Good staff are good for growth

The world is changing at lightning speed. Sometimes it feels like every day there’s new technology to master, new ways to connect, and new tools that can help you be more efficient. All that can feel a bit much sometimes.

An extra pair of hands might help. Having another person might mean you could: 

• gain someone with the very skills and knowledge your business needs to take a great leap forward
• learn fresh ideas and insights from them that lead to creative solutions
• focus on working on your business rather than being bogged down by day-to-day tasks. 

Hiring someone could be the boost your business is waiting for to help turn it into a trailblazer. But do you really need another person? To figure out if you need to hire someone, ask yourself these sorts of questions: 

• Does my business need skills to grow – skills the business doesn’t have?  
• Am I constantly doing the “same old, same old” because I don’t have time to explore new ideas and meet interesting new people? Do I cut corners because I’m busy, then end up giving customer service that I’m not proud of? 

If you answer yes or maybe, then check out tips on business.govt.nz to dive deeper into hiring people. 

Figure out when to hire staff — business.govt.nz

Learn about alternatives to hiring an employee — business.govt.nz

Get off to a good start, and pay fair

Hiring someone won’t be the answer to all your prayers and may not be what your business needs. For example, if you’re not sure you’ll have a steady stream of work, you might try working with a contractor first. 

Having staff can be a big step for small businesses, so kia tūpato – be careful. You have rights and obligations. So does your employee. Knowing what they are for both parties helps avoid stress and complications down the line. And a business with less stress is a business that’s more likely to thrive. 

When you’ve got an employee, you must have a written employment agreement, so we’ve got a handy tool to help you create one just for your business. 

Use the Employment Agreement Builder — business.govt.nz

Pay the minimum wage, and pay fairly — business.govt.nz

Hiring takes time. Believe it or not, the costs can run into thousands. Writing a job ad, reviewing resumes, interviewing candidates, preparing contracts and welcoming and training staff – those are just a few of the steps. You want to be sure you get things right.

Here’s a checklist of what you need to do:

1. Define the role – the skills, hours, salary, and so on. 
2. Choose an employee type – for example, would you be better off with an employee or a contractor?
3. Check your costs – use our Employee Cost Calculator. 
4. Find the right person – write the ad, advertise, interview, and do reference checks. 
5. Make an offer – create the employment agreement with our Employment Agreement Builder and give the person a written job description. 
6. Sign the agreement – and make sure the person signs the agreement too, before they start.
7. Get ready – for example, organise equipment they need, and plan their induction.
8. Complete any remaining paperwork – for example, you may need to sign them up for KiwiSaver. 
9. Settle the person in – show them around and make them feel welcome. Remember to explain your health and safety procedures too. That’s a must.  

Employee Cost Calculator — business.govt.nz

Employment Agreement Builder — business.govt.nz

See an overview of the hiring process — business.govt.nz

Work through a to-do list before your employee starts — business.govt.nz

For staff to shine, they need to be clear about their role and responsibilities, and feel respected and valued. Say a cheery “Kia ora!” regularly and ask how they’re going, especially when they’re new. 

Having a chat once or twice a month gives you a feel for what’s happening. If they’re on the right track, you can encourage them with a motivating, “Well done!” Or if things don’t feel right, you could help them figure out how to fix a problem. That way, you won’t just deal with a problem – you’ll also have grateful, loyal staff who know you support them. 

Chatting also gives your employee a chance to say if something’s bugging them, and to pick your brains. They might even tell you how much they love working for you!

Regular performance appraisals are a good idea too. Do three main things to make the most of them:

1. Tell your employee what you need from them – work with them to set achievable goals and objectives, and explain why those matter. 
2. Discuss how they’re doing – be honest, and ask them how they see their performance. 
3. Take and share notes – make notes and give your employee a written summary afterwards. A summary gives both sides a record, which especially matters if the employee is not performing. 

Improve your management and leadership: Overview — business.govt.nz