How to Ask Better Job Interview Questions

How to Ask Better Job Interview Questions: Unlocking the Best Talent

Wondering how to ask better job interview questions?

Are you tired of the same old interview process that fails to truly reveal a candidate’s potential? Are you ready to find the perfect person for the job, someone who can make a significant impact on your business?

It’s time to revolutionize your interviewing approach by asking better job interview questions.

Have you ever wondered why some candidates excel during the interview but struggle once they join your team? The truth is, the traditional interview process often falls short in accurately assessing a candidate’s abilities, values, and fit within your organization.

Imagine a different scenario—one where you have a clear roadmap to uncover the most promising person for the job. By asking the right interview questions, you can gain valuable insights into a candidate’s skills, temperament, and potential contribution to your company.

In this blog post, we’ll guide you through the art of asking better job interview questions. We’ll share practical steps to help you unlock the full potential of the interview process, ensuring that you attract and hire top-tier talent.


The Power of Asking the Right Interview Questions

Asking the right interview questions is the key to unlocking valuable insights about a candidate.

It goes beyond simply evaluating their technical skills or experience listed on their resume. When done effectively, asking the right questions allows you to assess a candidate’s temperament, problem-solving abilities, and cultural fit within your organization.

One of the most critical factors in conducting successful interviews is structuring them. Research has shown that structured interviews, where all candidates are asked the same set of questions, yield better results than unstructured ones.

By using a consistent framework, you can better compare candidates’ responses and make fairer evaluations.


When it comes to the actual questions, there are several types that tend to elicit valuable information.

Behavioral questions require candidates to share examples of past experiences, providing insights into their problem-solving skills, adaptability, and ability to handle challenges.

Situational questions present hypothetical scenarios, allowing candidates to showcase their critical thinking and decision-making abilities.

Demonstrative questions, such as role-playing exercises, enable candidates to showcase their skills in action.

To illustrate the power of effective interview questions, let’s consider an example position: an executive assistant reporting to the CEO.

For this role, you would want someone with qualities like kindness, firmness, clear communication, and the ability to handle stress.

Crafting Questions to Assess Temperament and Abilities

To evaluate a candidate’s temperament and abilities for the executive assistant role, consider asking the following questions:

What would you do if you had to follow up with someone on a commitment they made to the CEO, but it’s a week overdue?

This question examines their sense of ownership and responsibility. It reveals whether they take initiative and find solutions when faced with unexpected challenges.

Can you role-play a phone call to this person?

This question assesses their ability to balance kindness and firmness in their approach, a crucial trait for an executive assistant. The role-play exercise provides a glimpse into their communication skills and problem-solving abilities.

If your manager asked for feedback on a speech they gave, and you felt the audience lacked interest, how would you handle it?

This question aims to gauge the candidate’s tactfulness, honesty, and ability to provide constructive feedback. It tests their skills in handling sensitive situations and their capability to communicate effectively without causing offense or demoralization.


Can you share an example of giving constructive feedback tactfully?

This question tests their ability to provide honest feedback to superiors while maintaining tact and diplomacy. It demonstrates their people instincts and their confidence in delivering constructive criticism.

Suppose the CEO is going through a difficult time with a sick parent, causing their responsiveness to decline.

This question assesses the candidate’s empathy, discretion, and ability to independently manage responsibilities during times when a superior is dealing with personal challenges. It evaluates their emotional intelligence and adaptability in maintaining professional efficiency in sensitive situations.

How would you address the situation if it negatively impacts the company?

This question evaluates their communication skills and their willingness to address potential issues affecting the company’s performance. It provides insight into their ability to navigate sensitive topics with empathy and transparency.

By crafting questions that align with the desired qualities and challenges of the role, you can gain a deeper understanding of each candidate’s temperament and abilities.

The answers they provide will help you assess their suitability for the executive assistant position and select the candidate who best aligns with your requirements.


Uncovering Ethical Codes through Interview Questions

In addition to assessing temperament and abilities, it’s crucial to uncover a candidate’s ethical code during the interview process. Hiring individuals who prioritize the long-term health and reputation of your company over short-term gains is essential for fostering a positive and ethical work environment.

Consider incorporating the following questions to gauge a candidate’s ethical code:

Tell me about a time when you faced an ethical dilemma at work. How did you handle it?

This question allows candidates to share real-life experiences where they were confronted with ethical challenges. Their response will provide insights into their decision-making process and whether they prioritize ethical considerations.

Imagine you discover that the sales department is making false promises to clients. What would you do in this situation?

This question assesses a candidate’s willingness to uphold ethical standards, even when faced with difficult circumstances. It demonstrates their commitment to maintaining the company’s integrity and reputation.

If you witnessed a senior executive berating a colleague, how would you respond?

This question evaluates a candidate’s commitment to a respectful and supportive work environment. Look for answers that demonstrate empathy and a willingness to address inappropriate behavior.

By asking about ethical scenarios and dilemmas, you can gain a clearer understanding of a candidate’s moral compass and their commitment to ethical decision-making.

Hiring individuals who align with your company’s values and prioritize ethical considerations will contribute to a positive and principled work culture.

Understanding Work Habits and Abilities: Assessing Efficiency and Problem-Solving Skills

Understanding a candidate’s work habits and abilities is crucial for determining their potential contribution to your company.

By asking targeted questions, you can gain insights into their organization skills, problem-solving abilities, and adaptability in various work scenarios.

Consider incorporating the following questions to assess work habits and abilities:

You inherit an email inbox from a former employee that is overwhelmed and disorganized. How would you handle this situation?

This question aims to evaluate the candidate’s organizational skills, problem-solving approach, and ability to handle potentially overwhelming and disordered situations effectively. It tests their capacity to prioritize, manage time, and streamline processes under pressure.

What steps would you take to organize the inbox and prioritize tasks?

This question evaluates their approach to managing tasks and demonstrates their organizational skills. Look for candidates who can outline a systematic process for tackling a large workload and prioritize effectively.

A client is upset because no one from the team has responded to their inquiries. How would you handle this situation?

This question assesses the candidate’s ability to handle customer service challenges, particularly their skills in managing client dissatisfaction and resolving communication issues. It evaluates their capacity for empathy, problem-solving, and effective communication in addressing and rectifying lapses in client interactions.

Would you be willing to role-play with me as the angry client?

This question assesses their ability to handle challenging situations and provide exceptional customer service. Role-playing allows you to observe their communication skills, problem-solving abilities, and their capacity to remain calm and empathetic under pressure.

Describe a time when you successfully rolled out a new procedure or software.

This question is designed to assess the candidate’s experience and effectiveness in implementing new processes or technologies within a work environment. It evaluates their project management skills, ability to adapt to change, and proficiency in training or guiding others through transitions. This question also sheds light on their capacity for planning, execution, and managing the adoption of new systems or procedures.

What was the procedure or software, and how did you ensure a smooth implementation?

This question provides insights into their project management skills, adaptability, and ability to learn and navigate new technologies. Look for candidates who can articulate a structured approach, attention to detail, and successful outcomes.

By understanding a candidate’s work habits and abilities, you can identify individuals who possess the necessary skills to thrive in the role and contribute to the growth and success of your company.


The Importance of Creating Thoughtful Interview Questions

Investing time in creating thoughtful interview questions upfront can save you significant time and effort in the long run.

By asking the right questions, you can gain deeper insights into candidates, make more informed hiring decisions, and improve the overall effectiveness of your interview process.

