One of the most frustrating areas of my business in the last 2 years has certainly been the hiring and keeping of contractors. Before you get the wrong idea, I am not difficult to work for :-). The reasons for leaving are very typical for independent contractors/freelancers. Family issues, health and moving on to other things are the biggest reasons. Sometimes, there’s plain irresponsibility. People just fall off the face of the earth. Sadly, it happens way too often and in my case, they leave while a project is mid way.
Every time this happens, I have to start from the beginning. Explaining the objectives, the details of a project, the goals, where we are, where I want to go from here. They have questions. Stuff that you have perhaps gone over before in different threads of conversation and will have to dig up from your email archives or elsewhere. Getting someone up to speed is extremely time consuming. Time you could better spend on marketing and other income producing tasks.
People say when you outsource, you train once and have others do the job over and over. It is harder the first time and just think. You’ll never have to do the job again after the initial training. That is true, if they stay with you. When they leave, you’ll have to do the training again. And again. You trade a set of problems for another.
How do businesses in high turnover industries do it? They use a combination of trainers and systems. You get someone else who has already created the training to train your assistants for you. Since the material is ready at hand, you do not need to take time off your own schedule. If questions abound, the trainers will help them through it. If they leave, send your new assistant to complete the training.
You also make sure you have systems set in place so all people need to do after coming back from training is to implement the systems using their new skills. When they stay with you, send them to more training to update or upgrade their skills. Like hiring employees, this boosts the chances of a freelancer staying with you.
Not all projects require full training. Sometimes like in my example above, all I needed was a good system – which I’ve since collected and sorted out. So if you find someone who can train as well as provide system frameworks for you and your assistants that would be so much sweeter.
That is the goal we are working towards at TechBasedTraining. We began with a strong focus on bite-sized, technical training that can be quickly implemented. As time went by we also realized the importance of providing basic systems. Many of the training and packages are created with that idea in mind. In the Pro members’ area, there are also checklists for smaller tasks that fall inside a system. This way, a the business owner can focus on the what to do’s even when their contractor or staff leaves for greener pastures.
photo credit: julianlimjl
Aside from really stepping up your employee retention efforts, there’s no way around the problem. The modular train-the-trainer system is proven, though I suspect that a set of smartly-made tutorial screencasts might be the future, especially for a distributed workforce.
Yes I agree there is no way around this. Because hey, that’s life. People’s priorities change, their focus changes… life changes. But yeah I think self-learning is going to be a big part since more and more companies are embracing a virtual work force.
I just started with outsourcing small parts of my business but I can say that it really takes some to show people exactly how you want something done. Now since I am new to this nobody left me yet but I can see how than can be incredibly annoying.
Especially for a small business as mine it is hard to also hire a trainer for new people. Anyways thanks for the interesting article!
Hey Alex, it is true that for now, finding an affordable trainer can be a challenge for small, virtual businesses. However, I also think when we learn something it might be a good thing to share that with our assistants. Plus, when you need to train your help with any technical stuff, you can always head over to TechBasedTraining 😉
Have you tried putting loyalty bonuses in place? Could potentially keep people in the job a bit longer.
Hi Jorgen, no. I think this is somewhat an inherent problem with hiring contractors vs employees. One of them hurt his hands so bad he can’t type -he’s a programmer. Quite hard to program like that. The other had very personal family problems – life getting in the way. I doubt anything I offered would have kept them.
I guess what would make an employee like me to stay in his company is to have an adequate and fair salary. Then secondly, moral support and recognition. That’s it. Take it from me because I am an employee myself.
Most workers stick with you for a long time in order to improve their strengths. Once a great opportunity knocks on their door, they will surely go out of your vicinity and entertain this new path towards success. I think it’s normal. Unless you can find ways to make them stay for you.
I think it comes with time. Myself, I’ve been in business over 25 years. I watch professionalism and attitude from the first contact. If for ANY reason, I have to question their behavior, I typically look for other alternatives. I also make it a point of paying my bills and being completely honest in regard to what is expected of them. One thing I am proud of is my suppliers and their trust in my brand.
It’s just a matter of opportunity and trust available for them. If they think they can find more better opportunity than what you’re actually offering that will surely result to a career advancement on their part.
I agree a high turn-over for a small business can be very stressful and frustrating. I believe nowadays people are deciding what jobs to keep and lose according to their financial situation. I found out that having one employee learn maybe 2-3 positions within in the business can be very helpful for times like this.
Awesome article post. Really its true that for now, finding an affordable trainer can be a challenge for small, virtual businesses. People changes their jobs in short span of time for high salary. But if we can restrict them with few restrict rules and regulations.
The only key to make your people stay in your place is to offer them good compensation and growth within in your company. Most people are demotivated because of these two reasons.
The only key to make your people stay in your place is to offer them good compensation and growth within in your company. Most people are demotivated because of these two reasons.
thank you…
specially for a small business as mine it is hard to also hire a trainer for new people. Anyways thanks for the interesting article!
You need to have a back-up plan just in case something might happen. In this way, the ongoing project will continue to move even if you lose your contractor. Simply, having a system can give you enough time to seek for another contractor.