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Building a Winning Team: A Small Business Guide to Hiring, Onboarding and Managing Staff

Hiring staff is an important step for small business owners as they look to grow and expand their operations.

Whether it’s an administrative assistant to help manage day-to-day tasks, or a sales team to bring in new business, having the right staff in place is essential for the success of a small business. However, hiring staff can be a daunting task for small business owners.

From identifying the right candidates, to onboarding and training, and managing and retaining staff, there are many steps involved in the process.

This blog post is designed to help small business owners navigate the process of hiring staff, by providing an overview of the different types of staff that small businesses may need, steps for recruiting and hiring staff, tips for onboarding and training new hires, and strategies for managing and retaining staff.

By the end of this post, small business owners will have a better understanding of how to build a winning team and take the necessary steps to hire the right staff for their business.

Explanation of the importance of hiring staff for small businesses

Hiring staff is important for small businesses for a number of reasons. Firstly, it allows small business owners to delegate tasks and responsibilities, which frees up time for them to focus on other important aspects of running their business.

This can include things like developing new products or services, marketing and sales, and financial management.

Secondly, hiring staff can help small businesses to grow and expand their operations. With the right staff in place, small businesses can take on new projects, increase their production capacity, and serve more customers.

This can lead to increased revenue and profitability for the business.

Thirdly, having the right staff in place can improve the overall quality of a small business’s products or services.

With specialized skills and expertise, staff can help a small business to improve its operations, increase efficiency, and provide better customer service.

Lastly, hiring staff can also help small businesses to build a positive image and reputation.

With a team of dedicated, skilled and professional employees, a small business can establish itself as a reliable and trustworthy provider of goods or services in the industry.

This can help to attract new customers, and retain existing ones.

Overall, hiring staff is an important step for small businesses as they look to grow and expand their operations.

With the right staff in place, small businesses can take on new projects, increase their production capacity, improve their operations, and establish a positive image and reputation in the industry.

Overview of the topics that will be covered in the blog post

The blog post will cover several key topics related to hiring staff for small businesses. These include:

  • Identifying the staffing needs:

The post will discuss the different types of staff that small businesses may need, such as administrative, sales, technical, etc. It will also explain how to determine the staffing needs for a specific business based on products or services, target market, business model, goals, and budget.

  • Recruiting and hiring staff:

The post will cover the steps involved in recruiting and hiring staff, including job posting, interviewing, and background checks. It will also provide tips for finding the right candidates and making a job offer. Additionally, the post will discuss the importance of compliance with labor laws and regulations.

  • Onboarding and training:

The post will discuss the steps for onboarding new hires and training them on company policies, procedures, and systems. It will also provide tips for creating a positive onboarding experience and the importance of ongoing training and development.

  • Managing and retaining staff:

The post will explain the importance of managing and retaining staff, and discuss strategies for managing and retaining staff, including performance evaluations, incentives, and promotions. It will also provide tips for addressing and resolving conflicts or performance issues.

The post will summarize the importance of hiring staff for small businesses and encourage readers to take action and implement the information covered in the post.

By covering these key topics, the blog post aims to provide small business owners with a comprehensive guide to hiring staff, and help them to build a winning team for their business.

II. Identifying the Staffing Needs

Identifying the staffing needs for a small business is an important step in the process of hiring staff.

Different types of staff are required for different business models, products or services, target markets, and goals.

It's important for small business owners to determine the staffing needs for their specific business in order to ensure that they have the right staff in place to support their operations.

Some of the different types of staff that small businesses may need include:

  • Administrative staff: These employees handle day-to-day tasks such as scheduling appointments, responding to emails, and managing paperwork.
  • Sales staff: These employees are responsible for bringing in new business and maintaining relationships with existing customers.
  • Technical staff: These employees have specialized skills and expertise in a particular area, such as software development, engineering, or design.
  • Production staff: These employees are responsible for producing and manufacturing products or services.
  • Logistics and delivery staff: These employees are responsible for handling the storage, distribution and delivery of products or services.
  • Human Resources staff: These employees handle issues related to employee relations, hiring, and compliance with labor laws and regulations.

When determining the staffing needs for a specific business, small business owners should consider factors such as their products or services, target market, business model, goals, and budget.

For example, a small business that specializes in providing technical support services may require a larger number of technical staff than a small business that specializes in retail sales.

