Why Business Owners Need to Work ON Their Business and Not IN Their Business
Are you that entrepreneur or business owner that seems to be continuously busy not really achieving their goals? Do you sigh at the end of the day when you look at what you must still do? Perhaps it’s because you’re working in your business and not on your business. I’ll explain…
Megan started her small cooking business two years ago. At the time, she manned the entire business on her own. Sourcing clients, cooking, packing, distribution and invoicing. In the beginning, these tasks would only take up four hours per day, but as time went by and business grew, she started spending much more time in her office.
Soon enough, business started declining and Megan had no idea why. Does this story resonate with you? If it does, then you may be jeopardising your business without even realising it.
Working IN your business vs working ON your business
There are many business owners who fail to delegate tasks, understandably so because their business is their ‘baby’ and nobody can do the job with as much passion and attention to detail as they would. But if you’re going to grow, if you’re going to place your business above your competitors, delegation is key.
See, if Megan had delegated some of her tasks, she would not have had declining sales due to unhappy customers. When you’re trying to do everything yourself, you run the risk of paying little attention to customer service. Small things like responding to an email within 24 hours can help you grow your business.
If you are concerned about costs and can’t afford a permanent employee, consider hiring a Virtual Assistant. They are flexible employees who are paid by the hour or per project.
What can you delegate to a Virtual Assistant?
In the beginning, try delegating tasks that you hate doing because these are the tasks that take up much of your time. If you hate admin, delegate that to an assistant. If you hate selling, hire someone who can make the sales calls and pitches for you.
Here are other tasks you can delegate:
- Managing emails
- Email marketing
- Scheduling appointments and managing them
- Following up with clients
- Calendar management
- Organizing online files
- Database building (e.g. Email lists)
- Personal errands
- Booking flights, hotels etc.
- Minutes of meetings
- Basic reporting
- Managing Social Media Accounts
- Writing blogs or publishing blogs written by you
- Filter and reply to comments on your blog/website/social media
- Answering support tickets/ complaints
- Creating online marketing media (infographics, adverts, newsletters etc.)
Consider delegating some of your tasks. Go on, relinquish control. You may experience anxiety in the beginning but it will soon fade away after you find the right people to delegate to. How do you find the right people? Contact us for more information!
How to Motivate Your Virtual Employees
Hiring remote-working employees has become the go-to practice for millennial companies and any other company who wants to compete in today’s business world. But one thing that stands true is virtual employees need just as much motivation as office-bound employees. This is because as much as we wish they were, employees are not as passionate about our brands as we are. Yes, they can be passionate about working for you, but there’s got to be something more than that for them to remain motivated. For this reason, today, we’re going to discuss five ways to motivate remote-working employees:
Communication is key.
The fast-paced world of virtual employment means that remote-working employees often only receive communication with tasks and feedback. There is hardly any space for forming bonds with colleagues.
Communicating regularly with your employees will help them fit in and feel more part of the team. Try implementing the following:
- Weekly meetings
- Praise them when they submit good work
- Encourage colleague interaction
- Create social media groups for staff members
Create growth opportunities.
Many virtual employees become worried about their career growth. In a normal office environment, they can visualise their career path, but in a remote-working environment, it’s more difficult for someone to see where their career is headed.
To create growth opportunities, stimulate conversations with employees to find out where they see themselves in the short-term and long-term. Spell out what a typical career path would be for someone in their position.
Implement an employee recognition program.
It’s human nature to want to be praised and recognised for our efforts. Failure to recognise employee efforts can result in bad consequences. According to a Gallup survey, 40% of employees who reported that they were ignored also reported that they were actively disengaged with their work. Of those who reported that their supervisor focused solely on their negative qualities, only 22% reported active disengagement. [Source: Furst Person]
It’s important to recognise your virtual employees for the little and big things they do for your company. A good way to do this is via an employee recognition program.
Define what actions warrant recognition and then recognise employees accordingly. Make sure that gifts are relevant. Don’t give a gym gift card to someone who is not a health fanatic for example
Establish systems and measure performance.
Did you know that only 36% of companies have a remote-working policy? Also, only 3% measure performance, engagement and productivity? [Source: CIPHR]
If performance and productivity are not measured there’s no way for you to understand where to improve things in your business. It’s important to develop policies and procedures to govern your remote-working employees. Also, use modern technology to measure productivity e.g. Apps, tools, time trackers, Chrome extensions
Make work fun!
If work is fun for employees, they will keep coming back. Make work fun in the following ways:
- Group work
- Employee of the month