Expert Framework, onboarding and kanban: why without them business begins to fall apart after the first 10 employees

A compote of terms 3 Ingredients for Bringing Order to Business
When we start a business, everything revolves around and thanks to the energy of the owner.

But when the business is gaining momentum, and the company has more than 10 employees, the energy of the owner becomes too small.

And the demand for growth is still there!

And then there will be new people...

How often does it happen?

Imagine a new employee coming to you full of enthusiasm and strength.

And it began:
- "Ask Fedor Semenich"

“Look how Praskovya Pallna does.”

- Oh, that was in the MAX chat... Or Telegram?

After a week, the person has a porridge in his head, after a month - he either adapted to the chaos or is looking for a new place. He never understood how it works here.
A familiar situation?

Now I suggest that we talk about the system, specifically about 3 important ingredients.

FRAMEWORK (Water is the basis for compote or the “rules of the game”)

Framework - It's a framework, a framework that describes how we work.

What can be included in the company framework:

1.1. Organizational structure

1.2. Communication standards

1.3. Key processes

1.4. Quality criteria

Why it matters now:

• When a new branch opens, you will not physically have the ability to “control everything.”
• We need a clear framework – this is how we work with customers, this is the quality standards, this is how we report, etc.
• Framework = framework, the DNA of the company that allows you to grow without loss of quality.

ONBORDING (“Sugar is an entry sweetener” or how not to lose a new employee in the first week)

If every newcomer brews in chaos for months, we lose:

• Money.
• Time.
• And reputation.

He will at least tell his family that you cannot cook porridge with you.

Example onboarding scheme:

Day 0 (before departure):

Access to systems was prepared, accounts were created in work services, a mentor was appointed, a welcome package was sent: who we are, what we do, our values, the workplace is equipped.
Day 1:

Acquaintance with the team (by structure), tour of the office / acquaintance with the remote format of work, issuance of a checklist for the first week, explanation of the framework, how we work.
Week 1:

Studying the database: our products, services, customers, monitoring the work of an experienced employee, analyzing 2-3 typical cases, daily 15-minute analysis with a mentor.
Week 2-4:

Independent work under supervision, weekly feedback from the mentor and the supervisor, filling in the CRM, the first independent project.
Outcome of the month:

Meeting with the head: what happened, what did not, adjustment of areas of responsibility, inclusion in a full-fledged workflow

In the end, The new employee is starting to benefit not in 3 months, but in 2-3 weeks.

onboarding tasty entrance, without bitterness and allergens, an investment that pays off already on the second employee.

KANBAAN ("Curage" or "how to finally see who is doing what")

Do you now have a CRM that is “terror” because employees don’t use it?

You know why?
Mostly because they don’t know the instrument.
And so, of course, they... incomprehensible, inconvenient and meaningless.
And I have to admit, sometimes. It is a great way to convey these meanings to employees....
Kanban This is a visualization of your workflow.

The most striking example of transactions in sales:

• New application - the lead came from the site / social networks
• First contact./qualification Manager contacted, clarifying needs
• Formation of a commercial offer We choose a solution, agree on the details
• Harmonization - the client thinks / makes changes
• Prepayment Signing of the contract and prepayment
• Implementation - Work's on.
• Delivery Acceptance of work, filling out reports
• Closure - feedback, final calculation

Each trade = a card that moves through these columns.

What does that do?
Each employee sees where and who of the customers is on the way to give money to the company, and the manager sees how many transactions at each stage and does not hang over the soul of the employees with questions, as a result:

Timing control

If the application hangs in the “First contact” for 3 days, this is a problem.
Analytics

It becomes clear where customers are lost (maybe we prepare for too long or forget about the client and he goes to the competitor?)

Motivation

Managers see their progress and easily manage the sales process.
Kanban is not only a dried apricot, but also an X-ray of your business.
As a leader, you can see where it hurts.

In the dry residue:

• New employees get more productive faster
• Processes don’t break down when someone goes on vacation or quits.
• You can open branches – they will work according to the same standards.
• The leader ceases to be a narrow neck. - The processes work without it.
• Employees stop duplicating functions – it is clear who is responsible for what

IMPORTANT:
The compote from the framework, onboarding and kanban is not “extra work”.
It's enables:

scale without losing quality

grow without turning processes into chaos

rest without fear that everything will fall apart
The energy of the owner is a finite resource.

Systems don't limit. Systems release.

Start small.