Managers play a pivotal role in the success of any cannabis business. They have to be efficient at managing a lot of tasks related to the day-to-day operations of the business and are responsible for the following:
Since managers wear a lot of hats and play a big role in the business, they need support and training. But too often, owners are not pouring into their facility managers as they should.
Manager development should include effective and thorough training, equipping employees with the right resources and tools, and encouraging managers’ performance with constructive feedback and support.
But manager development requires a strategy that begins before they’re hired. The pre-hire, onboarding, and professional development plans should be established before the hiring process begins.
Manager development starts with the owner and their responsibility for building a company culture of compliance, investing in good employees, and training their employees thoroughly.
The goal here is to create a work environment that strives to protect the business, employees, and customers. But creating a work environment to support this takes more than tangible things like SOPs and training — it starts with relationships.
When owners build trusting relationships with their managers, they’re showing their employees that they are looking to team up with their managers and support their role.
Establishing and enforcing the lines of communication is a great way to create a culture of compliance and teach employees to respect the steps put in place. This gives employees the confidence in knowing who they need to report to with questions or concerns and provides owners and managers with clear boundaries around established lines of communication.
It’s also important for owners to support managers’ efforts in establishing trusting work relationships with their employees. This is supported through accountability, where employees, managers, and owners are held accountable for their behavior and performance.
Having SOPs establishes accountability by tracking employee training and operational procedures, and reporting incidents and commendations. Maintaining a record of what training was done and who conducted the training keeps both parties accountable for their knowledge of the training and can help guide any future development.
It`s the owner’s role and responsibility to hire good employees whose skills will be an asset to the company, perform well, fit in with the culture, and have the ability to learn. Too often, owners promote employees to manager positions solely on tenure, but this is a disservice to the company if the employee is not a good fit for a management role.
Only promote employees based on ability and skill.
For every role within the company, including management, it’s important to have clear job descriptions. When hiring for a manager role, the decision should be based on the job description, which outlays the requirements to perform the job well.
Good candidates don’t have to already possess all of the required skills, but they should be teachable personalities and be willing to acquire new skills so that they can perform their jobs well.
They should also possess a personality that will fit the culture of the business. In the interview process, have questions designed to help you understand what their values are and whether or not they would align with your company values.
We can’t stress it enough — employee training is vital to the success of any cannabis business. Employees are begging for structure and thrive in environments where they feel confident in the expectations for the job and have a sense of accountability for their performance.
Like everything else in business, owners need to develop a manager-development strategy. A manager development plan should include skills training, knowledge training, and tools and resources.
Managers should be trained to know every procedure associated with the day-to-day operations of the business. Mentorship programs or accountability partnerships are great ways to support managers throughout their training process. Some businesses keep their managers in a support system for their whole employment with the company.
It`s the owner’s responsibility to know the rules and regulations in their state and jurisdiction and to pass that knowledge down to their managers. In the Cannabis industry, it’s imperative that they are well-trained in all compliant practices so that they are upheld and prepared for any inspection.
Scheduling monthly employee training so that managers are well-equipped with the knowledge and tools necessary for any inspection and emergency is crucial. For compliant practices in the cannabis industry, managers should be frequently trained on facility security systems and camera footage, emergency evacuations, and all safety protocols.
Business owner responsibilities include investing in good employees, training their employees thoroughly, and building a compliant company culture. If you want a sustainable business set up to profit and last in a competing market, you need to invest in your managers.
Owners can’t do it all by themselves, so thinking of the long-term goals and implementing a strategy for manager development that will support these goals is key.
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