How to Stop Being Your Team’s Walking, Talking FAQ and Get Your Life Back
If you’re a business owner drowning in an endless sea of employee questions—congrats, you’ve become Google in human form. Except, unlike Google, you don’t get paid per search. If you’d like to reclaim your time (and sanity), here’s how to gently nudge your team toward independence without just forwarding them the Wikipedia link.
1. Create the Holy Handbook of ‘Figure It Out Yourself’
Your team keeps asking you the same things because your knowledge lives in your head instead of on paper. Write down processes, create a company handbook, and, if necessary, tattoo FAQs on their forearms. No more “Where do I find the expense report template?”—it’s on page 3, Kevin. With out systems and processes your in trouble.
2. Answer a Question with a Question
Next time someone asks, “What should I do about this client request?” just respond with, “What would YOU do?” Watch as their brain malfunctions for a moment before they realise—oh, right, they can think! Encouraging problem-solving skills now means fewer interruptions later. STOP doing the thinking for your team.
3. Set a ‘Last Resort’ Rule
If the problem isn’t on fire, bleeding, or actively trying to unionise, they can probably figure it out without you. Establish a rule: Before coming to you, they must check the handbook, ask a colleague, and stare into space pondering solutions for at least 10 minutes.
4. Give Them More Power—But Not Too Much
You want employees to make decisions, but you also don’t want Chad from accounting approving million-dollar contracts. Define what they can handle solo. Let them own small tasks, and if they mess up, hey, that’s a teachable moment (and content for your memoir).
5. Make Note-Taking Mandatory
If someone asks you the same question twice, you have permission to confiscate their phone until they buy a notebook. Encourage writing things down so you’re not stuck in an infinite loop of “What’s the WiFi password again?”
6. Appoint a ‘You’ That’s Not You
Find a responsible team member and make them the go-to before you. Call them “Mini-You” or “Chief of Handling Things I Don’t Want to.” This will filter out 80% of the trivial stuff before it reaches your precious inbox.
7. Reward the Problem-Solvers
When employees take initiative and stop treating you like a human Magic 8-Ball, reward them. Give them a shoutout, a bonus, or a framed certificate that says, ‘I Solved a Problem Without Bothering the Boss.’
By implementing these tips, you’ll slowly wean your team off their dependency on you. Before you know it, you’ll have time to do actual CEO things—like drinking coffee while staring dramatically out the window. Good luck!
The Pay Rise Expectation vs. The Effort Reality: A Business Owner’s Frustration
Running a business comes with a long list of challenges—balancing costs, keeping clients happy, and managing staff. But one of the most frustrating experiences for many business owners is when employees expect a pay rise without showing any extra effort, improvement, or added value to the company.
The Expectation vs. The Reality
Many employees believe that simply being with a company for a certain period entitles them to a pay increase. While loyalty is appreciated, time alone doesn’t necessarily mean someone is contributing more than they did six months ago. From an owner's perspective, salary increases are typically based on factors like productivity, skill development, responsibility growth, and overall contribution to the success of the business.
The reality is, most business owners want to pay their employees well. When someone goes the extra mile, improves efficiency, brings in more revenue, or helps the business grow, it’s usually a no-brainer to reward that effort financially. Happy, motivated employees lead to a stronger company, and most owners recognize that. But when the conversation about a raise comes from someone whose work ethic and performance have remained stagnant, it can feel like an unfair demand.
The Missed Opportunity
What many employees don’t realize is that if they simply put in more effort, many business owners would gladly pay them more. Owners aren’t looking for miracles—they just want to see initiative, a willingness to improve, and a mindset that aligns with the company’s success. When an employee starts taking on extra tasks, improving their skills, or finding ways to make the business more efficient, they stand out. And those are the people who get rewarded.
The Takeaway
From an employer’s perspective, asking for a raise without showing growth can come across as entitled. But the flipside is also true—putting in effort, showing initiative, and adding value often leads to better pay and more opportunities. Most business owners aren’t trying to underpay their staff; they’re looking for team members who contribute to the bigger picture.
So before asking for a raise, the best question an employee can ask themselves is: “Have I truly done more to deserve it?” If the answer is yes, chances are, the boss will already have noticed.