When you put effort into crafting well-thought-out questions, you ensure that you cover essential aspects relevant to the job and your company’s values. Tailoring questions to the job description allows you to assess candidates’ qualifications and suitability more accurately.

Moreover, asking open-ended questions encourages candidates to provide detailed responses, allowing you to gain a better understanding of their experiences and capabilities. Open-ended questions promote meaningful conversations and provide candidates with an opportunity to showcase their skills, problem-solving abilities, and critical thinking.

By following a structured interview process and asking consistent questions to all candidates, you create a fair and unbiased evaluation framework.

This enables you to make more objective comparisons and select the best fit for the position.

Remember, the interview is not only an opportunity for candidates to impress you—it’s also a chance for you to impress them.

Thoughtful and well-crafted questions demonstrate your commitment to finding the right candidate and your professionalism as an interviewer.

By investing time in developing thoughtful interview questions, you pave the way for successful hiring outcomes, allowing you to attract top talent and build a high-performing team.


Frequently Asked Questions (FAQs) about Interview Questions

Still, have some questions? Don’t worry; here are the most frequently asked questions about interviewing the right way.

What are some common mistakes to avoid when asking interview questions?

When asking interview questions, it’s essential to avoid questions that may elicit discriminatory information, invade personal privacy, or create a biased hiring process.

Questions related to age, marital status, religion, or disability should be avoided. Additionally, steer clear of questions that do not directly pertain to the job requirements or qualifications.

How can I assess a candidate’s interest in the job during an interview?

To assess a candidate’s interest in the job, you can ask questions such as:

– “What about this position and our company interests you the most?”

– “Can you share an example of a project or task that you found particularly intriguing or challenging?”

Their responses will provide insights into their motivation, alignment with your company’s values, and their level of enthusiasm for the role.

What are some effective open-ended questions to ask during an interview?

Open-ended questions encourage candidates to provide detailed and thoughtful responses. Examples of effective open-ended questions include:

– “Tell me about a time when you faced a significant challenge in your previous role and how you overcame it.”

– “Can you describe a project where you had to work collaboratively with a diverse team? How did you ensure effective communication and successful outcomes?”

How can interview questions help assess a candidate’s fit with company culture?

By asking questions about a candidate’s previous experiences and work environment preferences, you can gain insights into their alignment with your company culture. For example, you can ask:

– “Can you describe your ideal work environment and the type of company culture where you thrive?”

– “Tell me about a time when you faced a conflict with a coworker or manager. How did you handle it, and what did you learn from the experience?”

Should I involve the hiring manager in developing interview questions?

Absolutely. Involving the hiring manager in the development of interview questions is essential.

The hiring manager possesses firsthand knowledge of the job requirements and can provide valuable insights into the specific skills and attributes needed for success in the role. Their input ensures that the questions align closely with the expectations and objectives of the position.

What role can interview questions play in the job offer stage?

During the job offer stage, interview questions can help clarify any remaining doubts and ensure a good fit. You can ask questions about their expectations for professional development, their preferred performance review process, or their potential contributions to the company.

These questions will help both parties align their expectations and ensure a successful working relationship.


Final Thoughts: Enhancing Your Hiring Process with Better Interview Questions

Asking better job interview questions is the key to unlocking the best person for the job. By incorporating thoughtful, structured, and tailored questions into your interview process, you can gain deeper insights into candidates, assess their qualifications, and make more informed hiring decisions.

Remember, the interview is your opportunity to dig beneath the surface and truly understand a candidate’s temperament, problem-solving abilities, ethical code, and potential contribution to your company.

Craft questions that align with the job description, incorporating behavioral, situational, and demonstrative inquiries to elicit valuable responses.

Creating a positive and ethical work environment starts with hiring individuals who embody those values. By asking questions that assess ethical decision-making and cultural fit, you can ensure you’re building a team of individuals who prioritize long-term company success and adhere to high ethical standards.

Investing time upfront to develop thoughtful interview questions saves you time and effort in the long run. A well-structured interview process and open-ended questions allow for meaningful conversations that provide deeper insights into candidates’ experiences and abilities.

By optimizing your interview questions, you create a fair and unbiased evaluation framework, enhancing the overall effectiveness of your hiring process. Remember to involve the hiring manager in developing questions to ensure alignment with job requirements.

Contact Anequim Today

So, take the leap and embrace the power of better job interview questions. Transform your hiring process, attract top talent, and build a high-performing team that will drive your company towards success.

Ready to take your business to the next level? Schedule a free strategy call with Anequim today. We can help you grow faster and smarter than ever before!

To get even more amazing tips, tricks, and techniques for scaling up your business, check out The Bootstrappers Podcast! Get the free advice you need to turn your vision into reality.

How To Deal With A Difficult Boss and Not Die Trying 

How To Deal With A Difficult Boss the Right Way 

Wondering how to deal with a difficult boss or difficult people in your workplace but are embarrassed and afraid to ask around?

We know how frustrating dealing with difficult people can get and how lonely the journey is. But it doesn’t have to be this difficult! A lot of people have to deal with this situation every day.

In this Boostrappers episode, Gwenn shares her most valuable and effective actions when dealing with difficult people in any organization. 

Montreal Elite Unleashed

How Gwenn Deals with Difficult People

Gwenn found herself in a similar predicament with a client who was continuously arguing with his Virtual Assistant (VA). 

After years of experience dealing with difficult clients, Gwenn’s approach to this situation was both strategic and insightful.

She first attempted coaching both the client and the VA, trying to bridge the communication gap, but of course, difficult bosses rarely accept take this type of agreement. 

Listen to the full episode.

As this interaction unfolded, she quickly realized that she was dealing with a very difficult boss. 

So she stroked his ego, put herself in his shoes, and gave him a compliment while redirecting the conversation to the critical point to solve the problem. 

After this encounter, Gwenn realized that this happens too often in the business world, so she put together her must-follow strategies to deal successfully with difficult people:

Understand the Landscape

First, it’s important to understand the environment and the individuals you’re dealing with. Explore the parameters of your situation and strategize.

Ask yourself: Is initiating a conversation the right approach? Would involving others contribute positively to the situation?

These questions will help guide and navigate the situation, and its limits to handle it effectively.

This way, you can formulate an empathetic and efficient strategy, facilitating productive discussions even with the most challenging individuals.

Don’t take it Personally. 

When dealing with difficult bosses, remember one thing: It often doesn’t have anything to do with you!

Their behavior or comments often reflect more about them than you. When someone acts out or criticizes unnecessarily, it’s a manifestation of their insecurities or frustrations rather than a reflection of their abilities or worth. 

Don’t take it personally. Instead, consider it an opportunity to demonstrate professionalism. 

Your response to adversity and the results of your job will speak louder than any critique. 

Understand What They Want from You: Provide Clarity

In an ideal world, every supervisor and boss would clearly articulate their expectations. However, bad leaders usually don’t. 

So, how do you navigate this situation? 

Ask targeted questions to gain insights into their priorities and what they anticipate from you. Don’t hesitate to dive deeper if things seem ambiguous. 

Questions like, “What are your key objectives for this project?” or “How do you envision my role contributing to our team’s success?” can provide valuable clarity.

Set Limits

Many leaders don’t know boundaries! They will ask you to do things that might be out of your comfort zone or make you feel bad with their comments. 

How can you prevent this? Have heart-to-heart and specific conversations about what you are struggling with. 

