A key manager dies. Without systems over people, so is your business

A systems-over-people approach means your business won’t fail when key people leave.

Nobody wants to think about the negative aspects of life, especially in business. But think about your key figures. Perhaps an integral employee suddenly dies; can your business survive the impact?

If there’s one thing you get out of this article, it’s “your business should depend on a solid system rather than the talent of a single employee.” To achieve that, you need to take a systems-over-human approach.

What is ‘systems over people’?

‘System over people’ means protecting your company’s internal processes by developing a well-trained and flexible workforce. This means having:

  • Formalized and documented systems
  • Employees trained in your systems
  • Those systems have been consistently tested and re-tested to ensure maximum efficiency

You must ensure that your staff is fully prepared to change roles and responsibilities within your organization at any time. As an owner, you must protect your business from the effects of terminations, promotions, illness and death.

Of course you need quality people, but a systems-oriented approach helps all employees to develop and maximize their potential.

Regardless of the size of your business, document and maintain a systems-based approach to running your office. Great employees and disciplined systems will equate to great success.

Developing an internal business process

Develop an employee training management system with a focus on these two types of processes to be put in place:

  1. The owner must have a written document for key personnel: managers, leaders, etc.
  2. Those critical people should develop their own documents for their department.

Your company should work towards the goals you set in your business plan, but each department should also work towards its own goals.

It is easier to implement departmental systems if your business plan is documented and you have developed it Critical Performance Indicators.

What does the company want to achieve with someone leading the accounting department? What are the goals and timeline to achieve the stated goals for that department? Whoever you hire to lead that department needs to know exactly what is expected of them because of those processes.

The heads of each department should take responsibility by writing their process, provided it aligns with the company’s core goals.

You’ve probably heard that your company should run like a well-oiled machine. These internal business processes are detailed instructions on how the business functions and how to replace a broken gear.

How often do you need to edit and revise your processes?

Unlike a business plan, which should be edited and revised once a year, review your internal business process every six months. We understand that things change. Nothing ever stands still, and neither do your processes.

Look at your processes and identify areas that need correction or revision.

Spend time reviewing this plan and take your time. You shouldn’t just flip through your writings and call it a day.

If you have a flawed system, it doesn’t matter who you bring in to take over a specific role. Would the Chicago Bulls have won so many championships if Jordan was the only good player on the team?

A mission that everyone should support

The goal of any business is to ensure that everyone is pursuing the same goal: more profit or more sales.

With the right system-over-people approach, you will get there too. Implementing a people process system can be daunting, but if you take the time to do it, it can prove to be a worthwhile investment.

Developing an internal business process starts with discipline. If you’re looking for help getting started with your ‘systems over people’ approach, get in touch with one of our business management experts by filling out the contact form below.