John Burgess has been an entrepreneur and a management consultant for over two decades. He built a multimillion-dollar company from the ground up and spent years advising companies big and small. During these years, experience and keen observation have shown him that the secret to success in any company lies within the management team. A business could have a great product or even a very loyal customer base. In the end, what matters to the profit margin is whether the business is being managed well or not.
If you want your business to succeed, then build a strong management team, advises Mr. Burgess. Then again, it’s easier said than done. How exactly could a small business go about building a killer management team? Here are several ideas from the experts:
Hire Managers Who are Great at Interacting with People
Managers should be capable, but attitude plays a major role in how effective they are as well. Managers often set the pace for atmosphere at work. If the manager is highly irritable, pessimistic, or unpleasant in any other regard, the overall workplace would suffer too. Businesses should seek managers who are exceptional at interacting with people. A good ability to read people would be a major plus point as well. In other words, hire managers with a great can-do attitude, who easily inspire others as well.
Look for the Ability to Lead by Example
It’s very important to build a sound company culture from scratch. It’s crucial to set boundaries, especially in smaller companies. Employees should know that the company budget is not a personal piggy bank and that the business is not a place for everyone’s nephew to intern at with a fat paycheck. People at the top of the the hierarchy should be able to enforce rules and lead by example. If the managers slack off and abuse company funds, then the employees will too. Therefore, hire people with integrity who can develop small operations into highly professional endeavors.
Spend Time Recruiting
Businesses should be willing to spend time recruiting the right managers. It’s not something that can be done in a week or two. Interview as many candidates as possible. Also don’t forget to “field test” the candidates. For example, some owners prefer to take potential managers to work sites or mundane events like lunch at a restaurant. How the candidate interacts during these situations could indicate how he or she will function as a manager. For example, if a candidate is rude to a waiter at a restaurant, that attitude could be displayed at work too. Don’t hire anyone on an impulse, and take the necessary time to evaluate all candidates thoroughly.
Look for Great Communicators
The best managers are typically the best communicators. It’s not just important for a manager to be able to give a rousing speech, he should be able to effectively communicate with employees on an individual capacity as well. If a candidate is uncomfortable communicating, then it’s highly unlikely that person would be a manager everyone looks up to.
Last but not least, education and previous experience matter. However, businesses that want truly successful managers would offer plenty of in-house education opportunities as well, such as webinars and online training.