Description
Do you want to know my secret "video" technique to get what you want from freelancers?...and my "sleepy panda" trick for hiring the best freelancers?
You'll discover all of this and more in this video.
Here's what is covered in this video:
- 00:00 - Introduction
- 01:03 - Hiring Tip #1: "Recommendations"
- 01:37 - Hiring Tip #2: "Clarity"
- 02:14 - Sample Job Description
- 02:38 - Hiring Tip #3: "Codeword"
- 04:05 - Hiring Tip #4: "Real Skills"
- 05:50 - Communication Tip #1: "Screencasts"
- 07:48 - Communication Tip #2: "Feedback"
- 08:37 - Communication Tip #3: "Framework"
- 09:44 - Communication Tip #4: "SOPs"
- 11:05 - Communication Tip #5: "Cloud"
- 12:02 - Communication Tip #6: "Relationships"
- 13:52 - Letting People Go
Download the FREE Sample Job Description ยป SHOW MORE
Automated Transcription
0:00
Do you want to know my secret video technique to getting what you want from
0:03
freelancers.
0:04
And you want to know my sleepy Panda trick to hiring the best outsourcers.
0:09
I'll tell you all that. And more in this video,
0:18
Ronnie here, Founder of PLR.me,
0:20
and I've been running online businesses for over 20 years.
0:23
All throughout that time,
0:25
I've always worked with remote teams and that means hiring people who don't
0:29
work directly in my office.
0:31
I've been home-based really for right from the beginning.
0:34
And how do you do that? How do you have a remote team?
0:38
And then how do you keep those people happy and motivated and really all working
0:43
with you? Not against you.
0:45
I've started pillaring up me back in 2008. And since then,
0:49
the vast majority of our team has actually stuck around. We have some,
0:54
some staff that have been with us for over 10 years. How do you do that?
0:58
And how do you find these people to begin with? Well,
1:01
that's what this video is all about.
1:03
The first tip that's really important in terms of finding someone is
1:08
well, ask, ask, ask your friends, ask your colleagues, ask us.
1:13
We would be happy to give you recommendations because when you get a
1:16
recommendation for someone that holds a whole lot more weight than just kind of
1:21
finding someone on a job board, now I recognize that's not entirely,
1:25
always possible.
1:26
And sometimes we do hire people from a freelance websites.
1:30
The best hires are recommendations from your circle,
1:34
from your social circle. So keep that in mind. Okay. Well,
1:37
what if you can't find someone in your circle? Well,
1:40
that brings me to the second tip and that is if you are going to be posting on
1:45
freelance websites, be super.
1:48
Clear on your job posting.
1:50
Okay.
1:50
I can't stress that enough clarity means that there's a lot less back and forth,
1:55
and it means that you can set goals without constantly moving the goalpost.
1:59
So you don't want to confuse you. You don't want to confuse your potential hire.
2:03
So be super clear in your job description.
2:06
And sometimes what we do is we actually spell out the exact things that they're
2:10
going to be doing, but we also make it clear about who we're looking for.
2:13
We even say things like if you've ever been fired from a job before don't apply,
2:18
if you've ever just randomly disappeared for two days,
2:22
without telling your boss don't apply,
2:25
we were super clear about who we're looking for.
2:28
And I can tell you that makes a big, big difference.
2:30
So you want to be clear about the job. You want to be clear,
2:34
but what they're going to be doing and clear, but who you're looking for.
2:37
So you have a good culture fit. Okay.
2:39
So my third tip and this relates to hiring people,
2:43
especially people from freelance websites. You want to get.
2:47
A code, word code word. Yes.
2:51
And what I mean by that is a lot of times on these freelance websites,
2:55
you'll get these automatic applications.
2:57
People who sort of automatically apply to every single job they see without
3:01
actually reading the job description. And of course,
3:04
that's no good where you want to find someone who's actually interested in is
3:08
read the description and really knows what you do and what you are all about.
