SETTING up my own public-relations (PR) firm was one of the wisest and most strategic decisions I made in my career life. It brought freedom and advantages of sorts that would have been unattainable if I stuck with just being somebody else’s employee.
But this move was not without its risks and problems. And one of the challenges that remain constant in managing a business is people management and/or finding the right talents, aside from ensuring a healthy business profit, of course.
Being a business owner for 15 years now, I have encountered almost all types of employees from the hard workers, the professionals, the proactive, the loyalists, the boss-pleaser, down to the complain-machine and the lazy office staffers.
Treating staff like family
SINCE my management style is quite personal (as I treat my staff like family), I find it rewarding to see my people grow and realize their potentials.
I tell my team that my commitment is to train them well and to fully equip them with the necessary skills that will prepare them to face a world with bigger challenges. Once they join my fold, so to speak, I guarantee that they will become better professionals. I value each and every one of them.
But, at certain points, managing people becomes stressful, particularly in instances when I would encounter nonperforming members or when supposed assets turn out to be liabilities. Not only does it affects workflow, but also the harmony in the workplace. Frustrating, is it not?
No fixed formula
I ACKNOWLEDGE the fact though that a fixed formula for recruiting the perfect team is nonexistent if ever there is or was, then hallelujah! But there just isn’t any!
Finding the right team is a continuous process of mixing and matching, or a trial-and-error method. You hire the good ones, hoping that they would get along with other members of your team. You give them reasons to stay and reasons to enjoy and love their work, hoping that they would reciprocate the gesture through a job well done! But there’s no assurance.
Struggle to find the right talent
IN fact, in an article published by www.forbes.com titled The T8 Great8 Challenges Every Business Faces (And How to Master Them All), it mentioned: Despite high unemployment, many companies struggle to find the right talent with the right skills for their business.
For instance, it stated: Many new manufacturing jobs require high-tech skills. They include positions at factories where computers are used to create products, like airplane parts and machinery. Because of changing technology, businesses are struggling to find qualified workers with information-technology skills, problem-solving abilities and deductive reasoning skills.
While PR work is not as technical as manufacturing jobs, it still requires certain skills that would make one a pro and not a problem. Sure, it may be easy to get hired by a PR firm, but penetrating the industry is a different story altogether.
Hard work pays off
SO if you want to keep your job be it in PR or not, you got to perform well. Be consistent with your output. Keep in mind that hard work pays off. Although there will be times when work becomes overwhelming or discouraging, passion and love for the job will see you through.
But if the spark isn’t there to begin with or you dread going to work, be a professional and get out, or else you’ll be the problem that management will hate to fix.
PR Matters is a column by members of the local chapter of the UK-based International Public Relations Association, the world’s premier organization for PR professionals around the world. Milen Sison-de Quiros is the president of Full Circle Communication Inc.
We are devoting a special column each month to answer our readers’ questions about public relations. Send your questions or commets to askipraphil@gmail.com.