Employees Are Not Liabilities: How to View Human Resources as Business Assets

Salaries Keep Rising, But Productivity Isn't Visible

Many small business owners complain:
“Salaries keep rising, but productivity isn't visible.”

But try flipping the question:
Do you treat employees as a burden... or as an asset whose value can be grown?

Employees are the only asset in a business whose value can grow over time. Machines become obsolete, software becomes outdated, but the right human resources can be the main driver of innovation, efficiency, and business sustainability.

This article will discuss in-depth how to shift perspectives and build real strategies so that employees are not just expenses, but become the greatest strength in your business.

🔍 1. Start with the Mindset: Human Resources = Long-Term Investment

If you only view human resources as a “monthly salary,” you will be stuck in expense calculations. But big companies grow not because they cut salaries but because they develop the right people.

Real examples:

• An admin staff who once did manual input can develop into an operations manager if nurtured and given opportunities.

• A sales team trained with digital strategies can bring in 3x the revenue compared to relying on the old ways.

💡 Concrete Actions:
Look at each position in your team and ask:

What skills can be developed so they can add value in the next 6–12 months?

🔧 2. Create a Career Path, Even if Simple

Many small businesses feel career paths are only for large corporations. However, with a minimalist structure, you can create a simple development path:

Example for Admin:

• Entry Level: Admin Input

• Mid-Level: Operational Admin

• Senior Level: Operations Coordinator

With this path, employees feel there is a goal and will strive to improve their skills. Without direction, they become stagnant—and you'll feel “not progressing.”

📈 3. Measure Contribution, Not Working Hours

Productivity isn't about how long they work, but the output and impact on the business.

Change performance evaluations from:
❌ “Arrive at 9, leave at 6”
To:
✅ “How many problems were solved this week?”

Use simple KIPs based on results. Even for small teams, this is very powerful because it makes work more focused and objective.

Example:

• CS Team → "Average complaint resolution time"

• Content Team → "Number of leads generated from their articles/posts"

🎯 4. Train & Provide Learning Access

Not everyone is ready to use. But almost everyone can be developed, as long as you provide them access.

Start by:

• Buy one online course license, and allow the entire team to learn in turns

• Invite a mentor/friend who is an expert to share 1–2 hours per month

• Send employees to industry events, then have them share what they learned with the team

This is a small investment, but its effects can be significant. A developing team will be more loyal, more adaptive, and able to bring in new insights.

🤝 5. Involve Employees in Decision-Making

Employees care more if they feel involved. Don't wait for your business to grow big to start involving them.

Simple examples:

• Ask for feedback from the team on work efficiency

• Involve them in discussions for new promotions/products

• Invite the team to create SOPs together

Employees who are involved will have a greater sense of ownership, and this will impact their initiative and dedication.

🔚 Conclusion: Human Resources Are a Living Asset

Employees aren't a burden—unless you treat them as such.
When you view human resources as an asset, you will:

• Develop strategic growth plans,

• Provide growth paths,

• Value genuine contributions.

Your business will grow as strong as the people driving it.

✨ Bonus:
Use Haer to help you manage human resources more neatly and strategically—from organizational structure, performance measurement, to employee learning tracking.
Start small, but stay consistent.