Are you feeling drained or unmotivated? Perhaps the humor in the workplace feels inappropriate, or the working hours border on extreme? Whatever your concerns may be, they deserve to be heard and addressed.

After you express your concerns, set limits in a clear way and always provide a solution. For example, if you’re feeling overwhelmed by long working hours, propose an alternate schedule that allows for a better work-life balance.

Have Clear Communication

With clear, concise, and confident communication; you can navigate through the challenges with your difficult boss while building trust and fostering a productive work environment.

Here’s how you can enhance your communication prowess:

Document Everything

Keep a record of all important discussions, instructions, and processes. 

This will serve as your personal playbook, guiding you through tasks and decisions, and will provide clarity when someone asks you about the way you go about certain things. 


Don’t Ask Twice

Try to ask each question only once. Most difficult people don’t like to repeat themselves. 

This approach showcases your competence and attention to detail. Demonstrate your commitment to understanding and delivering on expectations.

Keep Your Cool

Maintain a calm and composed demeanor, especially during high-stress conversations. 

Your serene approach can influence the overall tone of the discussion, leading to more calm and effective outcomes.

Seek Help From Others

Remember that you’re not alone. Enlisting the support of your colleagues can not only validate your concerns but also pave the way towards collective problem-solving.

But a word of caution – this isn’t an invitation for workplace gossip. Instead, it’s about fostering a supportive environment where feelings are acknowledged, and solutions are sought together.


Learn From the Experience

Every challenge is an opportunity for personal growth, a chance to refine your communication skills, and a stepping stone towards resilience.

Remember, these experiences aren’t just building your character; they’re shaping you into a more empathetic, confident, and competent professional.

And finally, amidst all the hustle, never lose sight of what truly matters – your health and happiness. 

By following these simple tips, you can make your relationship with difficult people in the workplace work better for you and many others! 

Don’t be afraid to speak up and provide clarity. 

Contact Anequim

Are you looking to start or join an effective and proficient remote workforce?

We are here to help you! A team of professionals will find the perfect remote candidate or the perfect boss for you! We provide all the coaching and mentoring for ultimate efficiency.

Want to take it into your own hands? No problem! Make your internal meetings effective and concise using our FREE one-on-one reusable meeting form to save you much time and effort. 

How to Keep a Remote Team Motivated: A Step-By-Step Guide

How to Motivate Your Remote Team

I discussed my plans with my COO to help our remote team members clarify their life goals. We’re doing this by making “vision boards,” which show team members’ life goals.

By learning what’s important to them, we can better align our company goals with their personal aspirations.

I could tell he was unsure. He understood the idea. But was unsure how to help admin workers reach their dream of owning a home in Puerto Vallarta.

He struggled with figuring out how to connect the day-to-day work with such a big personal goal. It’s a common concern.

Managers want to improve employee engagement and motivate employees. But some worry that too much motivation might cause them to leave and start their own businesses.

While it’s true that this can happen, it’s uncommon. People who would leave to start their own companies would likely do so regardless of their manager’s inspiration.


Understanding Your Remote Team’s Personal Goals

It can be a delicate situation when discussing someone’s personal aspirations with them, especially if they hold an entry-level job with basic responsibilities.

Balancing aspirations and current job responsibilities is a challenge.

An entry-level worker with basic responsibilities may aspire to be a business owner. Balancing personal goals with current job tasks can be difficult.



To reach a goal like owning a home in Puerto Vierta takes a change in our habits. Progress helps us feel more positive and increases our chances of success. These can all be improved no matter what job you have.

Discipline is important for saving money and making smart investments. It’s a skill that can be improved by practicing small tasks. At work, think about ways to be more disciplined and identify areas where you can improve your discipline.

Have the person ask themselves these questions. Then, take action in those areas where discipline is needed. Have them observe how these small changes at work impact the bigger picture in their life.


Start there and keep working on it

Make a follow-up plan. “Let’s check in next week on a short video call or face-to-face to see how increasing personal discipline is going” goes a long way for team motivation.

Focusing on key areas such as discipline, knowledge, and self-care will enable us to perform better and lead healthier lives.

Creating a Supportive Work Environment

Having conversations that show concern for both the personal and professional well-being of employees. This fosters a positive work environment and promotes joy and fulfillment in work.

Aligning personal goals with company goals helps employees feel that their work is meaningful and furthers their aspirations.

It’s important to create a supportive and inclusive company culture that values their input and contributions. Regular virtual meetings and video conferencing tools can help maintain a sense of connection and team collaboration.

Additionally, offering regular feedback can help employees feel valued and appreciated.


Providing Personal and Professional Development Opportunities

By providing development opportunities, remote workers have a chance to gain new skills, knowledge, and expertise. This can improve their job performance and expand their career prospects.

Increased job satisfaction and motivation can benefit the company by reducing turnover and improving the overall quality of work produced by remote employees.

Additionally, personal development opportunities can help remote workers to grow as individuals, increase their self-awareness, and identify areas for personal growth. This can enhance overall life satisfaction, which can translate into a more positive and motivated attitude at work.

Some examples of personal and professional development opportunities include:

  • Professional development workshops or training programs in specific areas of expertise, such as project management, communication, or leadership
  • Mentorship programs where remote workers are paired with experienced employees who can provide guidance and support
  • Online courses or certification programs
  • Attending industry conferences and networking events

By offering development opportunities, companies show support for employee growth. This investment in remote workers can lead to a more motivated, engaged, and productive remote workforce.

Virtual Assistants

Encouraging teamwork and collaboration

Encouraging open communication is also essential to motivate remote employees. Encourage employees to share their thoughts and ideas and create a culture of trust where everyone feels comfortable sharing their opinions.

Giving employees decision-making power and a sense of ownership boosts motivation and engagement.

Recognizing and Celebrating Achievements

Recognizing and rewarding employee achievements is a key factor in keeping remote workers motivated and engaged. Acknowledge and celebrate the employee’s work and dedication of your team members and show appreciation for their efforts.

There are several ways to do this:

  1. Performance-based bonuses: Offer financial incentives for exceptional performance, such as bonuses or commissions. This not only rewards employees for their hard work but it also provides an extra motivation to strive for excellence.
  2. Promotions: Consider offering promotions to employees who have demonstrated exceptional performance and have reached key milestones in their personal and professional development. This shows that you value their contributions and are committed to their growth and success.
  3. Public recognition: Acknowledge employee achievements in team meetings or company-wide communications. This not only provides recognition for the employee but it also inspires others to strive for similar successes.
  4. Rewards and incentives: Offer non-financial rewards and incentives, such as paid time off, flexible work arrangements, or professional development opportunities.
Keep a Remote Team Motivated

By recognizing and rewarding employee achievements, you can help maintain motivation and engagement among your remote or virtual team. It reinforces the idea that hard work and dedication are valued and appreciated and encourages team members to continue striving for excellence.

In closing, there are many ways to motivate remote employees and create a positive and productive work environment.

To motivate remote workers, regularly communicate, offer growth opportunities, and acknowledge their achievements.

Keep a Remote Team Motivated

What do you think?  Are you ready to scale your business, improve efficiency and reduce costs? Talk to Anequim and schedule a free strategy call now so that we can help you grow your business faster than ever before!

Listen to The Bootstrappers Podcast for more incredible free business tips, time management tricks, and techniques to help you fulfill your business vision!

Improving key areas such as focus, knowledge, and habits will result in better work and life outcomes.

