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When To Fire Your Virtual Assistant

virtual assistant When To Fire Your Virtual Assistant

If your virtual assistant cannot make improvements after repeated feedback it might be time to let them go.

One of my clients sourced a short list of virtual assistants from a reputable global recruiter.

I personally verified her skill set and found her skills to be excellent.

She was interviewed and given a test job and past with flying colours.

However what we found was that her commitment to my client’s business was very weak because she had a small daughter with an illness.

She would log in for work and then go off to her daughter’s school. She worked haphazard hours and could not commit to a regular work schedule.

He daughter was her world and her job came second. She was not available on Skype, she did not communicate her daily tasks and was paid for full time hours which she never consistently worked.

My client being very kind hearted was very understanding and patient. He allowed her to dictate the working terms which revolved around her daughter.

Although very sad that she had a sick child, my client enabled his virtual assistant to take advantage of his flexibility.

And as the working relationship progressed the virtual assistant got worse and worse.

Because my client felt sorry for her he continued to pay her without receiving value for money and his business did not progress. He kept hoping she would improve.

Eventually her personal situation escalated due to a car accident where she got to the point where she could not work but still requested to be paid.

She even asked for money outside of the working relationship which he gave her.

This working relationship lasted for nine months until eventually my client ended the arrangement after having paid her consistently over that time.

So the question you have to ask yourself is, are you a charity or a business?

Some tips to implement when it looks like your virtual assistant is not performing

  1. Put them on a time tracker
  2. Start to pay them only for the hours they work and not as a full time employee
  3. Request a daily list of what has been accomplished
  4. Set time frames for tasks at the start of the delegation for that task
  5. Request regular working times
  6. Review the value you are getting from the person with a weekly face to face meeting over Skype

If the quality of the work is good but the attitude of the person is not committed the arrangement will not work out.

Signs that the person is not committed:

  1. not readily available on Skype
  2. no daily updates
  3. late for work
  4. lots of technical problems and personal excuses
  5. a general aloof or indifferent attitude

In this case you are better off ending the relationship quickly. If after you have provided feedback and introduced working expectations and it does not improve straight away, fire them.

Personally I am very intolerant. My view is that after a couple of weeks patterns start to emerge. If the virtual assistant is not meeting expectations, stringent routines need to be implemented.

If these are not maintained then let the virtual assistant go.

It is very important to introduce stringent working routines and communication expectations before they start working for you.

This will save you a lot of potential problems within the working relationship.

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