3:11
So what I do is I provide a code word at the end of the job description,
3:16
and you can play with this. It could be exactly at the end.
3:18
It could be as part of the instructions for applying.
3:21
And what I've done was I'd say something like, Hey,
3:24
in your application mentioned the word sleepy Panda. And when you do,
3:28
I will know that you actually read the description, right?
3:30
So maybe in the email, in your subject line,
3:34
put the subject line sleepy Panda,
3:35
or in the voicemail that you leave somehow work in the word,
3:39
reckless rabbit or something, unusual, something weird.
3:43
And I've done this for every job application that we've posted works so
3:47
well because it actually gets people who are serious and the people who actually
3:52
follow your instructions, read the directions. And if they don't,
3:56
they just don't even get considered. They just get tossed out.
3:58
So only choose people who can follow the directions.
4:01
And that code word is a great way to screen people out. Okay. So the,
4:06
it is all about testing real skills personally.
4:09
I'm not a really a fan of resumes. I don't really like them.
4:12
I kind of feel like they're sort of just about puffing up your chest and half
4:16
the time it's just using buzzwords and things that really quite honestly,
4:20
don't excite me very much. I always like to test real skills.
4:23
So what do I mean by that? It means that the first part of the job,
4:27
but before you actually get hired, I'm going to give you a paid test.
4:32
So if you're a writer,
4:33
I'm going to ask you to write five articles and I'll pay you for them,
4:36
but I want to see what you can do.
4:38
And what I'm doing is that is I'm evaluating well. How fast, uh, is,
4:42
is the turnaround time, uh, how do you, do they respect deadlines?
4:46
Did they say it's going to be done on Friday,
4:47
but submitted on Sunday or did they say it's gonna be done on Friday and they
4:51
submitted on Friday morning? Um, what's the communication, like,
4:55
what if they have questions, do they ask or do they just bulldoze through and,
5:00
and just kind of make guesses as they go along? Uh,
5:03
so I'm evaluating all of these different things when someone is doing a real
5:07
paid test. And likewise, if you're hiring a developer, same thing,
5:11
give a small task test out or fix this one thing of the website,
5:15
not the whole thing. Let's just do this one,
5:17
one little piece and I'm just evaluating again. How long does it take, uh,
5:21
how do they communicate and are they getting the job done correctly?
5:24
Are they listening to the directions?
5:26
Maybe you're hiring our customer service person.
5:28
And what I would do is I would give them or a real set of cases. So, Hey,
5:33
what would you do in this case? Or give them challenges,
5:36
things like technical questions,
5:37
like how do you fix this technical issue and ask them to answer them,
5:41
evaluate those answers and see how they do it.
5:44
That is way more powerful than reading a two page resume.
5:48
Now that was all about hiring. Now let's talk about communication.
5:52
Communication is obviously vital.
5:54
It's so important working with a team and especially remote team.
5:57
You're not in the same office. Well,
5:59
there's a few things that I do that actually have completely transformed how our
6:04
team works. Now,
6:06
the first thing is I always record screencast videos.
6:10
So screencast videos are just the record. My screen,
6:13
I record my voice and I explain, I explain what's going on.
6:16
So the beauty about screencast videos is that you can see,
6:20
and you can hear me. And it actually allows the, um,
6:24
the viewer to really understand what's going on because if you're writing
6:27
something out, well, let's be honest. Words are confusing,
6:32
especially if you're working with someone who's a non,
6:35
a non native English speaker or a web developer. I mean,
6:38
words are actually really confusing when it comes to stuff like this.
6:41
So showing your screen actually allows you to, um,
6:45
show something more complex and answered questions or explain what you're
6:50
looking for in a lot of more visual and easier way. So, you know,
6:54
imagine if a photo is a thousand words, well,
6:56
a video is like a hundred thousand words or maybe a million words because you
6:59
could actually get a sense a lot more than through just a basic
7:04
email.
