Outsourcing Advice From Freelancer.com’s Matt Barne

Outsourcing Advice from Freelancer.com's Matt Barrie
Posted on May 9, 2012 by Emily Suess
Posted in CollaborationInterviews

On the Small Business Bonfire social network, members have been chatting about their experiences with crowdsourcing and outsourcing work. The general consensus is that handing over work to someone else will either be a really good or a really bad experience — but rarely do small business owners feel indifferent about their experiences.

So the goal for entrepreneurs is to figure out what shapes the collaborative experience and use that knowledge to increase the odds that the crowdsourcing experience will be overwhelmingly positive for both parties.

To help us figure it all out Matt Barrie, Chief Executive at Freelancer.com, has agreed to answer a few basic questions.

MB: Crowdsourcing, simply put, is pitching your problem out there and having groups of people propose solutions. It creates a competitive social interaction between diverse sets of crowd who you would probably overlook, simply because they are not the usual people you run to.

This does not mean, however, that they do not possess the skills needed to resolve your problems — it’s just that the whole system reinforces the idea that expertise is limited to the “experts” is broken down. It encourages everyone who has a great idea to step up and eventually stand out.

MB: You have to trust the right people and communicate regularly with them to achieve the results you want. Freelancer.com gives small business owners peace of mind … Milestone payments ensure the entrepreneur never has to pay for work that doesn’t suit his requirements and that freelancers also get what is due them for the work they accomplish.

MB: …The small business owner can always check the reputation of the freelancer he or she is planning to hire. Entrepreneurs should not always go for the people who bid the cheapest — instead, they should check the quality of the freelancers’ [past] work. Cheapest is not always best.

MB: Alexander Seinfeld, a writer and ordained rabbi who used Freelancer.com’s services, once shared this:

“I have a published Android app, and it would not have been possible within this budget or time frame without freelancer.com. I’m grateful for this amazing service, which has made this and other projects possible. I hope that my experience will help others be successful and avoid some of my stumbles. Freelancer.com helps you, but you still must do your due diligence.”

You can see the Android app he’s talking about here.



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The Top 10 Ways to Get What You Want Out of Life!

I have spent the last 20 years researching and working in a field that helps people live their dreams. By assisting people with creating exciting goals, reducing distractions and aligning beliefs and values, I ultimately help them get to the most important part—achieving their goals.

For my clients the most significant aha! moments often occur when they realize why they have been unable to meet the goals they set out for themselves year after year. The primary reason is that their goals are out of sync with their personal or professional values and beliefs. Understanding this can serve as a catalyst for approaching your personal or professional life planning in a different way—a way that will dramatically increase your success rate.

If your goals often get away from you, then the following 10 steps will be very helpful. This list is based upon challenges my clients have faced and learned from over the years. I know it works, and I am only too happy to share it with you.

The Top 10 Ways to Get What You Want Out of Life!

(a.k.a. 10 Key Considerations for Making Plans and Goals)

  1. Make sure your goals are actually yours. They cannot come from other people’s expectations or desires.
  2. Stay out of the past. The present and the future are very important, and the past has already happened. As they say, “It is a new day.”
  3. Make sure you keep your ideal life clearly in your mind. You need to keep a close comparison of the ideal and your daily life. This is the stuff that keeps you on track.
  4. Understand clearly what makes you happy.
  5. Do you know where you want to go in life? This is your life plan. It is really important to have a life plan that resonates deeply with you.
  6. Make sure you live your life to make your personal or professional plan come to life.
  7. Are your goals in alignment with your values? Are you clear about what your values are?  You need to revisit them regularly to make sure you are moving in the direction you really want.
  8. Examine your beliefs. Your thoughts become your beliefs. Your beliefs become your behaviour. Your behaviour becomes your actions. Your actions become your life. How about those beliefs? Do you have any that aren’t working for you now? Are they getting in the way of your success?
  9. Never, never limit your potential. There is very little you can’t do, and even that is debatable. It’s all about alignment.
  10. Keep your negative thoughts, limiting beliefs and self-sabotaging behaviours under control.

After reading this list, what are you going to do differently?

What is your first step, and when are you going to have that completed by?

These action questions should follow any new plans you decide on. You will find the whole process much more invigorating once you have adopted the 10 Key Considerations to Making Plans and Goals.

Please share your success stories about how these simple but effective tools have moved you from frustration to action.

Read more about Planning or Leadership.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.



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Do YOU Have Clear, Written Goals?

