Final Step - How to Outsource

Transcript

1. Transcribed by https://otter.ai - 1 - Final Step – How to Outsource SUMMARY KEYWORDS checking, grow, give, beginning, making, specific, contractor, communication, equipped, investment, days, employee, inspect, hired, figure, page, success, happy, pay, decision SPEAKERS Patricia Sung Patricia Sung 00:00 All right now you have found the right person and you've hired them. And like all done, no, actually, this is just the beginning. Here they are on staff. And to give you a few things to think of, as you're getting them on boarded and into their role. How can you set this up for success? Well, first of all, lots of communication, lots and lots of communication. More is more. More is more, yeah, sure, more and more like you want to be very vocal and how things are going like, obviously, we'd want to be a Negative Nelly. But we want to say like, Hey, this is great, thanks for doing this. This here, this is what I would like it to look like. And giving that feedback on how it's going, is not only vital for their success, but for you to be happy as well, in getting the worth you actually want. You want to set it up well from the get go. So this person knows exactly what they need to do. And what does success look like? At the beginning, choose a timeframe for when you're going to have check ins to say like, how things are going well officially, like having an actual media that like this is how we're doing. Patricia Sung 01:08 Usually within two weeks, you will know whether or not this person is a good fit, like got wise, you'll know based on how they've been doing over the two weeks, was this the good a good fit? If they're not let them go? It is okay. Obviously, it depends on if you've signed a contract with the language is there but generally speaking, is better to let someone go early than to hold on to them and think it's going to change somehow in the next few weeks, it's probably that you want to have a specific set time whether some people will do like a one month in usually it's more like 90 days in because it 90 days, you've had a chance to figure out like, like they've had to, like they've had time to learn enough and actually be doing things on their own so that you can get a feel for their work product 30 days in depending on how, like how complicated the task is, may not be enough for them to really illustrate that they've got a handle on it. So, you know, use your judgment based on how complicated the job is 30 days in 90 days, and let them know how to time this is when we're going to have the chat of how you're doing. You know, connect, I want you to ask me questions, I'll let you know how things are going. And a lot of people will do at that 90 day is when we decided, okay, either you're staying or we're gonna let you go. And that's a good like out for you to be like if I don't, if I'm afraid to fire someone that whatever that doesn't need checking in, they know that that's when the decision is being made on whether or not they keep this position. So that's a really great time for you to know like this is the deadline. And both parties are on the same page.
2. Transcribed by https://otter.ai - 2 - Patricia Sung 02:40 We also want to have, like specific like set feedback times throughout. So do you want to do it every six months every year, that regular communication, both informal and formal is really key to building a good relationship with your employees or contractors or staff or whoever's helping you so that everyone's on the same page and holds you accountable to actually do it. This is all the time we need to figure out those last few logistics like how are you gonna pay them? Do they need passwords for computer things, making sure they have that folder for all of the instructions that you had already started recording for them, and making sure they have everything they need, in order to get the job done? Patricia Sung 03:21 Well, then the last step, and and best piece of advice that I can impart here at the end is to inspect what you expect. If you are not checking behind and making sure that things are going the way that you want them to, they will not. So inspect what you expect. There are different stages of this, it looks differently, like when someone's first starting, it's okay, do exactly what I told you to do, then come back to me and show it to me because I'm gonna check everything. Then as they grow and they are more capable of doing things then you can say, Okay, go do this. When it's finished, come back and show me before you execute it. So there's like, do anything Exactly. As I said, I'm giving you a little more leeway to do it your way. But I'm still checking everything, then as they are growing with you, you can take less checking on your part and give them more independence as you know that they are equipped and have the skill level and the experience and the knowledge to do it on their own. You can start to change the balance of I'm telling you exactly what to do check with me and everything too. I trust you to make those decisions on your own. But know that that comes with a lot of time. That's not something that starts at the beginning by any means. Patricia Sung 04:27 So there's going to be a lot more inspection on your part, especially if you've hired someone who's newer obviously, if you've hired someone like a contractor to do a specific project and that they are very well experienced in that you're not going to be checking every little detail, but you will want to have specific checkpoints to make sure that things are going according to the plan that you all agreed on. But obviously like all situations are different. But if someone's directly reporting to you for the long term, you want to have as much communication as possible there. And then as they grow then you can say okay, here's a problem. Um, you are equipped to solve this, let me know what you did about it after you figured it out. So in that case, like they're making all the decision, and they're just checking the final product with you. And then as you have someone who's been with you for years and years, and it grows into that, like, go and do, let me know at the staff meeting, how it won. And you can grow with that over time and know that your new employee cannot be, go and do and hope for the best. You're going to be very hands on in their training, and getting them where you want to be at the beginning. But also know that that's all an investment into your business. So maybe it's not, I mean, it is $1 investment because you're paying them but all that time and stuff that you're putting into someone is an investment into your business to grow and work well. Or if it's an investment into your family so that things are doing well. You want to spend all that time in the beginning, really training them and making sure that everyone's on the same page together. Now you know what you need help with how to find the right person and how to add them to your family or your business. So you're welcome to book some one on
3. Transcribed by https://otter.ai - 3 - one time with me if you want a little extra hands on how until then I think you're ready grasshopper here is to a happier and less stressed mama