SQL Server

3 Keys to Increasing Your Workforce on a Shoestring Budget – Part 3

by Laura Lee Rose

3 Keys to Increasing Your Workforce on a Shoestring Budget – Part 3


Hello, this is Laura Lee Rose – author of TimePeace: Making peace with time – and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies. I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff. I have a knack for taking big ideas and converting them into smart, sound, and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

Today’s comment came from a busy professional and an entrepreneur:

I am starting a new company and know I need help, but I don’t have any money to hire staff. What are some ways to get staffing without much money?

This is Part 3 of this topic. Part 1 we discussed how to set the right expectations and priorities. Part 2 we discussed where to find good people on a shoestring budget. And this article we are going to discuss how to manage an assortment of volunteers, interns, barters and your raving fans.

Managing

Managing often incorporates training, compensation, and rewards as well as consequences for not performing. We will quickly cover these topics in this section.

Training

Training your temporary help is similar to training your regular staff EXCEPT your training time MUST BE SHORT. You want your temporary help bringing in revenue, reducing costs and getting things done as quickly as possible. Therefore, you need to find ways to reduce the learning curve. They don’t have the luxury of your full-time employee. Nor do they have the incentive either. Keep their tasks short and to the point. You don’t want them spending their “short-stent” studying instead of doing.

Focus their attention to three areas:

· What to do

· What to say

· How to act

Once you have outlined your overall goal and how their perspective roles support that end goal, give them specific direction on What to Do; What to Say and How to Act.

Equip them with the right tools to accomplish your goals. This may include:

· Automation Tools

· Talking Scripts

· Documented Example Scenarios

· Role-Playing Exercises and Practice Sessions

· A Shadow Buddy or Trainer

Compensation

In a previous article, we talked about bartering services as appropriate compensation. That is just one effective method. Incorporating a referral program or sales commission program is also effective. They allow you to pay only when the employee actually brings in revenue. On a shoe-string budget, it is much easier to pay someone a percentage of what they bring in (or saves the company).

Commissions are not reserved for sales. Consider compensating based on the money they saved with their improvement processes, automation and streamlining efforts.

Rewards and consequences

When it comes to rewards and consequences, there are different rewards for different workforce categories. Someone that is retired may not need the money. Therefore, monetary rewards may not give them the same motivation as having them lead or attend a class. Individuals that volunteer their services may not respond to negative consequences because they can easily walk away. They literally have “no skin in the game”. Providing your volunteers public recognition, plaques, spotlight articles on your website/newsletter and token gifts may work better.

The key to selecting the proper rewards and consequences for performance is to understand the motivation of each employee. Not everyone will value the same things. Understanding this universal truth will help you with both your temporary and full-time employees.

Conclusion:

I know we went through this very quickly. This is a very complex topic.

If you need additional help on this topic, please contact LauraRose@RoseCoaching.info

I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ

Author: Laura Lee RoseHello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – The Book of Answers: 105 Career Critical Situations – and I am a business and efficiency coach that specializes in time management, project management, and work-life balance strategies. I have been in the software and testing industry for more than 20 years. I've worked with such companies as IBM, Ericsson, Staples, Fidelity Investments and Sogeti in various client advocacy and project management roles. The techniques I used in my business coaching and client advocacy work saved these companies both time and money, which resulted in on-time, quality product delivery with higher client satisfaction. Even though I excelled in the corporate environment, I felt a calling toward something more. I now uses my time management, work life balance and personal development skills as a life coach and Corporate Exit Strategist. I help people blend their goals and dreams into their everyday lives. I use creative transition strategies to help my clients realize what really matters to them. Combining inspired action with practical, tangible techniques easily lead you toward more autonomy, freedom and balance. I am a business coach and this is what I do professionally. It's easy to sign up for a complimentary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ With enough notice, it would be my honor to guest-speak at no cost to your group organization.