Focusing on key areas such as discipline, knowledge, and self-care will enable us to perform better and lead healthier lives.

Psychological Safety In The Workplace and Expectations

Psychological Safety To Grow Your Business 

Have you ever heard of psychological safety? This is an important part of any workplace environment, especially when we are dealing with remote teams. It refers to a state where employees feel comfortable expressing themselves freely without fear of retribution or negative consequences. 

In this Bootstrappers podcast, Jeremy and Gwenn explore the benefits of psychological safety for your organization, like building creative and responsible teams that work on the business and not in the business.


What Is Psychological Safety?

Psychological safety It’s about creating an environment where ideas, questions, concerns, or mistakes can be openly discussed without any fear. It means employees feel comfortable and cared for. 

For remote teams, psychological safety is especially crucial. When team members are scattered across different locations, it’s easy for misunderstandings and communication gaps to arise. Psychological safety helps bridge these gaps by fostering an atmosphere of trust and open communication. 

Psychosocial safety in the workplace not only boosts team morale but also encourages innovative thinking and risk-taking, leading to improved problem-solving and productivity.

Listen to the full episode.

What Happens When Your Team Has No Psychological Security?

When psychological safety is absent in a team, the consequences can be noticeable in performance. Let’s take the infamous Wells Fargo case: In this instance, employees were pressured to meet unrealistic Key Performance Indicators (KPIs), which ultimately led to the creation of fake accounts and a massive public relations crisis.

Lack of psychological safety can lead to stress and anxiety among employees. According to research, a psychologically unsafe environment can result in decreased productivity, increased absenteeism, and higher turnover rates. 

Employees may feel abandoned, unsupported, and isolated, which can significantly lower morale and hinder their ability to perform. 

Moreover, creativity and innovation, which are vital for any organization’s growth and success, can also take a hit when employees are constantly living in fear of their managers or losing their jobs.  When employees are scared, they tend to avoid taking risks or sharing new ideas, stifling innovation and growth.


How To Maintain Psychological Safety

So, how do you build and maintain a safe space for your team and your overall organization? here are some of our key steps to foster a safe workplace: 

Follow Up with Your Employee; How Do They Feel?

Regular follow-ups with your employees are an essential part of maintaining psychological safety. It shows that you value their input and are committed to improving their performance. 

These follow-ups can also provide encouragement, reinforcement, and recognition, which can boost morale and productivity2.

Active Listening

Active listening involves showing genuine interest in what the other person is saying, asking insightful questions, and providing thoughtful responses. This communication style fosters trust and respect, making employees feel heard and valued.

Psychological Safety anequim

Trustworthy Environment

A trustworthy environment is one where employees feel comfortable coming to you with their work problems. Make sure to create a space where issues are addressed openly and everyone takes accountability, like a daily team meeting or regular one on ones.  This way, you will build a culture of trust.

This level of trust assures employees that their concerns will be addressed appropriately and without negative repercussions.

Positive Space

Maintaining a positive space is crucial for psychological safety. Negativity can breed fear and resentment, hindering collaboration and productivity. By promoting positivity, you cultivate an atmosphere where employees feel safe to express their ideas and opinions.

Open to Feedback

Lastly, Being open to feedback is a key component of psychological safety. When leaders show openness to receiving feedback, it encourages employees to voice their ideas and concerns. This not only promotes continuous improvement but also makes employees feel valued and safe.

By implementing these elements, you can foster an environment where trusts become the fule for employee productivity and satisfaction. 


Implementing Psychological Safety in a Digital Age

In addition to keeping up with tech trends like AI tools, it’s critical to pay attention to the emerging trends in workplace culture, particularly psychological safety. 

In the context of remote teams or teams that heavily rely on digital communication tools, psychological safety plays an even more significant role. It helps bridge communication gaps, encourages open dialogue, and fosters an atmosphere of trust.

Remember, a happier, safer team is often a more productive one. 

Make your internal meetings effective and concise using our FREE one-on-one reusable meeting form to save you much time and effort. 

Virtual Assistant Performance Plan

Get Results with a Virtual Assistant Performance Plan

A virtual assistant performance plan is how you improve results with your remote team. Hiring and overseeing Virtual Assistants (VAs), also known as Remote Professionals, can present its own set of challenges, especially when they’re not physically present in your location. 

Keeping up with their performance and offering helpful feedback can be a bit tricky.

That’s why discussing creating Performance Improvement Plans for VAs is valuable. Over time, it’s become clear that having a plan tailored to the VA’s particular needs can greatly boost its performance.

Virtual Assistants Performance Improvement Plans

Why You Need a Virtual Assistant Performance Plan

Handling VAs can feel like a lot, especially if it’s new to you. So, we’ve put together an easy-to-understand guide to help you build a plan that works well for both you and your VAs.

In this blog post, we’ll walk you through creating a Performance Improvement Plan for your VAs, step by step. This guide should help you feel more comfortable managing your VAs and be useful in enhancing their performance.

Remember, overseeing VAs requires time and effort, but with the right strategy, you can guide your VAs to perform at their best and deliver the results your business needs.

Step 1: Identify the Problem

The first step in creating a performance improvement plan is to identify the problem. This can be a challenging task, particularly when working remotely.

However, it is crucial to take the time to understand the issue and what is causing it. You may need to speak with the VA to gain a better understanding of the problem and to identify any underlying issues that may be contributing to it.

Step 2: Set Specific Goals

Once you have identified the problem, the next step is to set specific goals for the VA. These goals should be measurable and achievable and should be aligned with the expectations you have set for them.

Be sure to communicate these goals clearly to your VA so that they understand what is expected of them.


Step 3: Develop a Plan

Once you have set specific goals, the next step is to develop a plan to achieve them. This plan should be specific to the VA and should include steps that they can take to improve their performance.

It may also include resources that they can use to help them improve, such as training materials or online courses.

Step 4: Monitor Progress

Monitoring progress is an essential part of any performance improvement plan. This involves regularly checking in with the VA to see how they are progressing towards their goals.

You may need to adjust the plan if progress is not being made, or if the plan is not working as intended.


Step 5: Provide Feedback

Feedback is a critical component of any performance improvement plan. It is essential to provide your VA with regular feedback on their performance, both positive and constructive.

This feedback should be specific, measurable, and actionable, and should be given in a timely manner.

Step 6: Evaluate Results of Your Virtual Assistants Performance Plan

Once the performance improvement plan has been implemented, it is important to evaluate the results. This involves assessing whether the VA has improved their performance and whether they have achieved the goals that were set for them.

If the plan has been successful, it may be necessary to create a new plan to continue to improve their performance. If the plan has not been successful, it may be necessary to explore other options, such as terminating their contract.

Creating a Performance Improvement Plan for your Virtual Assistants/Remote Professionals is a critical part of managing their performance, particularly when working remotely.

Running a team of virtual assistants (VAs) can be tough. It’s hard to check if they’re doing their best, and it’s not always easy to give them the help and feedback they need to get better.

But, there’s a way to make things better. Creating a special plan that fits the VA’s needs can really help improve how they work.


Final Thoughts on Virtual Assistant’s Performance

By following the six steps I’ve outlined in this blog post, you can create a plan that works for you and your VA, and help them improve their performance and meet your expectations.

Remember, managing VAs takes effort and patience, but it can also be incredibly rewarding. When you see them performing at their best and delivering the results you need, it’s a great feeling.

