First Employee

[chonok]

I am potentially looking to take on my first employee, but one thing that bothers me is holidays.

That is my holidays and not the employees.

It will be an office based job and when I go away there will be no-one else around to open up. I suppose I could give them a key, but they are going to be very junior and i'm really not sure if I would trust them. Even if I do find someone to open up, how the hell I am i supposed to make sure that they actually turn up somewhere near on time and do some work!?

[bitchstewie]

If you're employing someone and you have that little a level of distrust in them you're employing the wrong people.

The fact someone is junior shouldn't automatically mean you cannot trust them.

I'm not sure what you're asking tbh. Are you asking how to hire someone you can trust, or are you assuming whoever you hire cannot be trusted and asking how to ensure they do what they're paid to do?

[chonok]

I'm saying that they are going to be quite junior (probably 19, 20 ish) and I wouldn't have trusted myself when I was that age!

[dartissimus]

The joys of having your own business.
Make sure you employ wisely.
I've been beaten to the obvious answer, it's all about trust
If you do trust them, then they will earn money for you whilst you're away.
Otherwise make them take the same holidays as you and continue as you are.

[chonok]

dartissimus said:

The joys of having your own business.
Make sure you employ wisely.
I've been beaten to the obvious answer, it's all about trust
If you do trust them, then they will earn money for you whilst you're away.
Otherwise make them take the same holidays as you and continue as you are.

Thanks, a more reasonable answer.

Can you make an employee take certain holidays?

[INWB]

chonok said:

Thanks, a more reasonable answer.

Can you make an employee take certain holidays?

We told staff that they had to take 3 days holiday at Xmas (and because I frankly couldnt be bothered being open over xmas they typically got a few extra days "free" because I liked to treat them well).

It would be unfair though to dictate holidays around your schedule. How would you feel if someone did that to you?

On the original question - others have made the main point but just to put another angle and suggestion on it. Do they NEED to be in an office to do the job? Wat is this person going to do? If admin related, rather than shipping or something that needs you to be physically on site, why not let them work from home? If you're office isn't set up for home working then your business is unlikely to be scalable or particularly secure (from a data perspective).

In my view a person being employed should be managed on outcomes, not mere physical presence in a place (dependant on job of course). As such if the initial fear is they will skive then if they do it is your fault and no one else's. By setting clear KPIs and objectives then who cares if it takes 3 days in an office or 1 day at home? It is up to you to ensure employee's have the means to be productive. If the issue with home working is technical then get a better IT company.

[R1 Indy]

Would it not be simpler to give them (staff) their holiday at the same time as yours? i.e. have a holiday shutdown?

[Neilsfirst]

You could always lower the wage on offer and give them double the holidays,so they are off when you are and can take their own holidays too.

It does all come down to trust and you really shouldn't judge other people by what you were like at their age.

[bitchstewie]

I suspect you'll know soon after employing them if you think you can trust them.

I don't think the fact they're junior automatically means they're going to be trying to duck out of anything.

Maybe I'm a little naive and I guess it's easy to say as an employee but people tend to rise to the level of trust you show in them.

Personally being told "I'm going on holiday so you'll have to take the time off too because I don't trust you to do your job whilst I'm away" would do wonder for their morale no doubt - but that's not what you seem to want to hear

[4x4Tyke]

chonok said:

I'm saying that they are going to be quite junior (probably 19, 20 ish) and I wouldn't have trusted myself when I was that age!

Me neither, but as I've gotten older I've realised there are many youngsters more responsible than I.

Learn to chill out a little regarding your leadership, inspiration, being a good role model and clear expectation work wonders and trump command and control style management. Good Leadership will continue to be effective during your absence.

Look for somebody that freely engages in responsible behaviours voluntarily, Cadets, Scout Leadership, St Johns etc.

Before you leave, make sure you sent some clear expectations, pace those over the period and give a few clear milestones. (e.g. "This is important and needs to be completed by cob Tuesday, do one of these Wednesday, Thursday, Friday etc. Take a look at these if you have time.)

Pr-equip them with dealing with contingencies, e.g. if they come to with a problem, ask them what they would do. If it is reasonable go with it even if it is not your solution. "This is what I would do, but your solution is good/not appropriate here because of X but if Y would be great approach"

Given them a safety net to call you with a problem, but given them confidence to take the initiative on dealing with minor issues.

Instead of considering this a problem, consider it an opportunity to stretch and develop them as a employee.

Edited by 4x4Tyke on Wednesday 27th April 17:21

[slipstream 1985]

Bonus if they perform when your away. Or an evaluation of their pay on how they do without you. Even a small stake in the company?

[chonok]

Thanks for the suggestions everyone.

A few very good points and having thought about it over the weekend, i'm probably over-thinking it/worrying more than I need to.

Cheers.

[veevee]

slipstream 1985 said:

Bonus if they perform when your away. Or an evaluation of their pay on how they do without you. Even a small stake in the company?

Stake in company to new staff member has problem written all over it. Not worth it.

[hotchy]

Go on holiday, deal with it after. If they turn up, etc great. If not then theirs a perfectly acceptable reason to be sacked. Then try again with another.

As for juniors, my local shop gets opened up by a guy whos just turned 18 at 5:30am. Guy always gets there and does the work until his boss appears. He told me only reason he has the job is because he's about £2 an hour cheaper than the over 21's.

[AyBee]

I think the main point is don't hire yourself I would have turned up and just got on with work when I was that age. Depending on what you do, perhaps offer a financial incentive while you're off for a specific target just to motivate them that bit more while you're away?

[dartissimus]

You've not told us what you're doing.
Would this employee handle money ? deal with the public ? could they screw your reputation?
Or just work in a warehouse/factory.
In other words, how much damage could they do whilst you're away.

[okgo]

I was left to open up a shop and run it essentially when I was 18, not everyone out there is a complete spud tat can't follow instruction or motivate themselves to turn up each day. Find that person.

[Terminator X]

You've got 2 years to keep firing people on a whim so keep doing that until you find someone trustworthy.

TX.

[Jamster123]

Staff.... Thats when the fun begins.

For me, Setting up business, generating work and making clients happy was actually very very easy.

Expanding and finding staff you can trust, share your enthusiasm, and get to work to your standard, or as close to as possible.... is the difficult part.

Edited by Jamster123 on Wednesday 4th May 06:54

[mike74]

As your main concern seems to be unreliability based on their age why don't you take on someone a bit older? What's restricting you to only employing someone aged 19-20ish?