Like any personal bond, labor relations are based on mutual trust, which makes it possible to build businesses, close agreements, choose professionals, and also delegate.
The main difficulty in doing so is believing that the person we hire will not do the tasks in the same way as us, will not achieve the same results, that we will lose customers, or that it will undo all the growth achieved due to lack of experience or knowledge. Because also, our mind is always going downhill and in the negative (we could also think that everything can turn out well) however the ineffective management of fear wins us.
The feeling of losing control of our business is the belief that often leads entrepreneurs to delay the decision to delegate, moving them away from the exponential growth that effective hiring generates at the right time.
The first step To overcome this limitation, it is to build a structure with marked processes, and to detect which tasks steal our time and energy (they are the first to delegate) and which instance of the business is failing because it cannot cover all the edges of it.
The second step, is to analyze the role that best fits these tasks, define if we need an assistant, a sales person, a Community Manager, a receptionist, etc. and specifically define their tasks to later be able to measure them, and also the “ideal” profile of the person who should occupy that role, because it will be with whom we will have a close daily relationship. In this step we also begin to open up the search and interview process.
finally arrives the third stepwhen we have achieved the recruitment and our profile is already in the rolethe ideal is to accompany your first weeks with an on boarding process that makes you feel confident that you will know in detail all the tasks to be carried out and that their contribution will be a fundamental leg to continue achieving objectives.
Delegating is a challenge of personal confidence, which successfully achieved leads our business to solid and sustained growth.
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by CEDOC
