13/06/2018 Nicole

How To Know If Your Business Needs To Seek Outside Help

“Success is the sum of small efforts – repeated day in and day out”, said Robert Collier. With new competitive opportunities in the business market, many companies are facing the reality of change, and with that development. Expectations from potential and current customers are requiring new efforts in digital proficiency, organizational efficiency and data strategy implementation. Over the last decade, innovative technology has been in great demand in relationship to customer experience and a business’s sustainability. The Economist describes this increase as a capability for these departments to provide a competitive edge for their organizations.

Some companies may find these requirements for business growth to be new or more advanced territory among the current employees’ skills and experience. The technological advancement within programming, marketing and administration have brought new questions to companies who are considering and calculating decisions toward developing these departments. For company leaders, this may entail inquiring outside of the organization to fulfill this need whether it be through hiring a new employee or possibly a consultant, a trainer or some outsourced personnel. There are benefits and risks to deciding either for a permanent hire or a temporary. To decipher the best course of action, one should consider the current internal capabilities, company values and financial factors.

5 Ways to Determine if There is a Need for Outside Help?

All business leaders are faced with the difficult decisions on boosting a company’s capabilities to advance its potential. While I often believe this can be achieved through its internal, creative thinking, there are times when an external source can further drive the existing team. As George Ivanovic Gurdjef has said, “A man can only attain knowledge with the help of those who possess it. This must be understood from the very beginning. One must learn from him who knows.” This applies for organizations as well.

  1. Evaluate the Deficiency from Data

Upon collecting the measurements of your industry’s technological norms, take some time to survey and clarify these results with current customers or prospects within their frequented places. Narrow these findings and prioritize which developmental needs are most important.


  1. Assess the Current Skills and Level Among Employees

Once the data has been determined, refer to the current employees or employee department leads (depending on the size of your organization) for capabilities. Usually, strategic thinking meetings of the customers’ demands provide opportunities for employees to evaluate their own professional skills reflect on experience and offer their own abilities to push the company forward.


  1. Identify the Risks of a Long-Term Hire

If current employees do not possess the requirements to fulfill the market’s expectations, it is important to determine if adding a new full-time employee is the best next step. Reconciling the decision for new company hires must evaluate the benefits provided toward the goal in contrast to the financial and organizational risks. These include a combination of salary, employee benefits, space and company culture.


  1. Consider the Company’s Values

The feedback from employee capabilities will give a clear picture on if it is possible for individual or team learning. Some businesses have continued education benefits for its employees, and this encouragement reflects the value of employee investment those companies uphold. For this reason, creating avenues for learning that best advance the organization’s growth may be the most important. The questions regarding time and learning capabilities must be chosen. Since the quickest skill advancement happens among those with basic performance abilities, you should assess the level of the team or individual who will pursue learning. If it is difficult for someone within the organization to evaluate this, a trainer or consultant can also provide insight.


  1. Compare these Possibilities and Values with Costs of Outside Help

After collecting all the information from data to possible choices for solution within the organization, compare these with the costs and benefits of receiving external assistance. These include: consultants, trainers, classes and outsourced work from agencies or individuals.


By improving the digital skills of the company’s output, it has potential for reaching customers and accomplishing its vision and market significance into reality.

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