G-Force Customer Quote of the Week
"My New Employee Is Failing Me".
Or are you failing your employee?
Just like politicians, too often we throw money at or hire individuals as a magic pill for fixing things. Do we really own the problem and do we really have the knowledge to fix or even hire the solution for that problem area?
Sales, marketing, and general administration are a few favorite and easy places to misappropriate funds, talent, and unrealistic expectations; especially as the digital market place continues to become more complex.
Here are a few classic examples:
Without a clear strategy and clear execution processes, or hiring a proven strategist in the field to determine those fundamentals, throwing money or people at problems simply perpetuates bad habits and empty hopes. The complexity of the digital age is compounding this problem. The digital age is our greatest opportunity but also our greatest threat. This link provides several infographics that exposes the depth of this complexity that we take for granted and is burying many of us. A recent 2013 Gartner Report highlighted how "companies are outsourcing up to 50% of all digital marketing activities ...[as] the technological complexity of digital marketing has created a need for a new type of marketing leader, the Chief Marketing Technologist" See the article here.
It is our opinion that it is important to hire proven strategists for functions outside your expertise. Strategists that are personally proud of their own individual competitiveness in the market, are well connected in their field, and who apply the latest technology to maintain their edge. Their strength is not their own. Their strength is in their ability to call up when needed the right talent, the right technology, at the right time, and at the right (best) price.
I encourage you to dig deep as to why you like having a "captured" employee at your beck and call more than a "free agent", pay-for-performance, independent contractor. Do you have employees that happily perpetuate your bad habits to keep their jobs or do you have strategists (employee or independent contractors) empowered and compensated to clearly improve your business, including even eliminating their own position? What incentives are you giving your overhead consuming employees to eliminate some of their job functions with some of the latest, super cool, cloud based business automation software (have a cool blog on the topic coming up soon)?
In closing, for your sake and your future employees, be slower to hire. Also, don't be afraid of what you don't know. If you have not yet engaged any virtual contract support, do some research on the topic and try some out. From virtual chief executives and executive business coaches to virtual assistants or apprentices, they can be a great value for the money. However, just like any employee or contractor, there are no magic pills for solving your problems. Everyone who works for you must be appropriate for the task, given SMART objectives (specific, measurable, actionable, realistic, and timely) and regularly followed up with (managed).
“Entrepreneurs have long seen outsourcing as a strategy reserved for big business, but technology has made it a more accessible tool for small businesses--and for some small firms, outsourcing has made a powerful impact on their growth, productivity and bottom lines.” http://www.entrepreneur.com/article/204652
Association of Corporate Counsel talking about the growth of virtual corporate legal counsel here.
Global Accounting Alliance talking about the growth of virtual CFOs here. One more reference here.
Maybe one day someone will write about G-Force leading the charge for virtual marketing support?
Giancarlo Newsome is the founder of G-Force Accelerated Marketing.