Going from Solo Employer to Small Team Without Losing Your Mind (or Compliance)
Hiring your first employee was a leap. Hiring your second? That’s a shift. It moves you from “just getting help” to “building a team”and this stage often blindsides small business owners. You’re now balancing relationships, roles, responsibilities, and risk.
This will be a series that breaks down what changes when you go from one employee to two or more and what you need to keep rock-solid.
1. You’re No Longer Just Managing One Person, You’re Managing Dynamics
What changes:
With two employees, the triangle begins meaning how they interact with each other matters just as much as how they interact with you. You’re now responsible for:
- Clear role boundaries
- Preventing miscommunication
- Spotting early signs of tension or conflict
What to do:
- Define job roles in writing. Don’t let them “figure it out” between themselves.
- Make sure each person knows what success looks like in their role.
- Start weekly team check-ins, even if they’re just 15 minutes.
What stays the same:
Your leadership presence matters. Don’t disappear. Be visible, accessible, and consistent in your messaging.
2. The Employee Handbook Is No Longer Optional
What changes:
With multiple employees, everything that was “understood” now needs to be written down and followed consistently. Any inconsistency can be seen as favouritism or unfair treatment.
What to do:
- Finalize and distribute your employee handbook. Include policies for:
- Hours of work and attendance
- Communication expectations (Slack, email, in person)
- Respectful workplace and conflict resolution
- Vacation requests and sick leave
What stays the same:
You’re still responsible for following Alberta’s Employment Standards Code. But now you’re also creating internal standards. Make them clear, reasonable, and enforceable.