Increasing Your Team: How to Hire Help Without Hurting Your Business

Your business is thriving, but you've reached a point where you can't manage everything on your own anymore. It's time to bring in help. How do you do this effectively while ensuring your business continues to flourish and you're legally protected? That's what we'll be discussing today: the essential steps to take when increasing your team.

Why Are You Increasing Your Team?

There are numerous reasons why you might need to grow your team:

• Overload of Work: You have more work than you can handle alone and need another version of yourself to duplicate your efforts.
• Specialized Skills: You need help in areas where you lack expertise, allowing you to focus on what you do best. For instance, if you're a lawyer, you might need someone for technical support or marketing.
• Administrative Support: You require assistance with non-billable tasks so you can concentrate on revenue-generating activities.

Once you've decided to increase your team, the next step is to determine what you need help with.

Identify Your Needs

Start by writing down the tasks you need assistance with. This could include:

• Marketing support
• Administrative duties
• IT and technical support

Prioritize these tasks by determining which areas will bring the most value and be easiest to delegate. For example, I hired someone for IT support first because, despite my knowledge, it wasn't my core strength anymore.

Hiring an Independent Contractor vs. an Employee

If your business isn't ready to bring someone on full-time, consider hiring an independent contractor. Here’s what you need to know:

Independent Contractor Agreement

When hiring an independent contractor, use a written contract to outline the work they will do. This agreement should cover:

• The tasks they'll perform based on the list you created.
• Where they'll work from (e.g., their home or your office).
• The equipment they’ll use (theirs or yours).
• Their work schedule and compensation.

Legal Considerations

Ensure the person you're hiring qualifies as an independent contractor and not an employee. The key differences include:

• Control: Employees are typically under strict control regarding how and when they work, using the company's equipment. Independent contractors have more freedom and often use their own tools.
• Taxes and Benefits: Employees have taxes withheld and might receive benefits. Independent contractors handle their taxes and do not receive company benefits.

Misclassifying an employee as an independent contractor can lead to legal troubles, including fines and back taxes. If you're unsure about classification, consult an employment lawyer.

Bringing on Third-Party Vendors

Sometimes, you might need services from a third-party vendor rather than an individual contractor. For example, if you need a new phone system, you'd likely contract with a company like AT&T or Verizon. This requires a different type of agreement, typically provided by the vendor.

Vendor Agreements

Review vendor agreements carefully to ensure:

• Warranties and Guarantees: The vendor stands behind their work.
• Liability: The vendor is liable for any mistakes they make.
• Confidentiality: Your confidential information is protected.
• Work Product:? Do you need to own what they do for you, or only a license to use what they do for you?

Always have a lawyer review these agreements to protect your interests.

Managing Your Team

Once you've hired help, document their responsibilities clearly. Use shared documents or task trackers to keep everyone on the same page and ensure you can always find what you need.

Conclusion

Increasing your team is a significant step that can help your business grow. Ensure you:

• Identify your needs and prioritize tasks.
• Use proper contracts to protect your interests.
• Classify workers correctly to avoid legal issues.

Ready to protect your business and streamline your hiring process? Get your Independent Contractor Agreement template today!

Stay safe out there!