It's also important for small business owners to consider the future growth potential of their business.

If the business is expected to grow and expand in the future, it's important to plan for the necessary staff to support that growth.

By identifying the staffing needs for their specific business, small business owners can ensure that they have the right staff in place to support their operations and position their business for growth and success.

Discussion of the different types of staff that small businesses may need (e.g. administrative, sales, technical, etc.)

When identifying the staffing needs for a small business, it's important to understand the different types of staff that may be required to support the operations and growth of the business.

Some of the different types of staff that small businesses may need include:

  • Administrative staff:

These employees handle day-to-day tasks such as scheduling appointments, responding to emails, and managing paperwork. They also handle the day-to-day running of the business, such as invoicing and bookkeeping. They are often the first point of contact for customers, suppliers, and employees.

  • Sales staff:

These employees are responsible for bringing in new business and maintaining relationships with existing customers. They may be responsible for identifying sales opportunities, reaching out to potential customers, and closing deals. They also provide customer service and support to existing customers.

  • Technical staff:

These employees have specialized skills and expertise in a particular area, such as software development, engineering, or design. They are responsible for developing, testing, and maintaining technical systems, as well as providing technical support to customers and employees.

  • Production staff:

These employees are responsible for producing and manufacturing products or services. They may include assembly line workers, machinists, and technicians. They are responsible for quality control, and ensuring that products or services are produced in a timely and efficient manner.

  • Logistics and delivery staff:

These employees are responsible for handling the storage, distribution and delivery of products or services. They may include warehouse workers, truck drivers, and delivery personnel. They are responsible for ensuring that products or services are delivered on time and in good condition.

  • Human Resources staff:

These employees handle issues related to employee relations, hiring, and compliance with labor laws and regulations. They are responsible for recruiting and hiring new staff, providing employee training, and maintaining employee records. They also handle issues related to employee benefits, compensation, and performance evaluations.

Each of these different types of staff plays a critical role in the operations and growth of a small business.

By understanding the different types of staff that may be needed, small business owners can ensure that they have the right staff in place to support their operations and position their business for growth and success.

How to determine the staffing needs for a specific business based on products or services, target market, business model, goals, and budget

Determining the staffing needs for a specific business is a crucial step in the process of hiring staff.

Small business owners must consider several factors when determining their staffing needs, including their products or services, target market, business model, goals, and budget.

  • Products or Services:

The type of products or services a small business offers will largely determine the types of staff that are needed to support the business. For example, a small business that specializes in providing technical support services may require a larger number of technical staff than a small business that specializes in retail sales.

  • Target Market:

A small business's target market can also play a role in determining the staffing needs. For example, a small business that targets a global market may require a larger number of staff with language skills and cultural expertise.

  • Business Model:

The business model also plays a role in determining the staffing needs. For example, a small business that operates primarily online will require different types of staff than a small business with a brick-and-mortar store.

  • Goals:

The goals of a small business can also play a role in determining the staffing needs. For example, a small business that wants to expand its operations will require additional staff to support growth.

  • Budget:

The budget is a critical factor in determining the staffing needs. Small business owners must consider the costs associated with hiring and maintaining staff, and ensure that they can afford the staff they need to support their operations.

By considering these factors, small business owners can determine the staffing needs for their specific business and ensure that they have the right staff in place to support their operations and position their business for growth and success.

III. Recruiting and Hiring Staff

Once the staffing needs have been identified, small business owners can begin the process of recruiting and hiring staff.

Recruiting and hiring staff can be a time-consuming and complex process, but with the right approach, small business owners can find the right candidates for their business.

  • Job Posting:

The first step in recruiting and hiring staff is to create a job posting. The job posting should include a clear and accurate description of the job, including the duties and responsibilities, qualifications, and benefits.

  • Interviewing:

After receiving applications from potential candidates, small business owners should conduct interviews to determine whether the candidate is a good fit for the job. Interviews should be structured, and should include a series of questions that are relevant to the job.

  • Background Checks:

Before making a job offer, small business owners should conduct background checks on potential candidates. This includes checking references and verifying education and work experience.

  • Making a Job Offer:

Once a candidate has been selected, small business owners should make a job offer. The job offer should include a clear and accurate description of the terms and conditions of employment, including salary, benefits, and working hours.

