Opinions on staffing crisis in a small business
- Thread starter china
- Start date
I am sure you can secure a great temp, yes inconvenient, however, its not a brain surgeon you are after. The real issue will be whether they stay.
If you do not address why Mary left in the first instance it will probably only happen again. You mentioned she was well paid, even more reason for concern.
From many posts I read you have had some conflict with others, in particular your last landlord who would not review your lease, have I got this right. Just seems to be a pattern perhaps???
MTR
If you do not address why Mary left in the first instance it will probably only happen again. You mentioned she was well paid, even more reason for concern.
From many posts I read you have had some conflict with others, in particular your last landlord who would not review your lease, have I got this right. Just seems to be a pattern perhaps???
MTR
All very true and correct. I accept responsibility. I am difficult to work for. The cameras were the straw that broke the camels back. But I need to move on from this.
I will contact them to see what they offer.
However, I have often thought that with a business as small as myself, I am not sure that their templated approach and fees are justified.
I'm sorry china, I sometimes feel that you lack empathy and treat your staff as commodities. People like to be acknowledged and respected.
I once worked for an accountant in the city in admin. I only worked there a few months and I absolutely hated every time I had to go to work. He actually spent more time focussing on the admin than his real job. He was a loser. I left for a scholarship and my sis who was actually studying accounting joined the practice for about 9 months.
He had claimed how he was up there at pricewaterhouseCoopers...but looking back he was dead wood who left and set up his own unsuccessful office in the city.
I was young, timid and naieve and couldn't stand up to his bully tactics....May be one day I should tell him this (as he is on my linked in)...I don't even mention that work on my linked in or on my resume...that speaks volumes about my experience there. Anyway sometimes I wish I stood up but I was only 19 or so.
The good thing is where I work now...my previous boss who although pretended to be empathetic but wanted people to work 7pm and weekends for no good reason was pushed out of his role because although we work hard and play hard, there is no room for unreasonable behaviour.
Thinking of that, I think Mary did the right thing and I don't feel sorry this has happened. I hope she finds a role where she is valued and respected....
I once worked for an accountant in the city in admin. I only worked there a few months and I absolutely hated every time I had to go to work. He actually spent more time focussing on the admin than his real job. He was a loser. I left for a scholarship and my sis who was actually studying accounting joined the practice for about 9 months.
He had claimed how he was up there at pricewaterhouseCoopers...but looking back he was dead wood who left and set up his own unsuccessful office in the city.
I was young, timid and naieve and couldn't stand up to his bully tactics....May be one day I should tell him this (as he is on my linked in)...I don't even mention that work on my linked in or on my resume...that speaks volumes about my experience there. Anyway sometimes I wish I stood up but I was only 19 or so.
The good thing is where I work now...my previous boss who although pretended to be empathetic but wanted people to work 7pm and weekends for no good reason was pushed out of his role because although we work hard and play hard, there is no room for unreasonable behaviour.
Thinking of that, I think Mary did the right thing and I don't feel sorry this has happened. I hope she finds a role where she is valued and respected....
I have a procedure manual in place but it is not quite the same. For instance, one task is turn the answering machine on and leave appropriate message. I read this and still am not sure what exactly to do let alone a new staff member walking in off the street.
I have asked colleagues to lend staff but this is a bit dicey and unreliable. In a small micro business, we have many different subtleties.
But overall, I am trying to be a better man to work with.
Taking responaibility means understanding the reasons this happened. Not just getting another camel to unwittingly kill again.
I work in a small industry in a small area. Approaching competitors staff is a big no-no. Even when competitor's staff approach me secretly, the first thing I do is to ring their boss whom I will know well. I know all my competitors / colleagues well.
The real problem is really my tendency to micromanage. I am chasing after every dollar that should be coming in to my business. When I discover billing errors, aged debtors not chased, appointments for new clients missed, I am quite upset and much as I try to hide it, the disappointment and frustration comes through. And staff feel that I am overly critical of their performance but I just see it as my income being eroded without any care from the employee.
