One of the scariest things to do as a pet sitting business owner is hiring staff or switching from IC’s to staff. I mean think about it – you’re literally changing the structure of your business. You’re going from hiring people who have their own company, who know how to do a job to someone who doesn’t have their own company, who wants to be trained, who you get to control & check up on. Those personalities are two totally different things.
Today I bring you 6 steps to successfully make the jump from IC’s to staff, designed personally by myself and Kate McQuillan from Pawsome Media. If you don’t know Kate, she helps pet business owners around the world with their social media and marketing in their business. Be sure to check her out here.
Hiring Staff Or Switching From IC’s Without Losing Your Mind!
Step 1: The IRS Blessing
Little known fact: There’s this awesome government program called the Voluntary Classification Settlement Program (VCSP) that can serve as a HUGE help when making the switch from IC’s to employees.
To simplify it down from the legal mumbo-jumbo, your business pays a small fee and in return you NEVER have to worry about being audited for employment tax again. Consider this as a safety net and an investment for your business. Read more about it on the IRS website, or check out this detailed article I wrote breaking it down for you. 🙂
Step 2: Pricing
You HAVE to figure out your margins. You deserve to make money – you’re dedicating so much time and energy to your business, that you deserve a handsome paycheck 🙂 If you’re not, let me help you get on track.
People fear when switching from IC’s to staff that there’s going to be all these extra costs, but the reality is you can RAISE your prices and see an increase in business. Seriously! I have NEVER seen a person say “OMG I raised my prices and my business crashed. Never.”
Not everyone has to raise their rates, but that’s when the numbers don’t lie. You have to pay yourself, pay the business, and pay for the labor.
If you’re still unsure how to price your services/figure out your margins to get ready for hiring staff or switching from IC’s, I have an entire guide dedicated to this. Take a look at my Pricing Guide Structure & Strategy, and never be confused again!
Step 3: Building A Team
Gather people you can trust to advise you on payroll, laws, operations, websites, hiring, and cash flow. Without a team in place, you will not be able to efficiently and professionally accomplish everything you need to. The art of delegation will be learned during this step!
You have to evaluate your business and find what your needs are. Picture the perfect demographic of what you’re looking for, and then FIND THEM! You don’t want to compromise – you have to stick to what you need and what you’re looking for. If you do this, finding the right people is as easy as checking off boxes.
Step 4: Creating A Manual
First you need to decide if you’re going to have one big fat employee manual, or are you going to have an employee manual AND a training manual? What’s even the difference between the two? Are you going to have a training manual for each position (i.e. pet sitter, dog walker, office manager etc.)
Ensure that your new staff will understand the rules and regulations of your company. Outline your exact operations and the philosophy of your business so each member can work harmoniously as a team with consistent service time and time again
These are all important questions you have to figure out before you even pick up that pen & paper. When hiring staff or switching from IC’s, you want to have all of your processes and procedures in place beforehand. This will create a successful work environment for everybody.
Hire for attitude, train for skill.[ctt template=”8″ link=”iK3nf” via=”no” ]Hire for attitude, train for skill.[/ctt]
Step 5: Interviewing
You need to learn how to ask the same question in many different ways to see if their answer changes. But most importantly, if you get it wrong: correct and continue.
Learn how to determine the right type of person for your business to grow with. Determine what interview questions, screening, and hiring processes will bring you the best candidates. This is the toughest part of the 6 steps!
Don’t use the all too common excuses of “I can’t hire” or “Nobody can do it as good as me” Hiring staff or switching from IC’s to staff is an ON-GOING problem. I’ve said it before and I’ll say it again: You always need to be hiring!
Step 6: Operations
Basically, you have to figure out how to make everything run smoothly. Nobody will want to work for you if they have to ask you questions for every single client they go and see. Communication has to flow through you, the clients, the pet sitter, and even other pet sitters.
You’ll want to have your client feel like you’re at the home and you know exactly what’s going on. That they’re hiring a COMPANY and not just the pet sitter. That nothing’s going to slip through the cracks.
Bottom Line: Operations can make or break you.
Now, I want you to take a deep breath. Is this a lot of information? YES. Does it mean that you can’t do it? NO. I believe in you – which is why I have SO many resources to help you achieve your goals and fit different learning styles.