7:05
Other cool thing about recording screencasts is that I personally find that I
7:09
get more clarity when I do that.
7:11
I get more clarity on what I'm looking for and how I want it to be done. Um,
7:16
but it also allows people to gain clarity from me. Um,
7:20
so as I get clearer,
7:21
the job gets clear and the job gets done a whole lot faster.
7:26
And I can tell you from the really like dozens and dozens of people that I've
7:31
worked with over the last 20 years, I've been told time and time again,
7:35
how much they appreciate my videos,
7:37
because it allows them to see and hear and experience what I'm looking for,
7:42
which is so much easier than going back and forth and chat or going back and
7:46
forth in email.
7:48
Okay. So my second communication tip is all about giving feedback promptly.
7:53
Okay. So don't wait a few days. You don't want to hold things up. If your staff,
7:57
your team is working on something, give them what they're looking for.
8:00
Answer the question quickly,
8:02
because you don't want them to start going down the wrong road.
8:05
And then you have to reel them in and say, no, no, no, no.
8:07
That's not what I meant. No, you don't want to give them feedback promptly.
8:10
And of course the best way is using the screencast videos like I mentioned. Um,
8:14
but just allow them to ask questions, allow them to ask for help,
8:17
allow them to ask for clarity. It's better to be clear,
8:20
and then you can revise and improve. And then over time,
8:24
you'll start to kind of get a sense of each other,
8:26
so that there'll be less questions moving forward. Okay.
8:28
So just give feedback quickly.
8:30
And that way your team is on the same page and they're on the same road as you.
8:35
They're not going in the opposite direction.
8:37
My third tip is about providing a decision-making framework.
8:40
So for any of your team, especially if they're in customer support or any, uh,
8:45
anywhere where they need to make decisions about different cases,
8:49
give them a framework,
8:50
give them a checklist that explains the process so they know what to do and how
8:54
to do it. So, example, if someone asks for a refund, well,
8:57
what are the conditions of a refund? What should they do? What is the process?
9:01
How do they do it? Or if someone has a problem ordering,
9:04
what can your customer support person do? What,
9:08
how do they handle it without having to go to you?
9:10
If you actually create these frameworks so that you can empower them to make
9:14
those decisions, things are gonna get done without you having to be there,
9:17
but you need to make that framework. You need to make that matrix,
9:21
that decision-making tree of what happens and what to do.
9:25
And if you do that,
9:26
all of the decisions that come from that sort of trickle through that becomes a
9:31
whole lot simpler. Hey.
9:33
Before we continue, are you subscribed yet?
9:35
Because if you're not make sure you click that subscribe button and that
9:38
notification bell.
9:40
That way you'll be notified.
9:41
Of all of our upcoming videos.
9:43
Okay. The next thing I want to talk about,
9:45
it's actually very similar to the decision-making framework and that is actually
9:49
creating standard operating procedures or SLPs SOPs.
9:54
Now we use this in our own business is obviously very powerful and it just
9:58
allows you to standardize operations. So for example,
10:02
how do you add new content onto your website?
10:05
How do you add content onto your social profiles? What do you do?
10:07
What's the process? How do you determine the tags or, um,
10:10
how do you create a product? What are the steps to add it into your store?
10:14
What are the steps to add a refund?
10:16
Or what are the steps to add an affiliate commission or what are the steps to
10:20
you name it? And what do you have the process all laid out?
10:24
It's easy for someone to go through that and just follow a checklist.
10:28
And so as you get more and more advanced in your business,
10:31
you need these standard operating procedures.
10:34
So at first you might only have a couple of SOPs or Hey, maybe after a while,
10:38
you might end up having dozens or hundreds of different procedures for different
10:42
things. Uh, that's great. What we do is we have it all organized,
10:47
neatly into a folder and a,
10:49
and it's all on Google drive so we can share it easily.
10:52
And it's all index we can see in a spreadsheet.
