the company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to folloI’ve had a lot of jobs – receptionist, day care worker, world famous super model – and I’ve worked for companies of all sizes, those big enough to fill a sky scraper to those small enough to nearly fit inside the pocket of a business suit. Like anything, working for either size company has its pluses and negatives, but in my experience, small companies win hands down; I have a bumper sticker on my non-company car that says, “My small company can beat up your large one.”

It seems that small companies involve far less politics, far less gossip, and many more bottles of wine in the conference room. They, when it comes down to it, are just more fun, more intimate, and more rewarding to work for. But, they do have an Achilles heel: when someone quits a small company, a large percentage of the work force is lost.

Yet, these things are inevitable. People get new jobs, people retire, people move to other parts of the country, people find Publisher’s Clearing House knocking on their door. Change is often the only constant and being prepared for it can mean the difference between sinking when someone quits or paddling on with one less oar.

Have a Co-Pilot: In many small companies, each individual plays a very specified role. There may be one programmer, one designer, one writer, and one manager; one is the magic number. Thus, when ONE person quits, their job may also clean out its desk and leave as well. Having a cross trained co-pilot can make all the difference.

Cross training may sound like something that is reserved for large companies, or tennis shoes, but doing it on a smaller scale for small companies is necessary. This doesn’t mean that someone needs to know everything about another person’s job, but knowing enough to cover the bases until a replacement can be found will be highly helpful, keeping the company continuing in smooth flight.

Have a Written Job Manual: I know, I know, written job manuals make for good bedtime reading or toilet paper (watch for chaffing), but they also are highly helpful in the functioning of small companies. First of all, a written job description helps everyone in the company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to follows gossip, and many more bottles of wine in the conference room. They, when it comes down to it, are just more fun, more intimate, and more rewarding to work for. But, they do have an Achilles heel: when someone quits a small company, a large percentage of the work force is lost.

Yet, these things are inevitable. People get new jobs, people retire, people move to other parts of the country, people find Publisher’s Clearing House knocking on their door. Change is often the only constant and being prepared for it can mean the difference between sinking when someone quits or paddling on with one less oar.

Have a Co-Pilot: In many small companies, each individual plays a very specified role. There may be one programmer, one designer, one writer, and one manager; one is the magic number. Thus, when ONE person quits, their job may also clean out its desk and leave as well. Having a cross trained co-pilot can make all the difference.

Cross training may sound like something that is reserved for large companies, or tennis shoes, but doing it on a smaller scale for small companies is necessary. This doesn’t mean that someone needs to know everything about another person’s job, but knowing enough to cover the bases until a replacement can be found will be highly helpful, keeping the company continuing in smooth flight.

Have a Written Job Manual: I know, I know, written job manuals make for good bedtime reading or toilet paper (watch for chaffing), but they also are highly helpful in the functioning of small companies. First of all, a written job description helps everyone in the company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to folloe between sinking when someone quits or paddling on with one less oar.

Have a Co-Pilot: In many small companies, each individual plays a very specified role. There may be one programmer, one designer, one writer, and one manager; one is the magic number. Thus, when ONE person quits, their job may also clean out its desk and leave as well. Having a cross trained co-pilot can make all the difference.

Cross training may sound like something that is reserved for large companies, or tennis shoes, but doing it on a smaller scale for small companies is necessary. This doesn’t mean that someone needs to know everything about another person’s job, but knowing enough to cover the bases until a replacement can be found will be highly helpful, keeping the company continuing in smooth flight.

Have a Written Job Manual: I know, I know, written job manuals make for good bedtime reading or toilet paper (watch for chaffing), but they also are highly helpful in the functioning of small companies. First of all, a written job description helps everyone in the company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to follor scale for small companies is necessary. This doesn’t mean that someone needs to know everything about another person’s job, but knowing enough to cover the bases until a replacement can be found will be highly helpful, keeping the company continuing in smooth flight.

Have a Written Job Manual: I know, I know, written job manuals make for good bedtime reading or toilet paper (watch for chaffing), but they also are highly helpful in the functioning of small companies. First of all, a written job description helps everyone in the company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to follothe company to understand what each person does, allowing them to understand how to pick up slack when one person leaves.

A written job manual also helps the vacated position get filled. Understanding exactly what a job entails allows a proper job description to be posted, allowing a proper applicant to find it and you to fill it.

Enforce a Two Week Rule: Small companies often play by less stringent rules than large ones. Sometimes people are allowed to make their own hours. Other times, people don’t have to follow a dress code. For this reason, rules may appear lax and employees may sometimes quit without giving the typical two week notice often required in large companies.

This may be unavoidable at certain times – if someone gets suddenly ill or suddenly finds himself running from the law – but most of the time, giving a two week notice isn’t just helpful, it’s courteous. Requiring this kind of courtesy not only protects you, the employer, but it also protects the former employee from receiving a less than enthusiastic reference.

Despite some of the bumps and bruises that may occur when someone quits, the benefits of small companies still outweigh those of large ones. Remember, it’s not the size of the company that matters, it’s how you use it.