Whether you're interested in the smaller business community, are planning to start a business or have an existing business, we have a package for you.
Our most popular package is FSB Business Essentials which includes a whole range of benefits and products designed to make your business fly
A suite of legal benefits including a dedicated helpline, bundled insurance products and a range of online information to keep your business safe. Plus a whole range of negotiated benefits to help save you money and win business.
Our Business Creation package is designed to make starting a business simpler, allowing you time to focus on what's important - making it a success.
Specialist company formation benefits, access to FSB networking, business banking and a range of products to help get you setup in business.
Joining FSB Connect is free and is a great way to be part of the FSB Community and have your voice heard.
You'll be able to access specialist networking events with like-minded members of the community and have your say in our Big Voice survey panel.
Whatever your circumstances, we have a package to suit you and your business. Click the button below to see which benefits are included in each package and start your FSB journey.
'I just felt wow, I want to be part of this organisation so I joined.'
'Having someone there like the FSB who you can just call on for those other things you’re not quite sure on, it’s been invaluable.'
'What you can save by taking up some of the membership offers will save you your membership fee.'
We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
More Member Stories
We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has a fixed price of £129.
Simon started and ran a small business on his own for several years. His business grew, and in time he took on his first employees. He was expecting this would reduce his workload, but he’s now more stressed than ever because now he is also responsible for his team.
He has to look after the development, training, motivation and engagement of his team members, and to set objectives that not only align with his business objectives but are also relevant to them as individuals.
He is responsible for reviewing their performance, coaching them, recruitment, interviewing candidates, and the induction of new hires. He has to communicate with his team, deliver difficult messages, manage conflict, and get used to delegating, influencing and negotiating.
Simon is learning that when you have a team, your success will be determined by your team’s success – it’s no longer all about you. The following tips should help you to build a successful team.
If all the important attributes for the role and company are not considered during interview, a new hire is likely to fail.
Before interviewing, identify the top 10 attributes the job you are hiring for needs. These attributes should be a combination of technical – such as fluency in a foreign language or software proficiency; cultural – aspects that fit your company’s culture, such as collaboration or customer focus; and individual – such as coachable or diligent.
Use behavioural interview questions. Ask for past examples of decisions, actions and results that show the attributes you are looking for and will tell you how someone might perform in your role.
If you’re looking for a waiter, you might ignore someone who has never done this job before. But if you dig down to find out exactly what they did in another role that demonstrates great customer service, such as a shop assistant, you might find the right person for the job.
Take advantage of the enthusiasm and energy of a new hire. Most people starting a new job want to make a great impression and meaningful contribution, start developing skills and knowledge, and be successful fast.
Develop a structured induction process that educates a recruit on the things that might be second nature to you, and those that are more specific to your firm’s products or services. Ask yourself what someone would need to know to be successful quickly.
Setting SMART goals allows an individual to be successful while helping the firm achieve its goals. They allow you to guide the person’s work, show what success looks like, and enable performance feedback and reviews.
SMART stands for Specific – the who, what, when, where, why, and how; Measurable – you will recognise when you have achieved the goal; Achievable – the goals are within the person’s control; Relevant – they help you achieve your overall objective; and Time-bound – they have a defined completion date.
Provide continual feedback against SMART goals throughout the year to help the individual understand their progress and to give them recognition in real-time.
Giving this feedback allows both of you to see when the person is off-track, giving them time to remove ‘roadblocks’ or fix problems and get back on track before any final review or end of a project.
The process becomes ongoing coaching to help keep your team on track, since problems can be identified early.
Nikki Faulkner is founder of Mulberry Bush Consulting and an FSB member.
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540