Stop Wasting Time With The Wrong VA!
Savvy business owners everywhere are making the decision to leverage VAs and automation to take their business to the next level. This strategy has proven successful in streamlining processes and saving time.
If you’re going to take this route, there are a few things to consider first. Hiring a VA is a little different than hiring a regular employee. They’re independent contractors that work remotely, often for many clients at a time. This makes your selection process slightly more involved.
The Cost of Hiring the Wrong VA
Bringing in the wrong VA can be detrimental. You chose to hire someone because your business is growing and you need to outsource administrative tasks.
Wasting time having to micro-manage a virtual assistant is counterproductive. Not to mention, that it takes away from the actual work you need to do to push the business forward.
You need to be able to delegate with confidence. The ideal contractor makes your life easier—they shouldn’t burden you.
Sometimes when you need help fast, you can be tempted to hire quickly—but then risk hiring the wrong person.
Avoid Hiring the Wrong VA
Most VAs have their own standard contract, but it wouldn’t hurt for you to draft your own as well. Comparing these and working in pertinent items from both sides will simplify things. This way, both parties’ needs are met.
The contract language should protect you so that you are not obligated to pay for work that is unsatisfactory. Think about including a trial period clause with clearly defined terms and conditions.
Also:
Have a thorough interview process
Ask pointed questions related to the type of work needed
Always check reviews and references
These practices can save you a lot of trouble in the long run.
Hire for Long-Term Growth
Hiring someone competent is crucial to the growth of your business. Taking the time to research qualified candidates will help you avoid the revolving door dilemma. Hiring and firing can be exasperating.
The goal is to find someone that’s capable and fits seamlessly with the team for as long as you need.
Foster the Best Outsourcing Relationship
Outline specific tasks to be outsourced
Only delegate items that can be done virtually without much intervention
Ensure your VA can perform the job without constant back-and-forth
Determine what qualifications the right candidate would need to fulfill the role—and stick to it.
Once you find the right person:
Integrate them into the company
Include them in emails, meetings, and conferences when possible
Keep them in the loop to avoid double work
Communication goes a long way in promoting a cohesive workflow.
What to Do When Things Go Wrong
Disciplinary actions are a sensitive subject.
First, determine if the issues are due to incompetence or simple misunderstanding. Oftentimes you won’t know until after the problem is addressed.
If it persists, it’s likely a competence issue.
Depending on the contract and your overall needs, you can handle this in different ways. Businesses who outsource simple admin tasks may be more patient than those outsourcing high-level tasks like marketing.
Try a Focused Review
One solution might be to move forward with a focused review period:
Recap expectations
Set up improvement metrics
Schedule weekly check-ins for questions and guidance
This is up to your discretion. If the VA has misrepresented their abilities, you may prefer to break the contract and find someone else.
Final Thoughts
Ultimately, you have to do what’s best for the business. Outsourcing should make things less complicated—efficiency is the goal.
Contracting usually doesn’t include extensive training. The VA should already be able to demonstrate the skills needed prior to on-boarding.
While some minor adjustments are expected, don’t waste time with the wrong VA.
