Human Resources Management for a Small Organization

Hello readers. This post will be about one of the approaches to building a team in a classic studio.

A small introduction:
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At the moment I have a team of 14 people, we have been working in an immovable team for more than a year and vacancies are not planned yet.
My first mistake a year earlier was - the constant recruitment of staff - at a time when there are people who want to work in a team, it is difficult to refuse if it is special, one of your relatives or friends. People came and went, thus leaving the “backbone”.
Then, reading world literature, listening to audio books, I came to the conclusion that everything must be done with the highest quality. After weeks after weeks, when I constantly read, and formed the ideology of the company, I came to the conclusion about the quality of the staff, and not about its quantity.

Thus, he formed for himself a personal list of qualities that staff should have:

  • Perseverance

  • A wish

  • Understanding

  • Development

  • Curiosity


Having these parameters, each of the people working is already in need of motivation. Money motivation, as practice shows, has no potential, it follows that building a team should be motivated by small “amenities” - these can be sweets, for example, like I have a gong for the “Back end” department (after hitting him team lead all together go to dinner).

Another equally important point. Keep track of staff. No, not at their work, it’s only distracting. Keep track of how they feel, if people have problems outside their work, you can help solve them. This will add productivity to work, increase trust, and add “+” to your karma. Do not be afraid to be interested in other people's “problems”, everyone has them, but not everyone can solve everything, without detriment to work. Being interested and helping the team out of work, it is more pleasant for people to return to it, conduct dialogues, and work further.

Also, one of the points that helped me a lot:

To the extent of the composition of the mind, “creative” and “accurate”, it is usually difficult for them to be in the same room, or to be friendly with each other. If the team cannot find a common language, there are a couple of simple tricks for the Republic of Kazakhstan:

1. Corporate - everyone loves him, without exception. This basic thing is very good for understanding between people.
2. Work in different departments of the office, or even in different offices. The second option works for me, because RK is essentially two.
3. Team solution of some issues. Let it be a conference on Skype, or a discussion at the table.
4. Presentation, or mini-lectures after a working day. Every day / week someone else presents what he has managed to learn in recent times. What inspires him and what can help the team work!

And in conclusion, I’ll say that changes to the team are usually a long process, do not rush, introduce “new products” gradually, interactively. As the mastermind of many S. Jobs said - “success in the details”

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