China,
Whilst it probably does feel terrible right now, in almost all cases, there will be someone else out there right now that is just as good, if not better than 'Mary'.
It may take some time to get her / him, but they will be there.
What you need to concentrate on now, is keeping the business running, cash coming in and making changes to ensure Jane doesn't walk as well! - and also to set up your business systems and change your management style to ensure this doesn't happen again.
There are plenty of management courses out there to help - face to face and online.
Managing can be relatively simple - treat staff as you would want to be treated yourself in that position, give very clear and realistic instructions and goals and the resources to achieve them, and then let them go for it!
Your recruitment process is critical though - choose mature and self-driven people that fit the 'culture' of your small organisation, and you won't need to keep chasing them up. A small incentive system can also help.
I would recommend a classic small book called "The E-Myth revisited" by Michael Gerber to help you understand the true concept and strategy for setting up detailed business systems. It changed my whole concept of running a business.
Detailed processes and work instructions to perform tasks, checklists for shifts, end of weeks, end of months, turnkey operations etc.
Once set up, almost anyone can come in and get trained up in a very short space of time.
Hope it works out well for you.
Whilst it probably does feel terrible right now, in almost all cases, there will be someone else out there right now that is just as good, if not better than 'Mary'.
It may take some time to get her / him, but they will be there.
What you need to concentrate on now, is keeping the business running, cash coming in and making changes to ensure Jane doesn't walk as well! - and also to set up your business systems and change your management style to ensure this doesn't happen again.
There are plenty of management courses out there to help - face to face and online.
Managing can be relatively simple - treat staff as you would want to be treated yourself in that position, give very clear and realistic instructions and goals and the resources to achieve them, and then let them go for it!
Your recruitment process is critical though - choose mature and self-driven people that fit the 'culture' of your small organisation, and you won't need to keep chasing them up. A small incentive system can also help.
I would recommend a classic small book called "The E-Myth revisited" by Michael Gerber to help you understand the true concept and strategy for setting up detailed business systems. It changed my whole concept of running a business.
Detailed processes and work instructions to perform tasks, checklists for shifts, end of weeks, end of months, turnkey operations etc.
Once set up, almost anyone can come in and get trained up in a very short space of time.
Hope it works out well for you.
China in many previous posts you have shown a total and complete lack of respect and empathy for your staff. Today is the first time you have mentioned the quality of Mary's work.
Id recommend you learn how to behave with your staff if you wish to prevent this happening again. As a short term stop gap maybe offer her double her salary for a 4 week period to bed the other staff member in, it may be worth it in terms of minimising potential damage to your business.
People have given you fantastic advice over many threads and you have gone out of your way to ignore it, it's time to grow up
Id recommend you learn how to behave with your staff if you wish to prevent this happening again. As a short term stop gap maybe offer her double her salary for a 4 week period to bed the other staff member in, it may be worth it in terms of minimising potential damage to your business.
People have given you fantastic advice over many threads and you have gone out of your way to ignore it, it's time to grow up
My experience is in metro Melbourne, so regional NSW might be a bit tricky.
Your google searching skills will be as good as mine, but I will try searching for you tomorrow anyway when I have more time.
I appreciate the gravity of your situation though.
Have you considered contacting the peak body for practice managers in Australia - www.aapm.org.au ... ?
Try contacting their head office and see if they can point you in the right direction.
Or better still, look up the members of the national board and the NSW state committee and try and contact some of these individuals directly.
If you find out what practices they currently work for you might even be able to get in touch with someone tomorrow.
These people are usually well networked and connected so may be able to give you suggestions on who to contact to help your situation.
China. Something else which came to mind. Please contact one of those employment management people ASAP. It seems that Mary is quite upset with you. It's possible that she will make it difficult for you by complaining about tour treatment of her- possible claiming something like harassment or bullying. Get some advice ASAP just in case. Start writing down your recollection of the dismissal and any interactions which may be used against you.
