The Most Common Mistakes Business Owners Make When It Comes To Outsourcing

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Outsourcing can be a huge help to a lot of businesses.  It lets them increase their workforce for particular projects and tasks without increasing their outgoings too much. However,  for some businesses, it doesn’t quite work out. This is usually down to a mistake made by the person or people in charge of outsourcing. To prevent this from happening to your company, we have explored some of the most common errors people make when it comes to outsourcing, and how you can stop them from happening.

Outsourcing the wrong tasks

The most significant error that many businesses make does not fully understand what tasks need to be outsourced. Money is then wasted

on paying staff to do jobs that could easily be handled in house for next to nothing. The general rule of thumb is to outsource any technical work that requires more skills than your employees have, or jobs that need to be done by a specialist. For example, you might want to consider using the services of a social media manager to handle social media, or a website designer to keep on top of your business site, to avoid wasting time on sorting out problems. You may also want to think about outsourcing basic and repetitive tasks such as data input and admin.

Not Taking Time To Choose The Right Person

Looking for the best person to hire for ad hoc tasks should be treated exactly the same as when you are looking for a full-time member of staff. You should take the recruitment process seriously and take the time to look at a selection of portfolios and invite applicants in for interviews, whether this is an informal chat over coffee or a digital interview. This will give you the opportunity to figure out which of the applicants is the perfect fit for your company and the project in question. That way, you know the work will be carried out to a high standard.

Not Having A Contract In Place

Even if they are only working with you for a week, it is essential that you have a legal contract in place between the business and the worker. This should clearly lay out the details of the work, what is expected from both parties, how and when payment will be made and what will happen if either party breaks the partnership before the scheduled end date. This should stop any issues and disputes from arising in the future and protect both of you.

Not Checking In With Them

Often, freelancers and contractors work on a remote basis, so don’t come into the office. This is, of course, is beneficial as it means that you don’t have to pay any additional overheads, but sometimes, these workers can get overlooked. It is important that every so often you check in on them, to see how they are getting on, that they have all of the resources and information that they need and to keep them up to speed with any new developments.

Creating Good Employer/Employee Relationships

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No one wants to be a jobsworth when it comes to being a manager, and being the boss of a business often gives us an air of authority that can be used properly and abused in equal measure. However, it’s finding a good balance between work and play with your employees that makes the workplace a lot more enjoyable to be in, and your employees a lot happier when receiving instructions. So if you’re looking to foster better relationships between you and your employees, here’s a couple of tips for your consideration. You know your workplace, so apply them where you can.

Set Boundaries from the Beginning

You want your workers to trust you, and crafting such a bond takes time and good planning. It’s most easily done however by creating acceptable boundaries, as a constant flow of give and take often breaks a lot of trust on both sides. Don’t be an overbearing boss that your employees need to set boundaries specifically in return for; keep work to work hours and keep your expectations realistic.

Ending up with needing to run a disciplinary trial or other such behavior extremes can be avoided when you’re firm but fair from the beginning, so check out for ways to put this into practice. Knowing what you can and can’t do as a boss to lead your more errant employees in the right direction means you’re less likely to make a mistake that can damage a career, and keep them around for longer to do good work.

Recognize Achievements

Everyone likes receiving praise, and no one will appreciate this more than your employees when they do a good job. Being able to pinpoint to them what they’ve done right and where they could improve is great in terms of constructive criticism, but make sure it’s fair and really could help them.

No one appreciates being shouted at or being sent passive aggressive emails, so be outright with what you want to say so a message is clearly gotten across. Otherwise you may never get a proper result in the tasks you set them; words have different meaning for all people after all.

Get Feedback

We don’t know we’re doing things right unless people tell us, so make sure you get the feedback from the people you work with on how your run your business concerning them. You can do this via an anonymous survey, really allowing people to be honest with what they want to say to you, or you can ask them in person.

This is often a more personal touch, as we can see people’s body language at the same time, which helps to show up how they interact with you. Don’t let it become a formal occasion, and make sure they know no harm to their job will come out of it.

If you think you’re a good boss, make sure you really are in how you act towards your employees. Wanting better is a good sign!