Basics of Hiring
So let's talk about a couple basics of hiring. These are just bare bones, basics, but it's important to have as a backdrop for the discussions we're going to be having. So I've outlined for you the differences between an employee and a contractor, and I'm not gonna go too far into depth with all of these decisions. If you're ever feeling confused, the best thing to do would be to hire a lawyer just to do a quick consult with your business, but broadly speaking, the difference between an employee and a contractor is the amount of control that they have over their work. So for example, stereotypically a contractor is someone who does piecework, they're hired on a temporary basis, perhaps to do a task, perhaps to do something monthly, but it's very small with, it's on a contract basis. That's why they're called contractors. It's not like an employee, which is an ongoing position. Contractors very typically have full control over their work, so a great example of a contractor would be an i...
llustrator. I hire an illustrator and I say, can you make this logo for me? She can choose to use Photoshop, she can choose to use Illustrator, I don't care, I'm not telling her what to do. She is in charge of accomplishing the full task by herself, and that's a very contractor-like situation, compared to an employee who often comes into an office and does the entire task under the employer's control and specifications. Most of the situations you're going to run into are contractor-like situations, so all of the hiring of freelancers that I'm going to be talking about, freelancers are contractors. So freelancers are responsible for reporting their own taxes, you don't need to do withholding for them, if it's someone who you pay over $600, you will have to issue them a W-9 form, but other than that, they are in charge of running their business as a professional illustrator. So it can be pretty low burden to hire a contractor, it's not a huge, scary thing, and it's something that you can do on a casual basis without a long term commitment. That being said, the hiring is the most difficult part. Finding the person who's right for you is the most time consuming part of the procedure. So obviously for any person you hire, you're going to want to talk to them, check out references, see if the person's the right fit, and be really up front about the work that you want to have done, because your goal is to have a great end product that fits in with your business. There's two different ways to hire. So you can hire someone to do a task, so that's like hey, I want you to format this into an eBook, or you can hire expertise. So examples of hiring expertise would be if you go to a web designer and say, can you create my website, and I need some help making this vision. Getting illustrators is another example of hiring expertise, or ad managers, someone who's really good, their full time job is placing Google ads. You'll pay a little bit more money to hire this kind of expertise, but you can then get to the point where you're having people do things for your business that you can't do yourself. I'm not up to date on the latest Facebook algorithms, on the latest Google pay per click whatever, but I can hire an ad manager who spends all day long learning the ins and outs about those things and so then they're able to do it for me. And so going back to this economy of scale issue, I don't wanna spend 40 hours a week reading up on the Google rules, but that person can do it, and can have that experience, because they're also doing it for 100 other clients. So I'm benefiting from all of their other clients by getting the most up to date information. A situation which is super great for hiring for a task is a lot of kinds of production work. So I repackage eyeballs, craft eyeballs into baggies. That's something that it's pretty easy to hire someone who wants to come and put eyeballs into baggies. I don't need an expert eyeball putter-in-bagger, I don't think that person exists, but I'm just paying a rate for someone to come and finish that task for me. Those are just the super basics. Again, if you wanna really get into depth about outsourcing your workload, you'll wanna take my class Outsourcing Workload to Grow Your Business, but what I want to do here is just make you feel confident that hiring someone to help you out is not completely overwhelming. It's not the same as hiring five employees and needing a payroll company, it's pretty simple to hire a freelance person on a casual basis who can do work for you that you really want to get off of your plate.
If the term “maternity leave” makes you nervous, you’re not alone.
The big challenge: stepping away from life for 3 months with the expectation of returning to work after maternity leave like nothing happened. Many working women already put in 12 hours a day, so how does one manage with fewer? This common practice is particularly detrimental to small business owners, who find their business slipping away during maternity leave, along with confused and disappointed customers, even when the business has returned to normal.
There’s a better way.
Instead of a traditional maternity leave, in How to Take Maternity Leave without your Putting Life on Hold, Stacey will show you how to put your business into maintenance mode for as long as you want: keeping your business functioning at a high level to keep your customers happy, but not requiring your full-time attention. It will make returning to work after maternity leave much more seamless.
Many business owners spend time on tasks that are not essential. By eliminating these excess activities, you can distill your business into a few hours a day of powerful productivity. Keep your business going while still spending the time with your family that only comes once in a lifetime. When you’re returning to work after maternity leave, you’ll find that your newly-discovered efficiency has transformed your business. You may even decide to limit work to a few hours a day, permanently!
You’ll Learn How To:
· Determine which tasks in your business are worth your time and attention
· Streamline your business down to the bare essentials, creating successful systems
· Calculate how much money you need to earn during your leave, and work the minimum number of hours to achieve it
· Take advantage of ‘down time’ in productive ways
· Decide when to hire out tasks, even if you’ve never considered hiring contractors before
· Find non-standard childcare options… there’s more than full-time daycare!
· Effortlessly shift your business back into ‘full-rev’ mode
During Stacey’s daughter’s first year, she earned 65% of what she earned the previous year, working during baby’s naps and in the evenings. She was able to do this by streamlining her business and working on only what brought in results, cutting work time down to a couple of hours a day. Her daughter entered traditional daycare when she was 20 months old, with a transition that was seamless to customers, because it appeared as if she had been working full-time all along.
Learn how you can apply Stacey’s techniques and strategies to your maternity leave plan. Even if you’re not a small business owner, you’ll find ways to assess and streamline your work, make time for this once-in-a-lifetime period, manage childcare, rev up and get back in the game.