You have previously mentioned two employees. You have not previously mentioned a new employee. Did you lose the other employee in similar circumstances? You weren't completely happy with that previous employee- but is there any chanc that she coul help you out?
I seems this happened before Christmas. You did have business hours available to you yesterday which you've now lost. Don't lose any more time. Advertise on Seek ASAP. Or even on Gumtree- I have found employees through Gumtree, however for unskilled positions. And take any further action first thing Monday morning.
You have previously mentioned two employees. You have not previously mentioned a new employee. Did you lose the other employee in similar circumstances? You weren't completely happy with that previous employee- but is there any chanc that she coul help you out?
I seems this happened before Christmas. You did have business hours available to you yesterday which you've now lost. Don't lose any more time. Advertise on Seek ASAP. Or even on Gumtree- I have found employees through Gumtree, however for unskilled positions. And take any further action first thing Monday morning.
Thank you. I will read this book. What sort of incentive systems have you got in mind?
I have never dismissed any employee. They have always resigned from me. In the two previous resignations, they have always offered to train a new person. This is the first time where the employee has literally just walked out.
The two previous employees also resigned citing similar reasons. Hence I know the problem lies with my interactional style. Previous resignees were also unhappy and hence I do not wish to approach them. One of the problems with being in my previous premises was that all new staff members were subject to the same ongoing gripes from leaving staff members and other staff members belonging to my landlord. I guess with the new premises, i have a chance to make a fresh start.
Mary is indeed very upset with me. In her long letters explaining the reason for resignation, she does use the terms harassment and bullying. This has related to my regular notes and urgings to her about the need to chase down customer payments. However, the main thrust of the complaint is hard working conditions - high volume of customers concentrated over a short time.
However, I take your point and will contact Employsure as mentioned by another poster recently.
I am interviewing someone this afternoon. She does not have the skillset that I really require but does have experience in this kind of office /business setting.
Should I be employing such a person - she could well be as good as any temp - and then keep advertising? I guess I am in a situation wherein I just need a "body" to man the front desk.
This group has more experience with specialists than GPs, is based in VIC, but also services NSW:
www.roomswithstyle.com.au
Another option - based in South Australia, but service Australia-wide I believe:
www.healthandlife.com.au
These guys are based in NSW:
www.hpcgroup.com.au
This may also be of interest:
www.theprivatepractice.com.au
www.roomswithstyle.com.au
Another option - based in South Australia, but service Australia-wide I believe:
www.healthandlife.com.au
These guys are based in NSW:
www.hpcgroup.com.au
This may also be of interest:
www.theprivatepractice.com.au
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Thanks TPI. I have some experience via a colleague with the rooms with style. (link 1) However, my understanding is that they really act as a middleman / broker, collecting commissions for the various services required in running a medical business e.g. renovations, recruitment, advice on employment conflicts, etc.
E.g with my recent office renos, I have liaised individually with builders, IT people, my staff whereas these groups that you have mentioned above would probably co-ordinate all the above.
However, they do not really step in to resolve the crisis that I have presented. I doubt whether their recruitment processes are any better than mine. I don't know of any long term secretary of any of my colleagues who have come via a recruitment agency. Often they are coming via word of mouth, SEEk or local newspaper.
However, I will give HPC a call to see what they can contribute to my current crisis.
I know how you feel China
Unfortunately it's all part of life in small business
Try running a restaurant that consists of one chef and one waitress! And ten minutes before the shift chef calls in sick and waitress says she can't work because she is too hung over
I wasnt the perfect boss but just accepted it as part of my job
At least your business will still run if you sacrifice your Christmas
Unfortunately it's all part of life in small business
Try running a restaurant that consists of one chef and one waitress! And ten minutes before the shift chef calls in sick and waitress says she can't work because she is too hung over
I wasnt the perfect boss but just accepted it as part of my job
At least your business will still run if you sacrifice your Christmas