If you have any questions or need further assistance in creating a Performance Improvement Plan for your VA, feel free to reach out to me. I’m always here to help and share my experience with others who are managing Virtual Assistants.

Do you want to create an excellent customer service experience for your clients? Download your free customer performance improvement checklist to see incredible improvements and results HERE!

To get even more amazing tips, tricks, and techniques for scaling up your business, check out The Bootstrappers Podcast! Get the free advice you need to turn your vision into reality.

Virtual Administrative Assistant: What Do They Do?

What Does a Virtual Administrative Assistant Do?

A virtual administrative assistant, often called a Remote Professional, can really change things for a business. But it’s important to make sure this job is set up right. If it’s not, it could add more stress to a busy workplace.

After setting up many roles for administrative and executive assistants, there are a few helpful tips to share. These can stop you from wasting time, money, or energy on a role that doesn’t work.

Many people are looking for someone to help them get organized, manage their day, and handle tasks that aren’t worth their time. 

These are all good reasons to hire an administrative assistant.


How do You Design a Virtual Administrative Assistant Position?

Many times when we are consulting with an overwhelmed executive about the administrative professional role, what we find is that the executive is doing operational tasks they should not be doing, such as accounting tasks or customer service tasks, and designing a position that takes care of those things in an operational way really is what will relieve the stress the most. 

When that is not the case, we still try to find some operational tasks that the executive assistant can do that need to be accomplished directly by the executive.

Some tasks that should not be done in the operation but have an operational component include:


Quality Control

Creating a system where when problems happen, someone researches the issue, finds out the cause of the problem, and determines if it was the processes and procedures.

If a problem needs to be fixed, the root cause needs to be identified first. Procedures that are unclear should be redrafted so they can be followed correctly.

If it is a training issue, the person executing the procedure should review the relevant documentation and make sure it is done properly in the future. If there is a flaw in the process or workflow, this should be added to the leadership team’s agenda for further discussion on how to resolve it.

Quality control is an ideal task for executive assistants when they are not performing their normal duties.

Sales Team Auditing

Sales teams are notorious for not following protocols or taking notes.

This can oftentimes lead to operational issues because the operational side of the business gets blindsided when the sales funnel operates in the dark.

This creates tension between sales and operations. It has the potential to create crisis situations on the operations side if they cannot fulfill the business coming in. 

Having your executive assistant audit the sales pipeline and enforce rules for follow-up and utilize reporting tools as outlined in your processes and procedures can be a huge help to both the operations and sales teams.

Anequim team helping small business owners find virtual assistants

Process and Procedure Auditing

Clean processes and procedures end up always being a moving target if you are growing really fast. Sometimes the processes and procedures don’t scale with the business and have to be reworked.

Any new introduction of software means a change in the documentation and the workflow of the operation, and it seems like to be successful, they have to be constantly audited, organized, and managed.

This is often a part-time job and has to come from leadership which makes it the perfect operational task for an executive assistant while there is a lull in personal tasks or while their workload in other areas wanes. 


Financial Auditing

Leaders should be asking questions such as:

  • Are salespeople taking unnecessary days on the road and charging the company?
  • Is the SEO vendor doing what they’re supposed to?
  • Is the Google Ad money leading to good leads?
  • Are sales commissions reasonable?
  • Are all the HR personnel necessary?

However, due to a lack of time, leaders may not have the opportunity to look into these queries themselves. This is where an executive assistant can help. They can act as the leader’s eyes and ears in the company. They can ask the important questions and get answers that could lead to greater profits than last year.


As executives, it can be difficult to do the research necessary to make informed decisions.

Questions such as:

  • What is the competition doing?
  • Are there any new technologies we should consider?
  • What are CTOs at XYZ company like?
  • Is this coaching program any good?
  • What about XYZ vendor?
  • Can we reach out for additional references?
  • And what is being said on the Facebook user group about their experience?
Between a Virtual assistant vs freelancer article what's the difference?

All require time and effort, which some leaders may not have. An executive assistant can help with all of these questions, providing thorough research and making sure that the team makes sound decisions.

Project Management and Follow Up

Big projects make or break progress at all organizations.

Your executive assistant can follow up with the people charged with these projects, get status updates, see if there are roadblocks, set up meetings where things are not moving fast to figure out why and do something different.

They can be the one to make sure to-dos, quarterly projects and other high priority projects actually get completed on time and on budget.

Project-management-and-follow-up-Virtual Administrative Assistant

High-level Reporting

If you have investors, silent partners, etc. you probably have to provide reports on a regular basis. You may want to have a company-wide meeting on the state of the industry or your company on a regular basis.

Your executive assistant can do the heavy lifting, and you can verify the information and present it.

Do it with them the first time, create a procedure for what they need to look for and how to get the data that is relevant to the audience, and then have them create the reports from there on out.

Manage speaking engagements, podcasts, award applications, and other PR functions.

Do you want to get more earned media for your business or yourself?

Have your executive assistant apply for awards. Have them reach out to podcasts and propose you as a guest. Additionally, you can have them propose speaking engagements that could help you get clients.

What Can a Virtual Administrative Assistant Do for Your Personal Life? 

An executive assistant can save you a lot of time and hassle with your personal life, freeing you up to focus on other important tasks. Here are some examples of what they can help with:

  • Sending birthday and holiday presents
  • Keeping your family’s sports and school calendars up to date
  • Booking vacations and travel
  • Paying school fees and buying supplies online
  • Booking appointments for the whole family (orthodontist, cosmetic, doctor/dentist)
  • Arranging home maintenance
  • Booking teacher conferences
  • Organizing after-school activities and filling out all necessary forms
  • Booking summer camps

As a working mom, I know that I wouldn’t be able to do both my job and daily family activities without my executive assistant, who helps make sure all deadlines are met, that all necessary activities are signed up for, and that my kids make it to their events on time.

With such a valuable team member helping out with the form front, I can have peace of mind knowing that my family will stay on track.


Getting the Most Out of Your Virtual Executive Assistant

Managing a virtual executive assistant can be a great way to streamline your workflow and free up time for more important tasks. Here are some tips on making the most of your assistant:

  • Think through the role clearly before hiring an assistant, and consider if it’s necessary to create separate roles for specific operational tasks.
  • When designing the position, include operational and repeatable tasks that make a real impact on your business goals.
  • Have clear expectations about what you want from the assistant so they know exactly how to help you achieve those goals.
  • Make sure communication is consistent and that both parties are on the same page about their roles and responsibilities.
  • Successfully fulfilling the needs of a busy executive requires careful planning and design.
  • And finally, trust your assistant to do the work!
Virtual Administrative Assistant

With good communication, clear expectations, and trust in their abilities, you’ll get the best out of your virtual executive assistant.

Final Thoughts

A virtual assistant can be a valuable asset for businesses that need help with administrative tasks, phone calls, and social media management from a remote location.

However, designing the position correctly is crucial for success. It’s important to identify tasks that are time-consuming and take up valuable office space and hire a virtual assistant to take care of them.

An executive assistant can help with tasks such as quality control, sales team auditing, process and procedure auditing, financial auditing, research, project management and follow-up, and high-level reporting.

With these pointers in mind, you can hire a virtual assistant who will be a great addition to your team, make your life easier, and reduce stress.

Don’t waste time or money on a position that won’t work for you – design the role for success and enjoy the benefits of having a virtual assistant company on board.

Download your FREE reusable form for creating an impactful strategic planning meeting HERE!

