1.) They need to know the outcomes that you expect from them.<\/p>\n
So for example, instead of just giving your assistants ‘tasks’ or ‘projects’, you need to explain to them the ‘outcome’ you actually want them to achieve as a result of those tasks or projects …<\/p>\n
…. “This is why you are actually doing this task because this is the outcome I am expecting, ie: I want you to post to our social media every day (task), so our fan base grows. (outcome)”<\/p>\n
2.) Set your expectations with them on the first day. Expectations need to be things like.<\/p>\n
a.) You need to arrive at work at X time, on the dot.
\nb.) You need to give me a days notice if you need time off work.
\nc.) You need to log your hours in our project management system as you complete tasks. (not at the end of the day).<\/p>\n
And in the same token, ask them what they expect of you. Typically it will be things like.<\/p>\n
a.) Pay them on time.
\nb.) Be kind to them (Philipinos are very shy people).
\nc.) Treat them like family.<\/p>\n
3.) They need to read\/write\/communicate in perfect English. I have been guilting of hiring people from the Philippines in the past where their English hasn’t been the best, and it ends it always ends up causing problems.<\/p>\n
4.) Make sure you hire someone with a reliable internet connection. Otherwise, you will be forever playing chat-tag with them. “Are you there? Where are you? Hello?” (Give them a weeks trial to see how their internet is, and if you have consistent connectivity issues, get rid of them at the end of the two weeks).<\/p>\n
5.) You need to understand their culture. For example, you need to be aware that they are not very forthcoming with issues they are experiencing working for you, as they see bringing up problems with their employer as disrespectful. So you need to be open, candid and kind to them, to see what issues they need help with. If you don’t, don’t be surprised if they just ghost you and disappear.<\/p>\n
6.) Pay people on time, on the exact date, every day. Better still and if cash flow permits, pay them early.<\/p>\n
7.) Give small bonuses from time to time. This could be anything from shouting them a new pair of runners, or something for their kids, and a night out with their partners. Do this and you will have loyal and hard-working team members for life.<\/p>\n
8.) You need to give them at least a month to get up to speed with the way you work and how your team works, so don’t just expect them to be perfect from week one (though, if you hire the right people, you will get star performers from day one).<\/p>\n
9.) Be patient with them.<\/p>\n
10.) Lastly and most importantly. Train them so well that they just become superstars within your organisation, where they help give you more time, more freedom and ultimately make you more money, so if they ever left, they would become a huge asset to their next employer.<\/p>\n
.. But treat them so well, that they never want to leave you in the first place.<\/p>\n","protected":false},"excerpt":{"rendered":"
1.) They need to know the outcomes that you expect from them. So for example, instead of just giving your assistants ‘tasks’ or ‘projects’, you need to explain to them the ‘outcome’ you actually want them to achieve as a result of those tasks or projects … …. “This is why you are actually doing […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"jetpack_publicize_message":"","jetpack_is_tweetstorm":false,"jetpack_publicize_feature_enabled":true},"categories":[1],"tags":[121,122,31,14,120,118,119],"jetpack_publicize_connections":[],"acf":[],"yoast_head":"\n