10:55
What do you do for these situations within the spreadsheet?
10:59
You can click on those items and then you can see and read the actual checklist,
11:03
the actual procedure for that. Okay.
11:05
My fifth tip is all about using Dropbox or Google drive to
11:10
share all of your files. Now, this is really important,
11:13
especially if you're working with someone who's a creative or a writer or
11:17
someone who needs to give you files often. Uh,
11:20
so we have our writing team use Google drive and we use Dropbox.
11:24
We have our video editing team use Dropbox as well.
11:28
And so when something is done, it's in Dropbox. Everyone can access it.
11:32
We can easily find it.
11:33
You don't have to search through dozens of emails or you don't have to like bug
11:37
someone, especially if there's a time difference. Oh,
11:39
I didn't get the latest file. Can you send it to me? No,
11:41
you don't need to do any of that.
11:43
You have everything in one place and it's all organized in a shared cloud
11:47
folder.
11:48
So that's why I really recommend using a shared Dropbox or using a shared Google
11:52
drive. It really is powerful.
11:54
And it's going to save you a whole lot of wasted time, going back and forth.
11:57
You'll always have the latest files and it's all in sync.
12:02
So my last tip really is all about relationships.
12:05
It's about the person and that's really about treating your team with the
12:10
dignity and the respect and the love that they deserve.
12:14
I can tell you when you do that, everything else changes.
12:18
They're not just someone who's getting a job done, they're a person.
12:22
And so that means ask about them, like really ask about them,
12:25
ask about their family, ask about their likes, ask what they don't like,
12:29
what's going on in their life, right?
12:30
These are really important questions and they allow you to develop a
12:34
relationship,
12:35
but also they allow you to kind of build each other up and work together as a
12:38
more United team. Okay. And that means showing appreciation.
12:43
You don't say thank you and say, I appreciate you.
12:46
And you can say that to them individually,
12:48
but you can also say that as part of your team, you know,
12:52
in a team meeting and an email, you can say, Hey,
12:54
look at the great job at Richard and tells it isn't that fantastic. Like,
12:58
you know, thank you. And that helps people to feel part of a team.
13:02
You want to show that, Hey, you care about them and that they matter.
13:06
And those little things that really does make a big difference. And of course,
13:10
Hey, that means sending surprise gifts or birthday gifts, Christmas gifts.
13:14
Those are really a powerful way to show your appreciation and show things.
13:18
But what if they mess up?
13:20
What if they make a mistake or what if they miss a deadline show mercy? I mean,
13:24
what have you not made a mistake?
13:25
I know I have screw things up like crazy and my team have come and save the day
13:29
for me. So of course, you know, we need to show mercy.
13:33
Now this doesn't mean you can't express disappointment, you know,
13:36
but exploding and chastising,
13:38
that's not the way to make them feel as part of a team.
13:40
And especially if you're too harsh,
13:42
it's really easy for someone on a remote team to just disappear.
13:47
So it's really about from kindness.
13:49
It's really about treating people with dignity. And of course, yeah. I mean,
13:52
if someone is consistently missing deadlines that they're unreliable, of course,
13:56
you're going to need to cut ties at some time.
13:58
And we have had that happen to us too. Um, but listen,
14:01
if you're working from a shared Dropbox, you have all the latest files,
14:04
you know, obviously remember to unshare that with that person, uh,
14:08
change any passwords, all those sorts of things before you let someone go.
14:13
But Hey, sometimes that happens.
14:16
Sometimes we need to let people go and it's not okay to stick with someone who's
14:19
producing mediocre results for a long time. Uh, you know,
14:23
if the work is inconsistent, if, if you just have different personalities,
14:26
if it's just not a fit, that's okay. It's okay to move on. Um,
14:30
but you can still be respectful about it.
14:31
So those are my tips for how you can hire and manage a remote team.
14:35
I'd love to hear from you and what you do.
