Many heart-centered service business owners are reluctant to create even the most simple routines in their business practices. The reasons range from lack of information about how, what and when, to a true aversion to doing the work required. Furthermore, unless you’re working in a regulated industry, you will likely go through a trial and error process as you develop your routines and offers. We understand!

“Flying by the seat of your pants” might work for a while, but without routines and best practices, growth will be hindered. This becomes most obvious when you endeavor to bring on new team members.

You Cannot Build Your Team without creating Best Practices

For the past few years I was the creative and marketing partner in another person’s business. I created the structure and platform for the entire back end of his business. I know how it all works; he has no idea. Now that I’m preparing to turn this part of the business over to someone else, I’m preparing a step-by-step manual that covers everything needed to manage and engage with prospects, clients and subscribers. It is the only way I can turn this over effectively. Without it, the training process would be overwhelming, for me and the other person!

Could I have done this as I was creating the procedures? Yes. Did I? No. But I did create spreadsheets to track subscribers, and email templates that I used over and over to communicate with our subscribers. That enabled me to easily on-board and out-board people more efficiently, and to more easily write the mini-manual.

One of my clients is working on systems improvement right now. She’s recently hired a new team member. Although she felt overwhelmed in the beginning, she’s starting to feel excited about establishing routines and best practices. She’s doing this in partnership with her new hire, which is a completely legitimate approach. A new team member comes with a fresh perspective; they will ask questions and make suggestions you’ve not even considered. Furthermore, they can help you create your “operations manual” so that you, they and any future employees (or subcontractors) will have an easier time learning “the way we do things around here.”

Over the next few days we’ll offer short checklists that will help you think about the internal systems you might want to upgrade in order to improve efficiency, and more easily onboard new team members when the time comes.