To get even more amazing tips, tricks, and techniques for scaling up your business, check out The Bootstrappers Podcast! Get the free advice you need to turn your vision into reality.

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Employee Appreciation Gifts: Reward Your Virtual Assistant

Employee Appreciation Gifts: Show your Virtual Assistants You Care

Employee appreciation gifts are the the best way to show your remote employees you care. As business owners who manage virtual assistants and remote teams, we understand the importance of recognizing even in the distance. 

So, let’s dive into some tips and tricks for offering bonuses and gifts to your virtual assistants. Effective reimbursement methods can ensure that they are properly compensated for their hard work.

Bonuses-and-Gifts-and-Reimbursements-For-Virtual-Assistants-Employee Appreciation Gifts

Our Story with Employee Appreciation Gifts

We have had the privilege of working with a variety of virtual assistants over the years. Offering bonuses and gifts is a great way to motivate your team.

In fact, one of our company’s most successful virtual assistants was people who went above and beyond their job duties. They often took on additional tasks and stayed late to ensure that projects were completed on time.

To show our appreciation, we surprised them with a gift basket. It was filled with their favorite snacks and a handwritten note. The note thanked them for their hard work.

We showed our virtual assistant appreciation and recognition, which in turn encouraged them to strive for excellence in their work.


As a small business owner or team leader, it can be hard to show your remote employees appreciation.

However, with careful consideration, ingenuity can be used to create a productive atmosphere in the workplace. This atmosphere can also be cooperative and encouraging throughout the organization.

The Importance of Employee Incentives

Offering employee incentives such as bonuses, gifts, and reimbursements is an excellent way to show appreciation. This demonstrates that you value the hard work and contributions of your virtual assistants.

These incentives can also help to improve employee morale and job satisfaction. This can lead to increased productivity, better business outcomes, and an improved company culture.

Virtual assistants play a crucial role in ensuring the smooth running of your business by handling administrative tasks. Tasks include but are not limited to: email management, calendar scheduling, social media, and data entry.

They also help you to focus on more critical tasks, such as business strategy and client management. Therefore, it’s essential to show your appreciation for their hard work and dedication.

Anequim Virtual Assistants

Types of Employee Appreciation Gifts

When it comes to offering incentives to virtual assistants, there are several options to choose from. The most common types of incentives include monetary bonuses, gifts, and reimbursements.

Monetary Bonuses

Monetary bonuses are a popular choice for rewarding virtual assistants for their hard work. You can choose to offer bonuses based on specific goals. Goals such as completing a project within a set time frame or meeting specific performance metrics.

Alternatively, you can offer performance-based bonuses. Such bonuses can include a percentage of the revenue generated by the project or a flat rate for exceptional performance.

The amount of the bonus will depend on your budget and the virtual assistant’s hourly rate. It’s essential to communicate clearly with your virtual assistants. This communication should include criteria for earning bonuses. It should also include the amount they can expect to receive.

This ensures that everyone is on the same page. This also ensures that the virtual assistant feels valued and appreciated for their hard work.

remote professionals for social media management

Classic Employee Appreciation Gifts

Another way to motivate your virtual assistants is by offering gifts. Gifts are a great way to show your appreciation and can be tailored to each person’s interests and preferences.

Consider offering personalized gifts. For example, a gift card to their favorite store or a subscription to a magazine you think they might enjoy. These can be both cost effective and a great reward.

By tailoring your gifts to each individual team member, you can demonstrate that you value their unique contributions. This can help to create a positive work environment and foster a sense of camaraderie among team members.


Virtual assistants often work from home, which means that they may incur expenses related to their work environment. Offering reimbursements for these expenses is an excellent way to show your virtual assistants that you value their hard work. It also shows that you want to support them in achieving a healthy work-life balance.

Some common expenses that virtual assistants may incur include home office equipment, internet and phone bills, and professional development courses. By offering to reimburse these expenses, you can help your virtual assistants to create a comfortable and productive work environment.

Reimbursements-employee appreciation gifts

Effective Reimbursement Methods

Here are some effective reimbursement methods to consider:

  • Consider setting up direct deposit for your virtual assistant’s payments if they work for you full-time. This will make payments more convenient and efficient for both you and your assistant. This eliminates the need for physical checks to be mailed or delivered.
  • Prepaid Cards: Another option to consider is providing your virtual assistants with prepaid cards. This allows you to set a spending limit and control the types of purchases they can make. Prepaid cards are also a great option for reimbursing virtual assistants who work on an hourly basis. You can easily load the card with the amount owed.
  • PayPal: PayPal is a widely accepted payment platform that can be used to reimburse your virtual assistants. This method is especially useful when you have a virtual assistant living in a different country. You may need to pay them in a different currency.
  • Expense Reporting: If you have a team of virtual assistants, you may want to implement an expense reporting system. This allows your virtual assistants to submit receipts and documentation for any expenses they have incurred while working for you. By keeping track of expenses in this way, you can ensure that your virtual assistants are only reimbursed for legitimate expenses.
  • Mileage Reimbursement: If your virtual assistant is required to travel for work, you may want to consider offering mileage reimbursement. This can be calculated based on the number of miles driven or a flat rate per trip.

By using one or more of these reimbursement methods, you can ensure that your virtual assistants are properly compensated for their hard work and any expenses they incur while working for you.


Final Thoughts on Virtual Assistant Employee Appreciation Gifts

As we come to the end of this blog post, We hope you have gained some valuable insights into how to recognize and reward employees, remote employees, or remote teams for their hard work.

Remember, bonuses and gifts don’t have to be expensive or extravagant – they simply need to show your appreciation and demonstrate that you value your team members.

At Anequim, we have found that offering bonuses and gifts, as well as effective reimbursement methods, not only motivates virtual assistants to work harder but also improves their work-life balance and overall job satisfaction.

When team members feel valued and appreciated, they are more likely to stay engaged and motivated long-term, which benefits your business.

Does your remote team feel motivated? How effective is your leadership? Find your strengths and areas of improvement with our scoring leadership test for FREE today.

To get even more amazing tips, tricks, and techniques for scaling up your business, check out The Bootstrappers Podcast! Get the free advice you need to turn your vision into reality.

Social Media Virtual Assistant: What do They do

Why Virtual Assistants Are the Secret to Social Media Marketing

A social media virtual assistant will change the way you view digital marketing. Business owners like us don’t have the luxury of extra time, which is why virtual assistants have been a game-changer for how we manage social media marketing!

It’s important to have a strong online marketing presence to reach and engage with customers. However, managing multiple social media accounts can be time-consuming and overwhelming.

You’re likely trying to do everything for your business yourself, including creating and scheduling social media posts, responding to comments and messages, and analyzing performance metrics. It becomes too much and we struggle to keep up with the demands of running the business.

Social Media Virtual Assistant

Hire a Social Media Virtual Assistant to Manage Your Channels

Hiring a virtual assistant, or remote professional as we refer to them, is a true game-changer for small business owners. You can find an experienced social media manager or digital marketing virtual assistant who is just as capable as any ‘in-person’ employee but at a fraction of the cost.

Remote professionals will fully understand your business’s needs and help you create a social media marketing strategy tailored to your target audience. With their help, you can free up time to focus on other important aspects of your business.

virtual assistants for social media management

What is Social Media Management?

Social media management involves creating, scheduling, and posting content on social media channels like Facebook, Instagram, and Twitter. It’s essential to have a consistent social media presence to engage with your audience and stay top-of-mind.