14:37
So go ahead and set it up and the comments below about how you have hired people
14:42
in the successes or failures that you've had. Okay.
14:45
I hope you found this video helpful.
14:47
All about hiring and managing your team.
14:50
If you have any tips you'd like to share,
14:52
please sound off in the comments below and also of course,
14:55
make sure you subscribe and click that notification bell.
14:59
So you'll be notified of all of our upcoming videos and Hey,
15:03
give it a like that really helps us out a ton look forward to seeing you in the
15:07
next video.
0:00
Do you want to know my secret video technique to getting what you want from
0:03
freelancers.
0:04
And you want to know my sleepy Panda trick to hiring the best outsourcers.
0:09
I'll tell you all that. And more in this video,
0:12
[inaudible].
0:18
Here founder of plr.me,
0:20
and I've been running online businesses for over 20 years.
0:23
All throughout that time,
0:25
I've always worked with remote teams and that means hiring people who don't
0:29
work directly in my office.
0:31
I've been home-based really for right from the beginning.
0:34
And how do you do that? How do you have a remote team?
0:38
And then how do you keep those people happy and motivated and really all working
0:43
with you? Not against you.
0:45
I've started pillaring up me back in 2008. And since then,
0:49
the vast majority of our team has actually stuck around. We have some,
0:54
some staff that have been with us for over 10 years. How do you do that?
0:58
And how do you find these people to begin with? Well,
1:01
that's what this video is all about.
1:03
The first tip that's really important in terms of finding someone is
1:08
well, ask, ask, ask your friends, ask your colleagues, ask us.
1:13
We would be happy to give you recommendations because when you get a
1:16
recommendation for someone that holds a whole lot more weight than just kind of
1:21
finding someone on a job board, now I recognize that's not entirely,
1:25
always possible.
1:26
And sometimes we do hire people from a freelance websites.
1:30
The best hires are recommendations from your circle,
1:34
from your social circle. So keep that in mind. Okay. Well,
1:37
what if you can't find someone in your circle? Well,
1:40
that brings me to the second tip and that is if you are going to be posting on
1:45
freelance websites, be super.
1:48
Clear on your job posting.
1:50
Okay.
1:50
I can't stress that enough clarity means that there's a lot less back and forth,
1:55
and it means that you can set goals without constantly moving the goalpost.
1:59
So you don't want to confuse you. You don't want to confuse your potential hire.
2:03
So be super clear in your job description.
2:06
And sometimes what we do is we actually spell out the exact things that they're
2:10
going to be doing, but we also make it clear about who we're looking for.
2:13
We even say things like if you've ever been fired from a job before don't apply,
2:18
if you've ever just randomly disappeared for two days,
2:22
without telling your boss don't apply,
2:25
we were super clear about who we're looking for.
2:28
And I can tell you that makes a big, big difference.
2:30
So you want to be clear about the job. You want to be clear,
2:34
but what they're going to be doing and clear, but who you're looking for.
2:37
So you have a good culture fit. Okay.
2:39
So my third tip and this relates to hiring people,
2:43
especially people from freelance websites. You want to get.
2:47
A code, word code word. Yes.
2:51
And what I mean by that is a lot of times on these freelance websites,
2:55
you'll get these automatic applications.
2:57
People who sort of automatically apply to every single job they see without
3:01
actually reading the job description. And of course,
3:04
that's no good where you want to find someone who's actually interested in is
3:08
read the description and really knows what you do and what you are all about.
3:11
So what I do is I provide a code word at the end of the job description,
3:16
and you can play with this. It could be exactly at the end.
3:18
It could be as part of the instructions for applying.
3:21
And what I've done was I'd say something like, Hey,
3:24
in your application mentioned the word sleepy Panda. And when you do,
3:28
I will know that you actually read the description, right?
3:30
So maybe in the email, in your subject line,
3:34
put the subject line sleepy Panda,
3:35
or in the voicemail that you leave somehow work in the word,
3:39
reckless rabbit or something, unusual, something weird.
