a business owner would. People processes aim to address every new thing in the business that doesn't have a process.
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System Architect: Rhamy Alejeal
Website: www.poplarfinancial.com
Generated as part of the www.BusinessSystemsSummit.com
Design your onboarding process for your team members.
- Designing your onboarding process for employees is also like bringing on a new client to your business and onboarding them.
- During the onboarding process, have a close look at how your employees interact with the process.
- Two systems that are important during onboarding:
- Benefits and compensation.
- How much are they going to be paid?
- What benefits do they get for working for you?
- What are the benefits they can avail themselves of in the future?
- Impart your explicit care about your employees.
- Communicate why you do what you do for your employees. It will impact how your team members think about your company.
- How much are they going to be paid?
- Cultural communications.
- These are the morals of the company.
- Why does the company exist?
- What are the guiding ideas behind the company?
- Why certain departments exist?
- Why is their job important and what it should do?
- What is the goal of the job?
- There are many ways to communicate your company's morale to your employees.
- Create a 2-minute video of yourself articulating the vision of your company and its guiding principles.
- Have each department head do the same thing and other people who have directly reported to them.
- Make sure what you'll say is true. Do not impart a culture that you want to have if you're not going to support it.
- Create a 2-minute video of yourself articulating the vision of your company and its guiding principles.
- These are the morals of the company.
- Benefits and compensation.
- Make sure you cover timekeeping, payroll, compliance, scheduling on your onboarding. Your goals could be:
- To take someone who is enthusiastic to start working in your company to being moderately affected at their job with some ability to make decisions without a process.
- After that, put in the steps you could think about and make your onboarding a process.
- Make sure to put it in place live within the field of your employees. Ensure that you improve your process over time.
- To take someone who is enthusiastic to start working in your company to being moderately affected at their job with some ability to make decisions without a process.
- Some key concepts in installing people processes in your business:
- Break down your employee lifecycle into four broad stages.
- Onboarding
- Offboarding
- Every employee gets through it at some point or another.
- Establish your offboarding goal.
- Don't get sued process.
- Learn something and learn what you can. Assess workload and reassign.
- Communications plan.
- Communicate to your leaving employees your benefits and compensation, timekeeping, payroll, and your culture.
- Communicate with your leaving employee's coworkers and how the work is going to be shifted.
- Communicate with your clients proactively.
- Communicate to your leaving employees your benefits and compensation, timekeeping, payroll, and your culture.
- Don't get sued process.
- Every employee gets through it at some point or another.
- Annual review.
- It's an annual session where your employee's benefits are updated, their pay is updated, and you align the goals of your company with your employees.
- Know what their goals are and try to make your business goals meet with theirs.
- Ensure that you establish a process for this as well.
- It's an annual session where your employee's benefits are updated, their pay is updated, and you align the goals of your company with your employees.
- Adhoc events.
- This is a catch up for all the other stuff.
- You need a plan for maternity leave, for when someone changes what state they work in, for when someone gets married/divorced, for when someone gets promoted to a managerial post for the first time, for incident reports — the things that happen all the time but are unpredictable.
- Have a plan for what these events mean to you and your business.
- Store all your plans in one place.
- Brainstorm for some ideas you could come up with that you'd do in case they happen.
- Spend an hour a week over the next few months to make the plan for each event.
- Store all your plans in one place.
- This is a catch up for all the other stuff.
- Onboarding
- Break down your employee lifecycle into four broad stages.
- Systemizing these processes shouldn't have to be specifically written out with every detail. You may initially determine the major steps and refine them as you go.
- Make sure you define a goal for each of these processes. Compare the steps you came up with and see how they align with your goals.