How to Manage Staff in a Small Business Office

culled from:http://smallbusiness.chron.com

Hiring Practices

Good management begins before you hire staff. Small business owners often are extremely cost conscious, so they may try to get a good deal by hiring young employees or paying lower than the market rate. This strategy can backfire. Pay a wage that is competitive with other businesses, and thoroughly vet employees by checking references and verifying experience prior to hiring them. An incompetent employee can cost your business lots of money, and high turnover poses a significant expense.

Setting Expectations

Set clear expectations with your employees. Everyone should know their specific duties and goals, and you should regularly update your staff on changed company policies and new projects. Communicate clearly and directly about expectations, and provide clear benchmarks that allow employees to know if they're meeting expectations.

Management Style

Good managers are able to straddle the fine line between micromanaging and neglect. One effective strategy is to monitor your employees' work product rather than your employees. If an employee consistently produces excellent work, then her time management and work strategies are working. Don't interfere. But an employee who produces shoddy work may need additional supervision, retraining and guidance. Don't allow an employee to get away with bad results simply because he's at work on time and is pleasant. Instead, provide him with the feedback and training he needs to do his job well.

Team Building

Particularly in a small office, a collegial environment can be extremely effective. Be friendly with your employees and get to know them as people. Office parties, friendly conversation and flexible vacation policies can all help your employees feel like valued members of a team. This can increase their productivity and benefit your business. Incentives for excellent performance work much more effectively than punitive rules, and play a central role in keeping your team motivated.

Performance Reviews

Performance reviews are an integral part of good management. They allow you to monitor progress and give employees clear information about their strengths and weaknesses. Conduct in-person performance years at least twice per year. Perhaps equally important, ask your employees to honestly assess your management style. Work environments that foster two-way communication are generally more productive, and employees often have excellent insight into how their managers can be more effective.