Social media tasks can also include responding to comments and messages, analyzing performance metrics, creating social media profiles, blog posts and developing a social media strategy.

Why Hire a Social Media Virtual Assistant?

Let’s face it; social media management is a full-time job. We think that we can do it ourselves because we spend enough of our personal time on social channels, but effectively managing a social media marketing strategy is completely different. Managing just one social channel is challenging enough, but most businesses are on an average of 6 different social platforms. That means it takes 6X the amount of time to manage (time that you already didn’t have to spare).

Hiring a social media virtual assistant can help save time and improve your social media strategy. They are trained in social media marketing and can help you manage your platforms and create engaging content. A virtual assistant can also help you keep up with the latest social media trends and best practices, which can be hard to maintain and track on your own.

remote professionals for Social Media Virtual Assistant

Social Media Virtual Assistant Can Manage Multiple Accounts

Managing multiple social media accounts can be overwhelming, but there are tools that can help. Social media management tools like Hootsuite, Buffer, and Sprout Social can help streamline the process by allowing you to manage all your social media accounts in one place. These tools also allow you to schedule posts in advance, which can save you time and ensure consistent posting.

Scheduling out your posts and video content is one half of the equation, while the other half is responding and engaging with your tribe. Think of each social platform as a digital storefront for your business. Each represents your company, which means that each must have full-time attention dedicated to it.

Creating Engaging Posts with a Social Media Virtual Assistant

Creating engaging social media posts is key to attracting and retaining your audience. Social media virtual assistants can help you create relevant content that is tailored to your audience’s interests. They can also help you incorporate multimedia elements like images and videos into your posts, which can increase engagement.

The algorithms are always changing, but today they are based on one simple metric: engagement. If your posts are not getting likes, comments, and shares, social channels like Facebook and Instagram will not put you in front of more people. This means that you must dedicate the time and resources to creating truly engaging content that your target audience wants to see.

For most businesses, hiring a virtual assistant is the best option for quality content that fits their budgets.

Social Media Virtual Assistant

Developing a Social Media Strategy

Developing a social media strategy is crucial for the success of your social media efforts. Your strategy should target your audience and be aligned with your overall marketing goals. It should also track the success of your efforts, so you can make adjustments as needed. Social media virtual assistants can help you develop a social media strategy tailored to your business’s needs.

Tracking metrics is the only way to know what types of content is working for your digital marketing. Consider the first 6 months as merely data collection. Trial and error, testing different lengths of videos, styles of videos, graphic content vs video content, etc. is the only way to discover what your specific audience wants more of – so that you can deliver that to them for ultimate social media success.

Hiring a Social Media Virtual Assistant

Hiring a social media virtual assistant is the most cost-effective way to improve your social media marketing efforts. Virtual assistants are experienced in social media management and can help you with a variety of tasks like creating content, scheduling posts, and responding to comments. They can also help you stay up-to-date on the latest social media trends and best practices.

What About A.I.?

Artificial intelligence platforms like ChatGPT, Google’s ‘Bard,’ and a long list of other options look like a perfect solution for small business owners at first but they often don’t deliver the results your business needs. A.I. platforms are merely tools; they are not humans.

Google, along with every other social media platform, weights quality content as the highest value with the biggest rewards for your marketing. People engage with quality content. A.I. platforms aren’t yet able to connect with, resonate deeply with, or relate to human beings because they aren’t people.

Should you use A.I. platforms to streamline certain aspects of your business? Absolutely! However, marketing is not one of those areas for one big reason: Marketing is all about feelings. People decide to hire your business based on the emotional connection they have. Do they trust you? Do they like you? Will they remember you?

Robots (Artificial Intelligence) are incapable of feeling, so how can we expect them to know how to connect with people on an emotional level? This is just one more reason why virtual assistants are the true game-changer. Remote professionals are actually affordable for small businesses and their budgets. However, remote professionals are still people. They are highly skilled, highly trained, and know how to connect your marketing with your target audience.

Anequim Virtual Assistants

Virtual Assistants Are The Answer For Your Business

Hiring a social media virtual assistant can be a game-changer for your business. With their help, you can create a social media strategy tailored to your target audience and save time on managing your social media accounts. They can also help you stay on top of the latest social media trends and best practices, so you can focus on other important aspects of your business.

I can personally attest to the benefits of hiring a social media virtual assistant. Since I hired a virtual assistant for my own business, I’ve been able to free up time to focus on other areas of my business.

With the help of my virtual assistant, I’ve been able to create a consistent social media presence, engage with my audience, and grow my online following. They’ve also helped me to track and analyze my social media metrics, which has helped me to make data-driven decisions about my social media strategy.

Anequim Remote Professionals For Your Business

If you’re looking to hire a social media virtual assistant, it is important to do your research to find a remote professional with experience in social media management and a proven track record of success. Fortunately, Anequim does all of that research for you, and they make the entire process seamless, from searching for top talent to making the final hire.

Anequim also has proven processes and procedures to help you clearly communicate your goals and expectations and work together to develop a social media strategy tailored to your business needs. With the right virtual assistant on your team, you can take your social media presence to the next level and grow your online presence.

Give your remote assistants the best tools. Create an excellent customer service experience quickly with our FREE Service Guide. Start Providing the best experience for your customers now.

To get even more amazing tips, tricks, and techniques for your social media virtual assistant and business-related topics, check out The Bootstrappers Podcast! Get the free advice you need to turn your vision into reality.

Freelancer and Virtual Assistant: What’s The Difference?

Virtual Assistant or Freelancer: Which One is Better?

The difference between freelancer and virtual assistant can be confusing. As someone who has been in the business of managing virtual assistants and freelancers for several years, I know firsthand how daunting it can be to find the right person for the job. 

It wasn’t until I had my own experience with a virtual assistant that I truly appreciated the value they can bring to a business.

I struggled to keep up with the administrative tasks bogging me down and taking me away from the more important aspects of running my business. That’s when I decided to take the plunge and hire a virtual assistant.

Between a Virtual assistant vs freelancer article what's the difference?

Entrepreneurs Are Now True Believers in Virtual Assistants

So many entrepreneurs have become firm believers in the power of virtual assistants to help businesses run more efficiently and effectively. And that’s why I’m here to share my expertise and help you understand the key differences between the two. 

Whether you’re a small business owner looking for extra help or curious about the world of virtual assistants and freelancers, read on – I’m confident you’ll find this blog post helpful.

What's the difference between a Virtual assistant vs freelancer article

What is a Virtual Assistant?

A virtual assistant (VA) is a remote worker who can fulfill the tasks of any role that can be done behind a computer, making them a valuable asset for small businesses. Virtual assistants are a perfect fit for nearly any type of business, as they can do the same quality work as any in-person employee can, just remotely.

Virtual Assistant companies will find the perfect person for any role you need to be filled, from data entry and customer service to accounting, bookkeeping, administrative and executive assistant positions, marketing, graphic design, and everything in between.

Virtual Assistants have run entire companies and organized major conferences and events remotely, so anything is possible for your small business needs!

The Advantages of Hiring a Full-Time Virtual Assistant:

  • They are invested in your company’s success
  • They can be held accountable just like any other member of your team
  • They can be trained, mentored, and elevated to essential roles within your company
  • They are loyal to your business because they have a stake in its success
  • They become an integral part of your team-building for future growth
Virtual assistant vs freelancer article blog

What is a Freelancer?