  • Compliance with labor laws and regulations:

Small business owners should be aware of and comply with all federal, state, and local labor laws and regulations. This includes laws related to minimum wage, overtime, discrimination, and other employment-related issues.

By following these steps, small business owners can effectively recruit and hire the right staff for their business.

By taking the time to find the right candidates, small business owners can ensure that their staff is well-suited to the job and will be able to support the business's operations and growth.

Steps for recruiting and hiring staff, including job posting, interviewing, and background checks

  • Assessing Skills:

Before making a final decision, small business owners should assess the candidate's skills through a series of tests, such as a skills test or job simulation. This will give small business owners a better understanding of the candidate's qualifications and abilities.

  • Checking for Cultural Fit:

It is also important to check if the candidate fits the company culture and values. A candidate that aligns with the company culture and values will be more likely to be engaged and motivated in their work.

  • Consider Diversity and Inclusion:

Small business owners should consider diversity and inclusion when recruiting and hiring staff. This includes recruiting and hiring staff from different backgrounds and with different experiences. By having a diverse workforce, small business owners can benefit from different perspectives and ideas.

  • Offer Pre-Employment Benefits:

To attract top talent, small business owners may want to consider offering pre-employment benefits such as health insurance, retirement plans, and paid time off. This can be a powerful incentive for candidates who are considering multiple job offers.

By following these additional steps, small business owners can effectively recruit and hire the right staff for their business.

By taking the time to find the right candidates, small business owners can ensure that their staff is well-suited to the job and will be able to support the business's operations and growth.

Tips for finding the right candidates and making a job offer

  • Be clear about the job requirements:

Clearly define the job requirements in the job posting and during the interview process. This will help attract the right candidates for the job.

  • Look beyond resumes:

Resumes are important but don't rely on them alone. Look for candidates who have a track record of success, who are passionate about the job, and who align with the company culture and values.

  • Be flexible:

Be open to candidates who may not have all the qualifications listed in the job posting. Sometimes, candidates with a diverse set of skills and experiences can bring valuable contributions to the team.

  • Make the job offer attractive:

Make the job offer as attractive as possible. Offer competitive salary and benefits package, flexible working hours, and opportunities for growth and development.

  • Communicate the company's vision:

Share the company's vision and mission with the candidate, so they can understand the company's goals and how they align with them.

  • Be transparent:

Be transparent about the recruitment process and what the candidate can expect from the job, this will help the candidate make an informed decision about the job offer.

By following these tips, small business owners can effectively find the right candidates and make a job offer that will attract the best talent for their business.

By taking the time to find the right candidates, small business owners can ensure that their staff is well-suited to the job and will be able to support the business's operations and growth.

Discussion of the importance of compliance with labor laws and regulations

Small business owners have a legal obligation to comply with federal, state, and local labor laws and regulations.

Failure to comply with these laws can result in costly fines and penalties, and can also damage the reputation of the business.

Compliance with labor laws and regulations is not only a legal requirement but also important for maintaining a positive and fair work environment for employees.

Some of the key labor laws and regulations that small business owners should be aware of include:

    1. Minimum wage laws

Small business owners are required to pay employees at least the minimum wage as set by federal, state, or local laws.

    1. Overtime pay laws:

Small business owners are required to pay employees time-and-a-half for hours worked over 40 in a workweek.

    1. Discrimination laws:

Small business owners are prohibited from discriminating against employees based on their race, gender, age, religion, national origin, and other protected characteristics.

    1. Family and Medical Leave Act (FMLA):

Small business owners with 50 or more employees are required to provide eligible employees with up to 12 weeks of unpaid leave for certain family and medical reasons.

    1. Occupational Safety and Health Act (OSHA):

Small business owners are required to provide a safe and healthy working environment for employees, and comply with OSHA standards and regulations.

    1. Employee Retirement Income Security Act (ERISA):

Small business owners with retirement plans must comply with ERISA regulations, which includes providing employees with accurate and timely information about their retirement plans.

By staying informed and compliant with labor laws and regulations, small business owners can protect their business and create a positive and fair working environment for their employees.

IV. Onboarding and Training

Once a candidate has accepted the job offer, the next step is to onboard and train the new employee.

Onboarding and training are essential steps in helping new employees adjust to their new roles and become productive members of the team.

