HR Strategies for Small Teams: If You Think HR Is Just for Corporations, You’re Wrong.
Good HR strategies are not exclusive to big companies. They are for any business that wants to succeed.
I used to think HR was only for big corporations. You know, those with hundreds of employees dressed in suits, with very strict hierarchy alongside endless policies. But when I started managing a small team, I realized that good HR is not just about endless policies. It is about people. So if you have questions like “Do freelancers need HR strategies?” or “Can small businesses benefit from HR practices?”, this article is for you.
Whether you are running a small business, a startup, or even a team of freelancers, HR practices can make a huge difference.
Here are five simple but effective HR strategies for entrepreneurs to help you build a great team, no matter the size of your business.
1: Hire People Who fit the Essentials of the Job and not just the Job Description
Whether you own a big company or run a small team, hiring someone based on only their qualifications can backfire if they don’t fit your team’s culture. Skills matter, but shared values and work styles are just as important.
Here’s a scenario I’m sure many of you can relate to;
‘You hire a top-notch candidate who ticks off all the boxes in terms of qualifications and work history. They are clearly a perfect fit for the job on paper. However, a few months into the job, you realize they clash with your team’s culture. You slowly begin to panic as productivity drops alongside morale.’
You can ask questions like:
“What kind of team environment helps you succeed?”
“How well do you relate with co-workers?”
For instance, Zappos employs unique interview questions to assess whether a person is the right fit for the organization.
Tip: Write down your company’s values, then use them to evaluate candidates during interviews.
2: Welcome New Employees Like They’re Joining a Family
Making new employees feel welcomed is very crucial even for small businesses. A legitimate onboarding system in place allows employees to grasp their specific duties and enable them to fit within the greater scheme of the company. This can lead to better employee retention and productivity. On the other hand, sans an onboarding, the newly hired don’t know what to do and will lack motivation.
Most small business owners might think that onboarding is a luxury. They tell themselves; “They’ll figure it out.”
Speaking of effective onboarding, the very least you can do is take the trouble to introduce them to the team, answer the purpose of your company or set out objective expectations of the company.
For instance, there’s a step by step onboarding manual that has been provided by the company, Heka
Tip: Starting from the day of onboarding, do whatever you can to provide the new employee with all the necessary support. This will increase the chances of the employee remaining in your company and delivering the desired result.
3: Providing Flexibility and Work-Life Balance is a great HR strategy
Gone are the days when people worked in strict nine to five shifts, nowadays people are more interested in having the freedom of flexibility intertwined with having a good work-life balance.
To read more on Work-life Balance Click here
Flexibility tops the list of employee priorities these days. Employee morale and productivity can be bolstered by offering the opportunity to work remotely, setting their own hours, or using mental health days. If this is something your organization can provide, you will have no trouble building and maintaining a great workforce that is highly skilled and talented.
For instance, the company Patagonia has a less structured approach to time management for their employee base as a whole. They have put this policy in place to ensure that they nurture employees in an environment geared towards enhanced productivity.
Tip: You don’t need to make big changes. You can start small by offering flexible schedules when possible.
4: Provide feedback regularly and ask for it also
Take note: ‘Don’t wait for annual reviews to tell employees how they’re doing.’
Engagement and any kind of healthy business collaboration would be sorely lacking the moment feedback is absent. It is important to give positive and negative feedback to people so they know when they are not doing good and to become motivated to work towards those tasks.
You could ask, “What’s one thing I could do to better support you?” This not only shows you care but also helps you improve as a leader.
For example, Google says, one of the methods they employ is to facilitate dialogue between leaders and employees through two-way brief meetings. You can find out more about how they do it here.
Tip: You can use tools like Google Forms or surveys to collect anonymous feedback if your team feels hesitant to speak up.
5: Creating the opportunities for Growth is also part of HR Strategies necessary for small teams
Nobody wishes to feel that they are making zero progress in their work no matter how small the business is.’
If you want to keep your dream team motivated, give them opportunities to learn and grow. Ensure that they are offered skill and cross training opportunities to keep them motivated. Growth opportunities do not necessarily have to be expensive.
HubSpot or example, allows its employees to purchase their own courses by giving a learning budget as a way of facilitating self-directed education.
Tip: Platforms like Coursera, LinkedIn Learning, and YouTube offer affordable (and sometimes free) resources.
