Most companies work out of offices but aren’t in the business of office management. You didn’t go into business for the administrative work. You pursued your talents and your passions and then the office responsibilities came along when you turned those passions into a viable venture. For your company to continue to grow you need to hire an office manager who’s just as professional and capable at their job as you are.
The administrative tasks of running a company add up quickly. It involves everything from managing inventory and employees, accounting, HR, utilities, office supplies, reception and more. Many companies, especially small and new businesses, manage their offices with various team members handling these administrative responsibilities. As you grow, your team’s responsibilities grow. A disorganized, unsupervised office-management system affects your company negatively in many ways.
Misused Talent
Your company relies on the business-savvy of your partners, executives and employees. This could involve industry knowledge, financial acumen, networking contacts, market awareness or skilled craftsmanship. It’s poor management to ask people who have other skills to devote their valuable time to office-specific responsibilities. Leave tasks like communicating with landlords, physical plant contractors, or any other administrative duties to an office manager.
Productivity Delays
Every moment that skilled staff spends doing office administration, especially when it’s not their area of expertise, is a moment wasted. Your staff could have spent that valuable time doing what made you successful in the first place. They can’t do their jobs when they’re trying to be an office manager too.
Inefficient/Overlapping Administration
To be clear, an office manager is far from a subordinate. When there is no one in charge of office administration, even the most team-oriented staff will suffer from a lack of coordination. Some tasks will be done twice, while others may be neglected entirely. There are so many responsibilities that come with running an office successfully. A professional, experienced office manager sorts, prioritizes, accomplishes and even delegates tasks to make sure everything gets done in the most efficient way possible.
High Stress/Long Days
All of this added work and inefficiency adds up to dangerous stress levels and long working hours that can lead to burnout, and quickly. Your employees can no longer do what they were hired to do, and your office can’t process its administration on time. Without an office manager, what was once an ambitious and promising institution gets quickly trapped in administrative work.
If your company has yet to hire an office manager, you must be aware of these negative consequences. Seriously consider hiring a skilled person before you’re put at a disadvantageous position in the marketplace. Still not sure? Here are the answers to a few questions you may be asking yourself.
Questions to Ask Yourself About Hiring an Office Manager
Is there enough work to hire a new employee as an office manager?
Yes. There are countless responsibilities behind managing an office in any industry. A sophisticated, qualified office manager can take on the tasks your staff is currently juggling. However, an experienced professional can uncover and solve weaknesses and inefficiencies that you never even knew you had.
Can’t I save money by keeping my staff the same size?
No. Inefficiency in any aspect of your business costs you money, even in the short-term. Hiring an office manager is not simply a money-saving maneuver, it’s a money-making one. Consider this hire an investment in efficiency and the numbers will prove you right.
Won’t training a new employee take more time than it’s worth?
No. Just as a new employee represents a financial investment, that employee requires a certain amount of orientation that will quickly pay dividends. If you take the time and advantages of the right resources to find a professional, proficient office manager, the training time will be minimal. The results will be worth it.