3:43
And I've done this for every job application that we've posted works so
3:47
well because it actually gets people who are serious and the people who actually
3:52
follow your instructions, read the directions. And if they don't,
3:56
they just don't even get considered. They just get tossed out.
3:58
So only choose people who can follow the directions.
4:01
And that code word is a great way to screen people out. Okay. So the,
4:06
it is all about testing real skills personally.
4:09
I'm not a really a fan of resumes. I don't really like them.
4:12
I kind of feel like they're sort of just about puffing up your chest and half
4:16
the time it's just using buzzwords and things that really quite honestly,
4:20
don't excite me very much. I always like to test real skills.
4:23
So what do I mean by that? It means that the first part of the job,
4:27
but before you actually get hired, I'm going to give you a paid test.
4:32
So if you're a writer,
4:33
I'm going to ask you to write five articles and I'll pay you for them,
4:36
but I want to see what you can do.
4:38
And what I'm doing is that is I'm evaluating well. How fast, uh, is,
4:42
is the turnaround time, uh, how do you, do they respect deadlines?
4:46
Did they say it's going to be done on Friday,
4:47
but submitted on Sunday or did they say it's gonna be done on Friday and they
4:51
submitted on Friday morning? Um, what's the communication, like,
4:55
what if they have questions, do they ask or do they just bulldoze through and,
5:00
and just kind of make guesses as they go along? Uh,
5:03
so I'm evaluating all of these different things when someone is doing a real
5:07
paid test. And likewise, if you're hiring a developer, same thing,
5:11
give a small task test out or fix this one thing of the website,
5:15
not the whole thing. Let's just do this one,
5:17
one little piece and I'm just evaluating again. How long does it take, uh,
5:21
how do they communicate and are they getting the job done correctly?
5:24
Are they listening to the directions?
5:26
Maybe you're hiring our customer service person.
5:28
And what I would do is I would give them or a real set of cases. So, Hey,
5:33
what would you do in this case? Or give them challenges,
5:36
things like technical questions,
5:37
like how do you fix this technical issue and ask them to answer them,
5:41
evaluate those answers and see how they do it.
5:44
That is way more powerful than reading a two page resume.
5:48
Now that was all about hiring. Now let's talk about communication.
5:52
Communication is obviously vital.
5:54
It's so important working with a team and especially remote team.
5:57
You're not in the same office. Well,
5:59
there's a few things that I do that actually have completely transformed how our
6:04
team works. Now,
6:06
the first thing is I always record screencast videos.
6:10
So screencast videos are just the record. My screen,
6:13
I record my voice and I explain, I explain what's going on.
6:16
So the beauty about screencast videos is that you can see,
6:20
and you can hear me. And it actually allows the, um,
6:24
the viewer to really understand what's going on because if you're writing
6:27
something out, well, let's be honest. Words are confusing,
6:32
especially if you're working with someone who's a non,
6:35
a non native English speaker or a web developer. I mean,
6:38
words are actually really confusing when it comes to stuff like this.
6:41
So showing your screen actually allows you to, um,
6:45
show something more complex and answered questions or explain what you're
6:50
looking for in a lot of more visual and easier way. So, you know,
6:54
imagine if a photo is a thousand words, well,
6:56
a video is like a hundred thousand words or maybe a million words because you
6:59
could actually get a sense a lot more than through just a basic
7:04
email.
7:05
Other cool thing about recording screencasts is that I personally find that I
7:09
get more clarity when I do that.
7:11
I get more clarity on what I'm looking for and how I want it to be done. Um,
7:16
but it also allows people to gain clarity from me. Um,
7:20
so as I get clearer,
7:21
the job gets clear and the job gets done a whole lot faster.
