Hiring a significant other or an employee’s romantic partner can get tricky—in ways that aren’t always obvious. My advice is “don’t do it,” but if you must (or already have), here’s how to reduce your risk.
Before you implement a new policy at your agency, think through the implications. How can you show your team that they’ll benefit from the changes? Focus on what counts, not a stupid policy for policy’s sake. Are you valuing results or appearances? And please, don’t buy a biometric timeclock.
Writing a better job description will drive whether you make a successful hire. Consider your goal, differentiate your “needs” vs. “wants,” compare to other job descriptions out there, and make sure the language fits your agency’s culture.
As agency leaders, part of our role is to cross-check others—and to accept cross-checks ourselves. Yet sometimes we get in our own way, instead of encouraging employee feedback. Let’s look at the problem inside and outside of agencies, and the seven steps to fix the problem at your agency.
Having trouble making time to work ON the business instead of wasting it working IN the business? You’ll need to overcome human nature. Consider three ways agency owners can make it work.