    1. Onboarding:

Onboarding is the process of welcoming new employees to the company and introducing them to the company culture, policies, and procedures.

This may include orientation sessions, paperwork, and IT setup. It's important to make sure that new employees have the information and resources they need to be successful in their new roles.

    1. Training:

Training is the process of providing new employees with the skills and knowledge they need to perform their job effectively.

Training may include job-specific training, as well as training on company policies and procedures. Small business owners should make sure that new employees receive the training they need to be successful in their new roles.

    1. Mentoring:

Mentoring is a process of pairing new employees with experienced employees to help them learn the ropes and get a feel for the company culture.

A mentor can provide guidance and support to new employees as they adjust to their new roles.

    1. Performance evaluations:

Small business owners should conduct regular performance evaluations to ensure that new employees are meeting expectations and to identify areas where they may need additional training or support.

By providing effective onboarding and training, small business owners can help new employees adjust to their new roles, become productive members of the team, and make a positive contribution to the business.

Steps for onboarding new hires and training them on company policies, procedures, and systems

    1. Prepare an onboarding packet:

Prepare an onboarding packet that includes important information such as company policies, procedures, employee handbook, and any necessary forms for new employees to complete.

    1. Introduce the new employee to the team:

Schedule a meeting with the new employee and the team members, this will help the new employee to understand the team dynamics and feel welcomed.

    1. Provide a tour of the facility:

Provide a tour of the facility, this will help the new employee to understand the layout of the office and where important resources are located.

    1. Set up the IT systems:

Set up the new employee's computer, email, and any other necessary IT systems.

    1. Provide job-specific training:

Provide new employees with job-specific training to ensure they have the skills and knowledge they need to perform their job effectively.

    1. Review company policies and procedures:

Review company policies and procedures with new employees to ensure they understand their responsibilities and how to comply with company policies.

    1. Schedule follow-up meetings:

Schedule follow-up meetings to ensure that new employees are adjusting well to their new roles and to identify any areas where they may need additional training or support.

    1. Assign a mentor:

Assign a mentor to new employees, this will help them to learn the ropes and get a feel for the company culture.

By following these steps, small business owners can ensure that new employees have the information and resources they need to be successful in their new roles, and that they are aware of company policies and procedures.

Tips for creating a positive onboarding experience

    1. Make it personalized:

Tailor the onboarding experience to the individual new employee's needs, preferences and background.

This will help the new employee to feel valued and comfortable during the onboarding process.

    1. Communicate effectively:

Keep new employees informed throughout the onboarding process, and make sure they understand the expectations, timelines and next steps.

    1. Encourage employee engagement:

Encourage new employees to ask questions, provide feedback and share their ideas during the onboarding process. This will help them to feel involved and valued.

    1. Make it interactive:

Make the onboarding process interactive, this can be done through games, quizzes, or team-building activities. This will help to keep new employees engaged and make the onboarding process more enjoyable.

    1. Create a sense of belonging:

Help new employees to feel part of the team by involving them in team-building activities and by introducing them to their colleagues.

    1. Make it easy:

Make the onboarding process as easy as possible by providing new employees with all the necessary information, forms, and resources in advance.

This will help to minimize disruptions and ensure that new employees can focus on their new roles.

By following these tips, small business owners can create a positive onboarding experience that will help new employees to feel welcomed, valued, and engaged, and that will set them up for success in their new roles.

Discussion of the importance of ongoing training and development

Ongoing training and development are important for small business owners to ensure that their employees have the skills and knowledge they need to perform their job effectively, and to support the growth and success of the business.

    1. Keeping employees up to date with new technologies, processes, and industry developments:

As the business and industry change, it is crucial that employees are trained on the latest technologies, processes, and industry developments to ensure they are able to perform their job effectively.

    1. Improving employee performance:

Regular training and development can help to improve employee performance by providing them with the skills and knowledge they need to be more productive and efficient.

    1. Enhancing employee engagement and motivation:

Ongoing training and development can help to keep employees engaged and motivated by providing them with opportunities for growth and development.

    1. Meeting business goals:

Training and development can help employees to understand the company's goals and how their role aligns with the business objectives, this helps them to feel more connected to the company and motivated to achieve the goals.

    1. Legal compliance:

Small business owners should ensure that their employees are trained on legal compliance issues that are relevant to their job function, this can help to mitigate risk and ensure compliance with laws and regulations.