7:26
And I can tell you from the really like dozens and dozens of people that I've
7:31
worked with over the last 20 years, I've been told time and time again,
7:35
how much they appreciate my videos,
7:37
because it allows them to see and hear and experience what I'm looking for,
7:42
which is so much easier than going back and forth and chat or going back and
7:46
forth in email.
7:48
Okay. So my second communication tip is all about giving feedback promptly.
7:53
Okay. So don't wait a few days. You don't want to hold things up. If your staff,
7:57
your team is working on something, give them what they're looking for.
8:00
Answer the question quickly,
8:02
because you don't want them to start going down the wrong road.
8:05
And then you have to reel them in and say, no, no, no, no.
8:07
That's not what I meant. No, you don't want to give them feedback promptly.
8:10
And of course the best way is using the screencast videos like I mentioned. Um,
8:14
but just allow them to ask questions, allow them to ask for help,
8:17
allow them to ask for clarity. It's better to be clear,
8:20
and then you can revise and improve. And then over time,
8:24
you'll start to kind of get a sense of each other,
8:26
so that there'll be less questions moving forward. Okay.
8:28
So just give feedback quickly.
8:30
And that way your team is on the same page and they're on the same road as you.
8:35
They're not going in the opposite direction.
8:37
My third tip is about providing a decision-making framework.
8:40
So for any of your team, especially if they're in customer support or any, uh,
8:45
anywhere where they need to make decisions about different cases,
8:49
give them a framework,
8:50
give them a checklist that explains the process so they know what to do and how
8:54
to do it. So, example, if someone asks for a refund, well,
8:57
what are the conditions of a refund? What should they do? What is the process?
9:01
How do they do it? Or if someone has a problem ordering,
9:04
what can your customer support person do? What,
9:08
how do they handle it without having to go to you?
9:10
If you actually create these frameworks so that you can empower them to make
9:14
those decisions, things are gonna get done without you having to be there,
9:17
but you need to make that framework. You need to make that matrix,
9:21
that decision-making tree of what happens and what to do.
9:25
And if you do that,
9:26
all of the decisions that come from that sort of trickle through that becomes a
9:31
whole lot simpler. Hey.
9:33
Before we continue, are you subscribed yet?
9:35
Because if you're not make sure you click that subscribe button and that
9:38
notification bell.
9:40
That way you'll be notified.
9:41
Of all of our upcoming videos.
9:43
Okay. The next thing I want to talk about,
9:45
it's actually very similar to the decision-making framework and that is actually
9:49
creating standard operating procedures or SLPs SOPs.
9:54
Now we use this in our own business is obviously very powerful and it just
9:58
allows you to standardize operations. So for example,
10:02
how do you add new content onto your website?
10:05
How do you add content onto your social profiles? What do you do?
10:07
What's the process? How do you determine the tags or, um,
10:10
how do you create a product? What are the steps to add it into your store?
10:14
What are the steps to add a refund?
10:16
Or what are the steps to add an affiliate commission or what are the steps to
10:20
you name it? And what do you have the process all laid out?
10:24
It's easy for someone to go through that and just follow a checklist.
10:28
And so as you get more and more advanced in your business,
10:31
you need these standard operating procedures.
10:34
So at first you might only have a couple of SOPs or Hey, maybe after a while,
10:38
you might end up having dozens or hundreds of different procedures for different
10:42
things. Uh, that's great. What we do is we have it all organized,
10:47
neatly into a folder and a,
10:49
and it's all on Google drive so we can share it easily.
10:52
And it's all index we can see in a spreadsheet.
10:55
What do you do for these situations within the spreadsheet?
10:59
You can click on those items and then you can see and read the actual checklist,
11:03
the actual procedure for that. Okay.
11:05
My fifth tip is all about using Dropbox or Google drive to
11:10
share all of your files. Now, this is really important,
11:13
especially if you're working with someone who's a creative or a writer or
11:17
someone who needs to give you files often. Uh,
11:20
so we have our writing team use Google drive and we use Dropbox.