A freelancer is also an independent contractor who offers specialized skills to businesses, but they work differently than a virtual assistant.

Freelancers work on their own and offer their services directly to clients. They can work on a variety of projects but they are not full-time members of your team like a remote professional is, and they provide specialized skills like web design, content writing, or graphic design.

When hiring a freelancer, business owners can expect to work with someone with specific expertise in a particular area. Freelancers tend to compete against each other for the lowest price, but cheaper isn’t always better (in fact, it rarely is).

The Risks of Hiring a Freelancer:

  • They are not invested in your company’s mission, vision, and growth
  • It is harder to hold freelancers accountable since they can exit at any time
  • Freelancers have many other clients, which means your business is not their main priority
  • With multiple clients, freelances are dividing up their talents, and quality can suffer
  • Freelancers can leave you high and dry at any time, which is a risky investment for any business
Freelancer and Virtual Assistant

Difference Between Freelancer and Virtual Assistant

The main difference between virtual assistants and freelancers is the type of services they offer and the way they work.

Virtual assistants are typically full or part-time employees who work for, and report directly to, you and your business. They are not tied to any other clients or companies like freelancers are. Remote professionals are just like any in-person employee, the only difference being they work remotely.

Freelancers often work independently and usually offer only one kind of service, like web design or writing. They can work on many different projects at once and work for many different clients, which means they are dividing up their time, talents, and quality of work.

When deciding whether to hire a virtual assistant or a freelancer, it’s essential to think about the type of work that needs to be done.

The best way to sum it up is this: Virtual Assistants are invested in your company’s long-term growth and success just like any other member of your team. Freelancers are invested in their own success since they are their own companies separate from yours.

Freelancer and Virtual Assistant

Both virtual assistants and freelancers have different roles and responsibilities that can help your business grow; however, a full-time virtual assistant will offer far more consistent benefits for your company.

With a virtual assistant, you have someone full-time who you can train, mentor, and integrate into your current team. Accountability is another major benefit for Virtual Assistants because you can hold a full-time remote worker responsible for your company’s standards and requirements. A freelancer cannot be held as accountable as a full-time virtual assistant.

Freelancers will also not be as invested in your company’s mission, vision, and long-term success. Virtual Assistants are just like anyone else on your in-person team, except they work remotely. As a part of your team, they will have a stake in your company just like the rest of your team.

Business owners should carefully consider their needs before deciding whether to hire a virtual assistant or a freelancer. It’s important to research options and pick the right one for the business.

Between a Virtual assistant vs freelancer article what's the difference?

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Unlimited PTO Policy: Does it Work for Virtual Assistants?

How To Manage Your Remote Worker PTO And Holidays

Does an unlimited PTO policy work for virtual assistants? With more and more businesses offering remote worker options, it’s becoming increasingly common for employees to work from home or anywhere remotely.

While there are many benefits to this arrangement, there are also some new challenges with managing a remote team—one of the biggest challenges is managing your remote worker’s PTO and holidays.

In this blog post, I’ll give you some tips on managing your remote worker’s PTO and holiday in a way that is fair to your employees and compliant with the law.

How to manage your remote worker PTO and Holidays

What is Paid Time Off (PTO) For a Remote Worker?

PTO allows employees to take time off from work without loss of pay.

There are two types of PTO: accrued PTO and unlimited PTO.

Accrued PTO

With an accrued PTO policy, employees gradually accrue paid time off based on the number of hours they work. For example, if an employer offers 2 weeks (10 days) of vacation per year, an employee who works 40 hours per week will accrue 5 days of vacation per year (2 weeks / 40 hours = 0.05). This type of policy is common in the United States.

Unlimited PTO Policy

Unlimited PTO policies are less common in the United States, but they are becoming more popular as companies seek to attract and retain top talent. With an unlimited PTO policy, employees do not accrue vacation days; instead, they can take time off as needed, subject to approval from their supervisor. This type of policy is more common in Europe and other parts of the world.

What is paid time off for your remote worker?

Time Off Requests For a Remote Worker

If you have a remote team, you’ll need to have a process in place for employees to request time off.

The process should be simple and straightforward, and it should be clearly communicated to all employees.

One way to do this is to use an online tool like Google Calendar or Outlook Calendar. These tools allow employees to submit time off requests online, and they also allow you to keep track of who is out of the office and when.

Another option is to use a paper-based system. This can be as simple as creating a form that employees can fill out and submit to their supervisor for approval.

Time off requests for remote workers

Parental Leave as Part of a Remote Worker’s Benefits Package 

Parental leave is another important consideration when managing your remote team’s PTO and holidays.

In the US, the Family Medical Leave Act (FMLA) grants up to 12 weeks of unpaid leave for parental leave (maternity, paternity, or adoption), caring for a sick family member, or dealing with one’s own serious health condition.

Parents working in Europe are entitled to paid parental leave ranging from 4-8 weeks, depending on the country. Ensure you are aware of and compliant with the parental leave laws of your employees’ countries if they work remotely.

How Employees Accrue Time Off with a Remote Team

As I mentioned earlier, there are two types of paid time off: accrued PTO and unlimited PTO policy. With an accrued PTO policy, employees gradually accrue paid time off based on their work hours. With an unlimited PTO policy, employees do not accrue vacation days but can take time off as needed, subject to approval from their supervisor.

If you have a remote team, you may want to consider implementing an unlimited PTO policy. This type of policy gives employees more flexibility, which can be especially beneficial if your team members are in different time zones. It can also help reduce distractions caused by frequent requests for time off.

Before implementing an unlimited PTO policy, consult an HR expert or attorney to understand all the legal implications.

How a remote worker can achieve healthy life balance Unlimited PTO Policy

Ways To Help Remote Professionals Achieve A Healthy Work-Life Balance

Encouraging your remote team members to achieve a healthy work-life balance is important. There are several ways you can do this:

  • Set clear expectations about working hours. Avoid scheduling conference calls or meetings outside of regular working hours if possible.
  • Encourage breaks! Just because someone works remotely doesn’t mean they shouldn’t take regular daily intervals. Encourage your team members to step away from their desks for a few minutes throughout the day to recharge and refocus.
  • Hold virtual lunch dates with co-workers. This allows remote workers to build relationships with other team members, even if they are not in the exact physical location.
  • Prioritize communication and collaboration tools. Investing in quality tools can help make it easier for remote teams to collaborate and stay connected, even when they are miles apart.
  • Allow employees to work flexible hours. This allows employees to manage their own schedules to fit in time off as needed without disrupting their productivity.

Unlimited PTO Policy: Legal Compliance and Training for Remote Workers

It’s essential to be aware of the legal requirements of managing a remote team, especially concerning PTO and holiday policies. You should consult with a lawyer or HR expert and ensure you understand applicable laws in your jurisdiction before implementing any policies or procedures related to managing remote workers’ time off.

You should also provide training and education about these policies so that all team members know how things work and what is expected of them. This will ensure that everyone is on the same page regarding taking time off.

Anequim Virtual Assistants

Remote Worker Unlimited PTO Policy & Holidays

Managing a remote workforce requires some unique considerations due to its distributed nature; one is how best to handle paid time off (PTO) and holidays for your team members.

By understanding the different types of PTO policies available, putting processes in place for requesting time off, providing training on parental leave policies, investing in communication tools, allowing flexible working hours, and understanding applicable legal requirements, you can create an environment where your remote workers can take time off while still meeting expectations.

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