The most undervalued skill for founders:
Delegation.
It helps you scale your business and maximize output while maintaining a healthy work-life balance.
Here's how I work just 20 hours/week (and make $1.2M/month):
1. Create a Job Description in a Google Doc
Describe how your ideal candidate will perform.
Include:
• The role overview
• What they will be doing
• What skills they need to have
• Why they will love working with you
2. Create Their Objectives and Key Results (OKRs)
Ask yourself:
What does success look like for this person in the first 90 days?
I use the SMART goals framework:
• Specific
• Measurable
• Achievable
• Relevant
• Time-Bound
Here are some of the actual SMART goals I set with my assistant:
- Schedule 10 social posts to go out every day
- Schedule 50 sales meetings a week
- Generate $30k of sales per month
3. Create an Onboarding System
The hardest part of having a good working relationship with a Growth Assistant is onboarding them.
The hack:
Create a Google Sheet with all onboarding tasks in these columns:
• Systems
• Department
• Documentation
• Loom Video
• Owner
4. Build a Notion Company Wiki
A Company Wiki is where all of your key documents and systems live.
You want to reduce the number of times you get basic questions:
"What are our brand guidelines?"
"Where are our logos?"
5. Improve Your Systems via Feedback
Your Loom videos and systems are never set in stone.
Set up a weekly meeting to refine all your processes and eliminate confusion.
Agenda:
• What's going well?
• What's not going well?
• What can we improve?
6. Take Pride in Your Systems
"You do not rise to the level of your goals. You fall to the level of your systems." - James Clear
Your systems are the engine that keeps your entire operation working.
Keep them updated monthly and delete/re-evaluate tasks that aren't effective.
7. Work with a Hiring Partner
If it's your first time hiring a Growth Assistant you need to get help.
You're going to waste a lot of time reviewing resumes and coordinating interviews.
Working with a hiring partner solves all of that.
They do all the interviews, background checks, and negotiations.
I focus on the job description, objectives, and onboarding systems.