11:24
We have our video editing team use Dropbox as well.
11:28
And so when something is done, it's in Dropbox. Everyone can access it.
11:32
We can easily find it.
11:33
You don't have to search through dozens of emails or you don't have to like bug
11:37
someone, especially if there's a time difference. Oh,
11:39
I didn't get the latest file. Can you send it to me? No,
11:41
you don't need to do any of that.
11:43
You have everything in one place and it's all organized in a shared cloud
11:47
folder.
11:48
So that's why I really recommend using a shared Dropbox or using a shared Google
11:52
drive. It really is powerful.
11:54
And it's going to save you a whole lot of wasted time, going back and forth.
11:57
You'll always have the latest files and it's all in sync.
12:02
So my last tip really is all about relationships.
12:05
It's about the person and that's really about treating your team with the
12:10
dignity and the respect and the love that they deserve.
12:14
I can tell you when you do that, everything else changes.
12:18
They're not just someone who's getting a job done, they're a person.
12:22
And so that means ask about them, like really ask about them,
12:25
ask about their family, ask about their likes, ask what they don't like,
12:29
what's going on in their life, right?
12:30
These are really important questions and they allow you to develop a
12:34
relationship,
12:35
but also they allow you to kind of build each other up and work together as a
12:38
more United team. Okay. And that means showing appreciation.
12:43
You don't say thank you and say, I appreciate you.
12:46
And you can say that to them individually,
12:48
but you can also say that as part of your team, you know,
12:52
in a team meeting and an email, you can say, Hey,
12:54
look at the great job at Richard and tells it isn't that fantastic. Like,
12:58
you know, thank you. And that helps people to feel part of a team.
13:02
You want to show that, Hey, you care about them and that they matter.
13:06
And those little things that really does make a big difference. And of course,
13:10
Hey, that means sending surprise gifts or birthday gifts, Christmas gifts.
13:14
Those are really a powerful way to show your appreciation and show things.
13:18
But what if they mess up?
13:20
What if they make a mistake or what if they miss a deadline show mercy? I mean,
13:24
what have you not made a mistake?
13:25
I know I have screw things up like crazy and my team have come and save the day
13:29
for me. So of course, you know, we need to show mercy.
13:33
Now this doesn't mean you can't express disappointment, you know,
13:36
but exploding and chastising,
13:38
that's not the way to make them feel as part of a team.
13:40
And especially if you're too harsh,
13:42
it's really easy for someone on a remote team to just disappear.
13:47
So it's really about from kindness.
13:49
It's really about treating people with dignity. And of course, yeah. I mean,
13:52
if someone is consistently missing deadlines that they're unreliable, of course,
13:56
you're going to need to cut ties at some time.
13:58
And we have had that happen to us too. Um, but listen,
14:01
if you're working from a shared Dropbox, you have all the latest files,
14:04
you know, obviously remember to unshare that with that person, uh,
14:08
change any passwords, all those sorts of things before you let someone go.
14:13
But Hey, sometimes that happens.
14:16
Sometimes we need to let people go and it's not okay to stick with someone who's
14:19
producing mediocre results for a long time. Uh, you know,
14:23
if the work is inconsistent, if, if you just have different personalities,
14:26
if it's just not a fit, that's okay. It's okay to move on. Um,
14:30
but you can still be respectful about it.
14:31
So those are my tips for how you can hire and manage a remote team.
14:35
I'd love to hear from you and what you do.
14:37
So go ahead and set it up and the comments below about how you have hired people
14:42
in the successes or failures that you've had. Okay.
14:45
I hope you found this video helpful.
14:47
All about hiring and managing your team.
14:50
If you have any tips you'd like to share,
14:52
please sound off in the comments below and also of course,
14:55
make sure you subscribe and click that notification bell.
14:59
So you'll be notified of all of our upcoming videos and Hey,
15:03
give it a like that really helps us out a ton look forward to seeing you in the
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