The key to expanding a business successfully is outsourcing and delegating your work.
Let me tell you loud and clear that if you think you can make it to the top all on your own, you’re lying to yourself. You may even do it in the most ideal of scenarios but then you won’t have any social life at all.
The case with all big entrepreneurs and business developers is that they learn to adapt as the business grows. Gathering a good team around you is as important as anything else.
Having a good team can lay off the burden from your shoulders and divide it amongst them. If you can’t afford a whole team, start off with an assistant and that should show you the results. Dividing tasks among to people allows more room for improvement and success.
If you’ve reached a place in your business where the need of an assistant has become eminent, read these few tips before you start the hiring process.
Hire someone for a few hours a week.
Before you hire someone in a permanent role, try them out by offering them a part-time contract. This shall allow the candidate to work a few hours every week in which he can display his abilities.
This has two benefits: The first one is that it would tell you how efficient the person is. Productive people can achieve more in lesser time. Second, if you think the candidate is not a right fit for the job, you’ll have the liberty to end the contract after the tenure ends.
Start with a personality test.
Every person looks for a specific set of personalities in his coworkers.
There are personalities who are more compatible with your behavior and can enhance the productivity of the workplace.
There is also a set of personalities that everyone finds repulsive for them.
Therefore, always start the hiring process with a personality test.
Don’t walk on eggshells during the trial period.
You don’t have to be overly nice to the candidate during the probation period. Try to be yourself or even a little harsh. So that the person only focuses on his work and shows clear results.
Being too comfortable with superiors is not a trait many workplaces admire.
Don’t sugarcoat your communication and stay to the point while you interact with them.
Increase their obligation.
If you find the qualities you were looking for in the individual, increase the burden on them. Make sure you keep the workload under a certain threshold.
Give them more responsibilities and see how they handle them. Allow the candidate to function in each role for a few weeks before offering them a permanent position.