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MenuHow to build a web design team and grow my business?
I am looking to build a team of web design and I personaly would like to focus on sales and managing the business more than geting involved in all daily tasks (which I do now). I want to grow and have more familly time rather than do all myself.
Answers
I cofounded a development agency that's grown to over 150 employees, so I know this topic intimately.
First off, you're on the right track. Even recognizing that you want to get yourself out of the minutiae puts you way above most founders. What you need to do is learn to delegate. The trouble is, that's a lot harder than it sounds.
It sounds like right now you're wrapped up in doing a lot of daily tasks. That's a natural impulse for a founder – after all, you want things to be done right.
But here's an exercise I'd recommend: make a list of every single task you have to get done within the course of a day. Everything on your to-do list. Then, circle every item on the list that only you are capable of doing – so only circle the items that no other person could do.
Chances are, you'll circle very few, if any tasks. Now for all the items that aren't circled, write the names of anyone else who could do the task next to it. Then, pick a person and delegate each task. It's that simple!
Delegation is hard at first, but it's vital if you want to grow. Once you free yourself from minute detail work, you're free to think and act like an agency head and see the bigger picture.
It's amazing how much clearer things get when you can give yourself more room to breathe. Trust me, you'll thank yourself for it.
I think Ben gave very useful advice. Identifying your task list is what I recommend to anyone in your shoes. I would just add that it may not be possible or the best idea to delegate within your existing team of developers. Instead you may want to ask what tasks from your day-to-day are the ones that you provide the most value to (or what you want to be doing). Bringing someone in to help manage your growing overhead may be worth considering.
If you aren't at the point that you want to bring someone in, you may also want to try adopting some team management techniques from an agile methodology. This could provide a huge benefit by allowing a huge portion of daily tasks to be team driven. You can step back and just focus on the product backlog prioritization and maximizing value.
Running a web design firm is like running a tight ship. There are processes in place that you have to strictly follow to ensure that you grow. Every single day can be an uphill battle, what with all the leads, sales, and marketing that you have to do, and all other things that need your time and attention. Luckily, there are tools out in the market that can help lighten your burden a little bit.
Here are a list of tools that can help you with your web design business:
Internal communication is an important aspect of a team. A crystal clear communication helps you move forward and attain your goals together. Slack is a reliable tool for your team's internal communication.
Productized Web Design Business Vault for finding high volumes of potential audiences in a given niche. If you are looking to get some traction and more contact, this tool is a good to use.
Process Street can house all kinds of documentation processes that you have going in your company. A paperless way of keeping all kinds of information. It can also double as a checklist and automate your simple workflows.
Google Docs for creating documents and real-time collaboration within the team.
Use OffSprout in building your client website since it is particularly created for Web Design businesses. A good client relation is very important in a lot of things, and a high churn rate will impact your business negatively.
CallRail is a good tool to keep track of your call leads and know from what location they keep coming so you can exploit the opportunity to grow your business.
PipeDrive is a good tool for managing your sales and customers from one stage to the next. It also has a Slack integration that makes it even handier.
HelpScout is a good tool for mapping out your clients' tickets and keep track of them.
use Xero for your accounting concerns and keep track of your cash flow.
Gusto makes your payroll process easier so you can better take care of your employees.
Feel free to reach out if you have any further questions.
When business is run by designers and programmers, they are the most powerful experts in the company. As a result, all tasks are closed to them, everyone runs to them for advice. And then you do anything but business, strategy and development. The leader should be primarily a good manager. Learn how to delegate responsibility and build autonomous structures within the company - departments that operate on their own, without your constant participation and control. And for this you will need people who need to be taught everything and actually entrust the company to them.
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If you are going to use Social Media Marketing. I would recommend you create a Pinterest wall of your work and back link them to your site. Try that.BK
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What does your a team look like for a software company of ten or less people? Or, how do you think it should be?
Instead of looking at who does what .. why not look at the things that need to get done for a small techology team. Product: 6 people - 3 full stack engineers - 2 front end developers - 1 designer / product person Marketing & Community, 1 person - Full time hire, or CEO Support & Operations, 1 person - Part time hire, or CEO + Whole team I believe it's important for everyone on the team to help with support. Also, if you have a great product, then support shouldn't be that taxing. Q&A is usually needed when you have a bad development process (no unit testing or continuous integration deployments). Outsource everything else. - Bookeeping - HR stuff - Legal - Government program paperwork Hope that helps. P.S. I would put as many people on product as that's where you'll get the most bang for your buck.DM
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Should I ask for equity when joining a startup? When/how? (And whom should I call via Clarity?)
If the team has aspirations to build a venture backeable business (i.e. Raise money for equity), then of course you should ask. Ask the CEO if he has a ESOP (Employee Stock Option Plan), and if it's part of the compensation package. You're allowed to ask. As for the right person on Clarity, pretty much anyone in this list https://clarity.fm/browse/raising-capital/venture-capital Tom seems to be fast to respond.DM
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What are some early symptoms of conflict between people working on a team together?
The number one would be shipping product (or anything really) out in front of a customer. If you can't work together to get something done fast, that is usually a huge indicator that somethings wrong. That usually means your values or mission aren't aligned.DM
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How to deal with co-founders that aren't pulling their weight?
I feel your pain — I've been there several times in a couple of my companies. Each situation ended up being unique, and had to be handled differently. I think there are a few things to consider before you make your decision: -- 1. What is in your cofounder's way? Is you cofounder being held up by a lack of clarity? Lack of motivation? Lack of autonomy? One of my past cofounders was very good at getting the job done, but didn't naturally have the skill to lay out tasks in a manageable way. To get around this, I worked with the whole team (4 people) to write up process documentation that removed the need to "figure out what to do next" that was tripping up this cofounder. -- 2. What job was your cofounder brought on to complete? And is it being completed? One of my companies brought on a cofounder simply to give us a marketing platform — he had a huge online audience — but he did nothing else. At first, this caused tension; once we had specifically laid out who was on the team and for what purpose, it was easier to identify where responsibilities lay. -- 3. Is your cofounder capable of doing the job? One of the more painful ordeals I've gone through in business is bringing on a good friend, then realizing that — despite his talent and intelligence — he just wasn't able to perform the job I'd hired him for. His skills were better suited for a different job: he needs hands-on management; he works better with repetitive tasks that don't require big-picture thinking; he lacks assertiveness and confidence, which were critical for the management-level role he'd been hired to do. After I tried to clear everything in his way, it became clear the company couldn't survive if he remained on the team. I had to lay him off. -- 4. Do you just simply not like the way this cofounder works? In one of my startups, there was a cofounder who I didn't know all that well, but he had amazing industry contacts and domain knowledge. However, once we started working together it became clear that we had VERY different working styles. He drove me completely nuts with (what seemed to me to be) a very ADHD-style of planning, with projects starting and being dropped and then coming out of nowhere with a call at 21:00 to discuss something critical that would be forgotten tomorrow. I'm sure I drove him nuts, too. So eventually we ended up selling that company — it was that or shutter it — because we knew there wasn't a chance we'd be successful if we continued as we were. -- Working with other people is tricky in general. Our instinct is to assume that we're the best workers on the planet and everyone else is incompetent, an idiot, a slacker, or all of the above. Usually it's a combination of an organizational-level lack of clarity, poor communication, no processes, and (sometimes) plain ol' we-don't-see-eye-to-eye-on-things-ness. Hopefully that helps. Feel free to get in touch if you'd like to hear specifics on my situations, or if you'd like any help devising a strategy for resolving your cofounder trouble. Good luck!JL
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