This document provides guidance on developing structure in a business by establishing clear roles and responsibilities for staff. It recommends that every staff member have a written job description created with their input. Managers should also be selected to help diffuse situations and communicate goals and updates. The process involves staff writing their own job descriptions, creating official versions, holding meetings to discuss the new structure, and evaluating its impact after 3 months to make changes as needed. The goal is to empower staff and allow the owner to focus on higher priorities.

1. Ameann DeJohn
www.ameann.com

2. Developing
Structure in
Your Business
The key components to getting your
staff running the business for you

3. Like a puzzle, your business is nothing if
not organized and with all the pieces in
place.
A great product, wonderful services and a
beautiful atmosphere is not enough to run
your business.

4. You Ask Jane…
 where can I find a pencil?

5. Jane says…
 “ask Doug, I think he knows where they are.”
Doug says…
 “ask Beth, she orders supplies.”
Beth says…
 “no I don’t, John does.”
John says…
 “ask Jane.”

6. It’s the End of the Day
 and I’m still looking for a pencil!

7. What If You Could Focus on
More Important Things?
o budget
o marketing
o new machines
o research
o advertising
o growing the business

8. I. Every Member of
Your Staff Needs a
Job Descrip@on

9. CreaBng Job Descrip@ons
 have your staff write their own
o what do you do on a day to day basis?
o what do you want to do here?

10. Do Not Ask What They Do
Not Like About Their Jobs
- ask what they don’t like overall
 what would you like to see different?
 what are your suggesBons on how to
make the company beIer?

11. Their Words
=
Their Jobs

12. WriBng Job Descrip@ons
 Take your staff input and create a job
description based on what they do and
what you need them to do
 Or, refine existing job descriptions based
on what they do

13. I enter the mailing list into the database and I contact
customers when we have events or promotions!
> Database Manager and Customer Loyalty Program Coordinator
I’m always finding new products online and in magazines. I wish
we could sell them and use them here.!
> New Product Coordinator, Sales
I make sure the client files are organized and up to date, then I
file them!
> Lead Assistant, Filing, Creating New Systems
I’m always putting out fires and telling the girls how to handle
situations!
> Manager

14. Job DescripBons Mee@ng
Schedule a meeting to hand out job
1 descriptions and discuss purpose and how
you see the company benefiting from this
implementation
Tell them they have 2-3 days to review
2 their descriptions and add to it. This is
their time to make changes.
Announce 3 month reviews for
3 entire staff.

15. Your Staff is Empowered
 they know their responsibilities
 they know who is doing what
 you can focus on more important things

16. II. Choose Great
Management

17. Elect Managers
You Can’t Be Everything
 Employees spend so much time giving themselves that it is important
that they feel they are getting that from their boss
 Elect managers who you are comfortable with
 Look for people who see the big vision and company goals
 Choose someone who is not ultra sensitive to direct or tough
communication
 A manager is a great way to diffuse a situation before it comes to you
 Elect 1 manager to every 5-10 employees

18. This?
YOU

19. Or This?
YOU

20. Add Key Players as Managers Be
Behind Them 100%
If Not…
 They become disgruntled
 They lose motivation
 No one sees the greater good of the company
 No one minds goals

21. II. Put it to Work

22. Weekly Manager
MeeBngs
 learn what is going on in the company
 spend more time with the managers than you spend with the
employees
 bond with the managers and let the managers bond with
their group. Don’t cross the lines.
 back them and listen to their concerns

23. Manager MeeBngs with
Employees
Direct your managers to have employee meetings 1 time
each month
 1 hour meeting
 ½ hour training
 ½ hour positives like company goals and
upcoming events
> managers disseminate owner’s info to employees

24. Decision Making Time
3 Months from Implementation
 is the situation improved?
 gauge the motivation, success and work of your staff
 this is the time to make changes!

25. Who is
With You?
 Usually by now the people
that you had doubts about
are ready to leave
 This is the time for that to
happen
 Others that are happy with
the new structure will
flourish

26. AMEANN SOLUTIONS
Finding Solutions for the Beauty Industry
www.ameann.com
Direct: 818.521.4593