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

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

Time Management

Recommended Reading

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

Inductions• Basic induction• Also talk about• Rest of team• Culture

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