Many companies get in a groove, get comfortable and go with it. Your employees know what to do to get the job done and everyone knows what to expect. We have all been there, we get comfortable and fall into a routine. However, there may be room for improvement. Are there inefficiencies you are letting slip? Is your company staying adaptable? Are your numbers being tracked, and if they are, what are they telling you? These are all factors you should consider regularly to keep your company performing at the height of its ability. Make sure your company is as effective as it can be by auditing your effectiveness.<!--read_more-->
Remove Inefficiencies If each step of your workflows do not directly add value for your customer, they need to be revised. Being systematic with the necessary changes to your workflow is the best way to make sure each issue is properly addressed. Any gaps between what needs to happen on a daily basis and what actually happens need to be closed. Any wasted steps that are duplicate or create delays are important to eliminate. Allow your company to have sustainable long-term value added to workflows by making them as effective as possible. Adaptability Ask yourself this question- if yours sales doubled, would your team be able to sustain maximum service levels? If you aren’t sure of the answer, your adaptability and ability to respond to rapidly changing market factors may not be where it needs to be. Mistakes and adjustments should be anticipated in your master plan. Adaptability is more than being agile, you also need to anticipate unexpected expenses and build room into your budget for these situations. Track the Numbers If this is not something you’re doing already, you need to start. This is where you can see if what worked on paper is actually working for your company. The numbers will tell you without a shadow of a doubt areas where errors can be corrected. Take this opportunity to truly test your process. Creating effectiveness in your company is all about being informed. You need to intimately know the way your company works and how it will react. Knowledge about workflows, your ability to adapt, and the numbers will ensure you will make necessary adjustments to stay ahead of the pack. [button size='' style='' text='Link to Full eBook' icon='' icon_color='' link='https://ryvit.com/wp-content/uploads/Fundamental-Elements-of-a-Successful-Software-Company.pdf' target='_self' color='' hover_color='' border_color='' hover_border_color='' background_color='' hover_background_color='' font_style='' font_weight='' text_align='' margin='']
For any company, and especially startups, spending has to be done wisely. All budgets are important, but your hiring dollar might be the most important. A new hire has the potential to add more value to your company than any other expenditure. On the same coin, you are taking a risk when you invest a tremendous amount of money, time, and resources on an individual who may or may not live up to your expectations. At Ryvit, we are part of a 2-time 5000 fastest growing company and want to share some of our key HR wisdom with you. Start with tangible goals and visible values. Aligning your values, culture, and performance should be the focus when hiring for any position.<!--read_more-->
Any new employee you add will impact all three of these areas in either a negative or a positive way. For this reason, Ryvit integrates personality profiling into the hiring process. With the use of personality testing, you will have the ability to hire an employee who will add value to your company immediately and fit into your culture. The tried and true method of hiring minimizes turnover rates and saves money in the long run. Building a scalable team means hiring the best people your money can buy. You have to know what it takes to attract the brightest talent. More than just salary expectation, make sure your company can offer benefits, perks, and a culture that set you apart from other employers. These aspects of your company are now more important than they have ever been to prospective employees. When considering leadership roles, look for the ability to make decisions independently without C-Level involvement on every project they work on. There are intangible qualities it is important to weave in that create and support a positive culture such as resourcefulness, tenacity, passion and fortitude. Building in these employees will give your company an edge above your competition. You will have the ability to grow and thrive with far less effort when you have a desirable culture and capable leaders. Once you have built your dream team of employees, listen to them just as much as you listen to clients. They work with your solution and process every day. If you have hired the best your money can buy, these individuals will be able to suggest improvements for ease and efficiency that you may have never thought of. Take advantage of their perspective and listed to their insights. These simple HR tools will bring incredible value to your company. Keeping culture a main focus will give your company the ability to attract the best and brightest. Finding talented employees who fit into this culture can take patience at times, but will pay off in the long run. [button size='' style='' text='Link to Full eBook' icon='' icon_color='' link='https://ryvit.com/wp-content/uploads/Fundamental-Elements-of-a-Successful-Software-Company.pdf' target='_self' color='' hover_color='' border_color='' hover_border_color='' background_color='' hover_background_color='' font_style='' font_weight='' text_align='' margin='']
Being the leader of a project can take a lot of flexibility. Growing a team’s maturity can take patience and persistence. Urging a team to be their best can take a little pressure. A project leader in the iPaaS realm needs to employ all of these tactics to build a successful team. Team Maturity An immature team, or a team with less experience, takes a different style of leadership than a mature team, who will be more knowledgeable. A leader who knows the difference between the two types of teams, and how to be flexible with their leadership style, will be able to make the best of both team maturity levels. When dealing with an immature team you have to give more direction. Step by step instructions might be necessary for these fresh faced employees.<!--read_more-->
Putting the time and effort into these teams will ensure, however, that later you will have a self-sufficient team needing less guidance. The self-organizing, mature team allows the project leader to be a mentor and focus on growing the individuals in the team professionally. With the mature team, the project leader can act as a fly on the wall. Observe but do not interfere with these seasoned members.
What to Expect out of your Team Your team should be challenged. They should feel some pressure to deliver their best work and meet deadlines. They shouldn’t, however, feel constant and unbearable pressure, as if they are stranded on an island. Finding that balance isn’t always easy, but as a leader, checking in on their work load is important. This will also earn you better results in projects. Keep your expectations at an achievable level, but by no means set the bar too low. You want your team to be able to meet goals and objectives while being challenged to do so.
Sowing the Seeds Give team members the ability to volunteer. This ensures they are interested in the part of the project they will be contributing. This also means less need for pressure from you because they will be engaged and accountable. Allowing your team opportunities to brainstorm and be creative will also increase the team's accountability and level of individual contribution. Take some time to do individual mentoring. Although 1 on 1’s can be difficult to make time for, they are immense benefits. Talk about the personal and professional goals you team members have in mind for themselves. How can you make these align with the goals you have set for them?
The iPaaS+ Difference Our teams are focused on the customer and our project leaders help align the questions they ask to solve problems with the perspective of the client. Our project leaders ask the hard questions and take a different approach to answering them. They try to help their teams free their minds to new possibilities and creative solutions.