Managing Outsourcing: Making Smart Hiring Choices

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November 18th, 2009
Filed in: Team Building

As I continue the “team up leveling” post from the other day (read that here), here are the third and fourth areas you’ll want to assess.

3. The contractor or employee being delegated to does not have the habits and behaviors necessary to sustain growth with the new role.

Managing Outsourcing A heart-breaking moment is when the entrepreneur recognizes that their break-neck pace can not be sustained by someone on their team. Or, when after repeated breakdowns, we finally realize the reason why certain tasks are always late is because the person doing them is not a good time manager or is distracted with multiple priorities and can’t focus well.

The good news is that habits can be changed, if the team member is willing. I’ve found that just like us, our support teams are bombarded with requests, changes and conflicting priorities so creating a new system to handle time management can often resolve the problem. Its important to create a time frame in which the necessary changes must take place, then be willing to end your working relationship if they can’t make the shift. In order to grow you must have a team that can keep up.

Keep in mind – if one person in the equation is not happy, then it’s not a win-win and neither of you will be happy over the long run.

4. The preferences, needs or attitude of the team member are not aligned with the business today.

A client of mine had a major breakthrough in Virtual Team Building Telebootcamp when she recognized that she had hired an online business manager whose vision was being a well-known internet marketing super-star. When she finally realized that, for the level of growth she was experiencing, she needed full-time contractors dedicated to HER vision, she breathed a huge sigh of relief and let the OBM go.

Another client was struggling with an intern straight out of college who was bright and promising but routinely was confused and overwhelmed by trying to take on more responsibility. After probing through the diagnostics, we uncovered the intern really wanted to be on the road in more of a sales job vs. being an admin type person.

You can’t change someone else’s preferences, needs or attitude – and if their focus is not in alignment with yours, then it may be best to let them go. Using this four step diagnostic tool will help you separate your emotions from the facts. Many of us become friends and grow attached emotionally to our support team (that’s quite natural) but you have to remember – you run a business!

If the team member is not a positive impact to the bottom line, you can’t afford to continue to invest in them. As this excellent unknown contributor has said in this quote, “If you think hiring professionals is expensive, try hiring amateurs!”

Its our job to have the best talent we can invest in to propel our mission forward!

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