A Harvard Business School Story

the bestseller book by Mark McCormack

In What They Don’t Teach You At Harvard Business School: Notes From A Street-Smart Executive by Mark H. McCormack, the author tells of a study conducted on graduates of the 1979 Harvard MBA program. Those graduates were asked, “Have you set clear, written goals for your future and made plans to accomplish them?” Only three percent of the graduates had written goals and plans; 13 percent had goals, but they were not in writing; and a whopping 84 percent had no specific goals at all. Ten years later, the members of the class were interviewed again, and the findings, while somewhat predictable, were nonetheless astonishing…

The 13 percent of the class who had unwritten goals were earning TWICE as much, on average, as the 84 percent who had no goals at all. And what about those who had clear, written goals and plans for accomplishing them? That three percent were earning an average of TEN times as much as the other 97 percent… put together!

In spite of such proof of success, most people don’t have clear, measurable, time-bounded goals.


In the bestseller Goals! How to Get Everything You Want-Faster Than You Ever Thought Possible, Brian Tracy teaches how to identify in the clearest terms the things you want out of life and how to make a plan to help achieve those things. He includes the following list.

Four Reasons Why People Don’t Set Goals

  • They don’t realize the importance of goals. If the people with whom you spend the most time—family, friends, colleagues and so forth—are not clear about and committed to specific goals, there is a chance that you won’t be, either.
  • They don’t know how to set goals. Some set goals that are too general. In reality, these are fantasies common to everyone. On the other hand, goals are clear, written, specific and measurable.
  • They fear failure. Failure hurts, but it is often necessary to experience failure in order to achieve the greatest success. Do not unconsciously sabotage yourself by refusing to set goals for which you might fail.
  • They fear rejection. People are often afraid that if they are unsuccessful at achieving a goal, others will be critical of them. This is remedied by keeping your goals to yourself at the outset; let others see your results and achievements once you’ve accomplished your goals. 

Make a habit of daily goal setting AND achieving, for the rest of your life.

Focus on the things you want, rather than the things you don’t want.

Resolve to be a goal-seeking organism, moving unerringly toward the things that are important to you.

Have these tips motivated you to set some goals? Do you have any goal-setting success stories that you’d like to share? Please speak your mind below.

Read more about Planning or Leadership.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.



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Are You Satisfied with How Your Employees Are Performing?

Image via Wikipedia

It’s performance management time and everyone is just thrilled to be part of the process. People love to get feedback, and managers are just itching to have those constructive feedback discussions with their fully engaged employees…

Not so much, I get it. For the past several years I have worked with companies both large and small to deal with this very issue, and believe it or not, we are making some serious inroads into this area without a great deal of kicking and screaming in the process.

What most managers and employees loathe about performance management is the subjective nature of the process, and yes, there will always be some of that. However, the bulk of the process should be very clear and easy if you are working within an accountability and responsibility framework. This process involves a cascading concept that takes the executive’s accountability and breaks that down, distributing it among the different departments and the managers within those departments. Then those managers cascade their responsibilities down to the people who do the operational and tactical work.

Requirements for a Successful Accountability and Responsibility Framework

What makes this system work?

  1. The relevancy of the document you produce. Everyone is interested in this framework, since its structure and “moving parts” support the vision at the top.
  2. Clarity about departmental and individual accountabilities. Who does what, and what can I count on you for?
  3. The performance management system is based upon this accountability and responsibility matrix, and you are working with real behavioural indicators to prove success. This helps keep the subjective part to a minimum.
  4. All parties know what is required and what is being managed.
  5. Employee engagement roars ahead as everyone is feeling in the loop and clear on what is required. (Success breeds success.)
  6. Tough conversations are replaced with brief coaching sessions.

And before you know it your productivity is up, employees are happy, and managers are less crazed!

Although I have made this sound simple, it is in fact a very manageable process to undergo. Each company I have worked with actually takes this system and applies it to job descriptions, performance management and pay-for-performance programming.

Related Articles

Have these tips motivated you to set some goals? Do you have any goal-setting success stories that you’d like to share? Please speak your mind below.

Read more about Leadership or Planning.

P.S. Want to share this post? Please do. Just be sure that it remains intact and includes the following bio. Thanks!

About Judy: Judy Mackenzie, MBA, CHRP, CEC PCC, owns and operates TEVO Consulting Inc. (www.tevosmallbiz.com), providing services and guidance to small and medium businesses. TEVO’s mission is to assist companies in reaching their strategic goals by developing leadership and people management systems that allow employees to be at their best. Judy believes engaged employees are fundamental to business success, and she designs support and management systems to help people and companies achieve their full potential.

 



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