Brett Trembly is the Founder of Get Staffed Up as well as Founder at Trembly Law Firm. Brett started his law firm in 2011 in Miami, Florida. In 2018, Brett and his partner started Get Staffed Up as ‘the ultimate side hustle’. Their strategy was to get a few clients and then build out their system and nail it down. They spent the first 6 months of 2018 developing their pipeline, relationships, countries that they wanted to be in, and all of the back-end stuff and then began trying to make sales in July of 2018.
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What Work Can You Hire a Virtual Assistant (VA) To Do?
Brett has learned to get rid of the things that he is either not good at or that he does not want to do. It is easier read than done – not said than done. It is a hard thing for people when they know that they need to hire someone, but it is so daunting and expensive. He wanted to help lawyers and entrepreneurs really learn how to delegate their way to freedom. It turned from saying that there are cheaper options and better talent, energy, and attitude to just talking to people about hiring better and smarter. Outsourcing the hiring and having someone given to you that is really good and friendly, that you are involved in the interview process with, that is now a part of your team is what has been so cool about this.
At Get Staffed Up, there are three categories for the virtual assistants – the marketing virtual assistant, administrative virtual assistant, and lastly, the clerical virtual assistant. If you are the lead singer of a band and hiring a guitarist, you do not bring them in and read their resume, you hand them a guitar and make them play. It is the same thing when you are hiring someone for any business – you give them the task that you want them to do and you test them and that’s how you find good people. You can hire for attitude and train for skill. You can call it outsourcing, but you are paying Get Staffed Up and it is a full-time employee for you, so it is more like insourcing.
Benefits of Having Full-Time VA’s
Sometimes it takes convincing for companies to hire full time because they will say that they are only looking for part-time. When you put it like this, “Do you really not think enough of your own business and enough of yourself as a business person …”, it makes that decision a bit easier. When you don’t have an assistant to delegate to, things just begin to pile up on the shelf. Sometimes what is really valuable is having an employee with a little bit of excess capacity that you can say “That is who I need to jump on that project”. To Brett’s team, the part-time to full-time is a no-brainer, but the price point allows them to hammer that home. They find someone, they go through the process, they match them with a client, and then they have a client happiness liaison. 99 times out of 100, the client says that the person is phenomenal and they love them.
The other thing that hiring full-time allows the team to do is focus on growing the business and adding more value because they would spend so much time trying to play those Tetris hours if clients were just hiring part-time. They have put so much thought into everything that they have done and it comes back to, “How do we build the company that we want, not the company that other people think that we should have?”
Common Pitfalls and How to Avoid Them
It takes 7 or 8 tries before you get someone that you like and that works with you the way that you want them to. A lot of people that do it themselves, if they ever figure out how to, will try it once and it will not work and then they will basically write it off. There is a huge mindset component behind that, but quitting is the number one thing. One of the other mistakes that people make is not having a plan for what you are going to delegate and how you are going to check in on the process. You have to have a very thought-out plan for how you are going to give your employees feedback. One of the things that Brett and his team have learned is to have a very strategic meeting rhythm. You want to have check-in points throughout the week, but one meeting per week – block out 90 minutes per week to work with your virtual assistant.
For expectations in project turn-around-time, It depends on the position that the VA is in. There are daily tasks, but when Brett is talking about a weekly check-in, he is referencing the bigger type project that takes a while. It is also very crucial to focus on the relationship that you are creating with all of your employees, even virtual. Bonuses are fine and good and they are going to make people happy, but make your virtual team members a part of your team. When you make people feel a part of something bigger and a part of the team and appreciated and you give feedback and praise their work when it is appropriate, that is how you build loyalty and you build great teams. Brett encourages his clients to treat them as they are a part of the team like they would any other team member. You don’t have to over-do it – these are all things that we used to have to go more in-depth about, but people just get it more now.