By providing ongoing training and development opportunities, small business owners can ensure that their employees have the skills and knowledge they need to perform their job effectively, and to support the growth and success of the business.

It also helps to attract and retain top talent, and create a positive work environment.

V. Managing and Retaining Staff

After hiring and training staff, small business owners must also manage and retain their employees.

This includes setting performance expectations, providing feedback, and addressing any issues that may arise.

    1. Setting performance expectations:

Small business owners should set clear performance expectations for their employees and communicate them regularly.

This helps employees understand what is expected of them and how they will be evaluated.

    1. Providing feedback:

Small business owners should provide regular feedback to their employees on their performance.

This helps employees to understand their strengths and areas for improvement and to make any necessary adjustments.

    1. Addressing issues:

Small business owners should address any issues that may arise with their employees in a timely manner.

This includes addressing any performance or behavior issues and providing support and resources to help employees improve.

    1. Recognizing and rewarding good performance:

Small business owners should recognize and reward good performance to help retain top talent. This can include bonuses, promotions, or other incentives.

    1. Promoting work-life balance:

Small business owners should promote work-life balance to retain their employees.

This can include offering flexible work schedules, paid time off, and other benefits that support employees' well-being.

    1. Encouraging professional development:

Small business owners should encourage employees to continue their professional development, this can include providing training, mentoring, and education opportunities.

By managing and retaining staff effectively, small business owners can improve employee satisfaction, productivity, and retention. This can help to support the growth and success of the business over the long-term.

Explanation of the importance of managing and retaining staff

Managing and retaining staff is crucial for small business owners as it can have a significant impact on the overall success of the business.

    1. Cost-effective:

Retaining staff is more cost-effective than constantly recruiting and training new employees.

It also reduces the need to spend time and resources on recruiting and training new staff, and allows the business to focus on other important tasks.

    1. Increases productivity:

Managing and retaining staff effectively can increase productivity by ensuring that employees are motivated, engaged, and performing at their best.

    1. Improves employee satisfaction:

Managing and retaining staff effectively can improve employee satisfaction by providing them with clear performance expectations, regular feedback, and opportunities for growth and development.

    1. Enhances company reputation:

Retaining staff can enhance a company's reputation by showing that it is a good place to work, and that employees are happy and satisfied with their roles.

    1. Promotes stability:

Managing and retaining staff effectively can promote stability within the business by reducing employee turnover and creating a consistent and reliable workforce.

    1. Improves customer service:

Retaining experienced staff can improve customer service by providing customers with a consistent and reliable service.

Managing and retaining staff effectively is crucial for small business owners as it can have a significant impact on the overall success of the business.

By providing clear performance expectations, regular feedback, and opportunities for growth and development, small business owners can ensure that their employees are motivated, engaged, and performing at their best.

Discussion of strategies for managing and retaining staff, including performance evaluations, incentives, and promotions

    1. Performance evaluations:

Regular performance evaluations are an effective way for small business owners to manage and retain staff.

These evaluations provide employees with clear performance expectations, regular feedback, and an opportunity to discuss any issues or concerns.

    1. Incentives:

Small business owners can use incentives to motivate and retain staff. This can include bonuses, profit-sharing, or other financial incentives, as well as non-financial incentives such as recognition, flexible working hours, or additional time off.

    1. Promotions:

Small business owners can use promotions as a way to retain staff by providing employees with opportunities for growth and development within the company. This can include offering new responsibilities, increased pay, and additional benefits.

    1. Professional development opportunities:

Small business owners can retain staff by providing them with professional development opportunities such as training, mentoring, and education.

This helps employees to stay engaged and motivated and to improve their skills and knowledge.

    1. Clear communication:

Clear and open communication is an important strategy for managing and retaining staff.

Small business owners should provide regular updates on company goals, plans and performance, and encourage employees to share their ideas and feedback.

    1. Employee recognition programs:

Employee recognition programs can help to retain staff by showing employees that their contributions are valued and appreciated.

This can include recognizing employees for good work, milestones, or anniversaries, or by offering rewards and bonuses.

By using these strategies, small business owners can effectively manage and retain staff, improve employee satisfaction and productivity, and promote stability within the business.

Tips for addressing and resolving conflicts or performance issues

    1. Address issues promptly:

Small business owners should address conflicts or performance issues promptly and directly.

