Do you feel overwhelmed by the amount of work on your plate? Ever find yourself drowning in a pile of paperwork? Have you had to turn down work because you couldn’t be in two places at once? Whether you feel like you’re burning the candle at both ends or you simply need a bit more time, hiring on another employee could be just the solution to ease the burden.
Most event professionals experience similar struggles – on top of the actual work, one must manage a handful of social media accounts, as well as schedule appointments with other event professionals, send out thank you cards, file papers… The list could truly go on. If you find yourself trading off time from your planning because there’s so much office administration to be found, you may need to consider bringing on some help. If scheduling other employees is the time-sucker, you may need to consider taking on an Operations Manager to help, especially if developing schedules is a weekly task. Ask yourself how much help you’ll need – will a virtual assistant suffice, or do you need to prepare to take on a part-time or full-time partner?
When considering company growth, it’s always imperative to consider all of the present circumstances and all of the future implications of taking on a new team member. If you have a business coach or financial adviser, it would be prudent to check in with them to ensure that your company is operating soundly enough to hire a new employee.
In my company, if I hire another planner, it’s because we’ve had at least one new venue take us on as in-house planners. This allows me to give them small events as a basis in which to grow. However, with office staff, it’s important to get with your accountant to make sure that you’re growing at a rate that can pay someone a competitive wage since their compensation isn’t tied into events. My rule of thumb is to have at least three months of your new employee’s pay in savings prior to hiring.
In addition to an accountant, your attorney will also be a key player in the hiring process. You’ll need to review your employee contract with your attorney prior to offering the position to ensure that everything is in place once that perfect employee shows up at the door. From there, you’ll need to reach out to your payroll company (or find one if you don’t already have one!) and make sure they’re set up on the payroll.
If it’s time to expand your team and hire a new employee, it can be helpful to have another perspective by getting with your current team members to gauge their thoughts on it. However, at the end of the day, the decision is yours so it’s important not to take it lightly. Give it some good thought and don’t be afraid to reach out to an adviser for help. Hiring someone new can bring a new energy to a tired company, but it’s a decision that requires a lot of consideration and diligence!