This helps to prevent the situation from escalating and to resolve the issue as quickly as possible.

    1. Listen actively:

Small business owners should listen actively and empathetically to both sides of the issue. This helps to understand the root cause of the problem and to find a solution that is fair and equitable for all parties involved.

    1. Be objective:

Small business owners should approach conflicts or performance issues objectively, without bias or personal opinions.

This helps to ensure that decisions are based on facts and evidence.

    1. Communicate clearly:

Small business owners should communicate clearly and directly when addressing conflicts or performance issues.

This helps to ensure that all parties understand the problem, the expectations, and the plan for resolving the issue.

    1. Seek assistance:

Small business owners can seek assistance from a neutral third party, such as a mediator or human resources professional, when addressing conflicts or performance issues.

This can help to resolve the issue in a fair and unbiased manner.

    1. Follow up:

Small business owners should follow up with employees after resolving conflicts or performance issues to ensure that the issue has been resolved and that the employee is satisfied with the outcome.

By using these tips, small business owners can effectively address and resolve conflicts or performance issues, which can help to improve employee satisfaction and productivity and promote stability within the business.

VI. Conclusion

In conclusion, setting up the necessary systems and infrastructure is crucial for small business owners to ensure the smooth operation and success of their business.

By identifying the necessary systems and infrastructure, setting them up, maintaining and updating them, and managing and retaining staff, small business owners can ensure that their business runs efficiently and effectively.

This can help to support the growth and success of the business over the long-term.

The importance of setting up systems and infrastructure cannot be overstated.

It is essential for small business owners to take the time to assess their current systems and infrastructure, and to make any necessary changes or additions to ensure that the business is well-equipped to handle the demands of their industry.

By taking action and implementing the information covered in this post, small business owners can ensure that their business is well-positioned for success.

In summary, this blog post has covered the importance of setting up systems and infrastructure, identifying the necessary systems and infrastructure, setting them up, maintaining and updating them, managing and retaining staff, and addressing any conflicts or performance issues.

Small business owners should use this information as a guide to ensure that their business runs efficiently and effectively, and to support the growth and success of the business over the long-term.

Summary of the importance of hiring staff for small businesses

In summary, hiring staff is crucial for small businesses as it can have a significant impact on the overall success of the business.

By identifying staffing needs, recruiting and hiring the right staff, onboarding and training, managing and retaining staff, and addressing any conflicts or performance issues, small business owners can ensure that they have a strong and dedicated team in place that will help to support the growth and success of the business over the long-term.

Hiring the right staff can bring a lot of benefits to small businesses. It can help to improve productivity, customer service, and overall performance of the business.

A dedicated and skilled staff can help small business owners to achieve their goals, and to expand their business.

In addition, having a good management and retention strategy in place can help small business owners to keep their employees engaged, motivated and satisfied, which in turn can lead to better productivity, better customer service and ultimately better results for the business.

It is important for small business owners to take the time to assess their current staffing needs, develop a recruitment and hiring plan, create an effective onboarding and training program, and implement strategies for managing and retaining staff.

By taking these steps, small business owners can ensure that they have a strong and dedicated team in place that will help to support the growth and success of the business over the long-term.

Encouragement for readers to take action and implement the information covered in the post

In conclusion, it is important for small business owners to take action and implement the information covered in this post in order to ensure that their business runs efficiently and effectively, and to support the growth and success of the business over the long-term.

By assessing their current staffing needs, developing a recruitment and hiring plan, creating an effective onboarding and training program, and implementing strategies for managing and retaining staff, small business owners can ensure that they have a strong and dedicated team in place that will help to support the growth and success of the business.

It's important to note that these steps are not a one-time event, but an ongoing process. Small business owners should regularly review and assess their staffing needs, recruitment and hiring plans, onboarding and training programs, and management and retention strategies to ensure that they are meeting the needs of their business and their employees.

In addition, small business owners should not be afraid to seek help if they need it. There are many resources available, such as local small business organizations, government agencies, and professional consultants that can provide guidance and support in the areas of staffing and management.

In summary, this post aims to provide small business owners with the information they need to hire the right staff, manage and retain them effectively and to create a positive work environment that will help the business to grow and succeed.

We encourage the readers to take action and implement the information covered in this post to improve their small business.

 

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