Having Good People Is Key to Your Business!

You have to be willing to allow people to do things at 80% of what you were able to do.

Your business has to be able to handle things, not running at a hundred percent, but your objectives should be correct, and you need to get good people.

Good people are the key. It would be best if you had the right people, maybe with no experience, maybe people with minimum wage.

Experience isn’t the number one thing. People with integrity are willing to go the extra mile and outside the box.

How do we scale up our business and get the right people in different roles, so we do not get stuck in dealing with customers and rendering the product or service?

Do not be scared of letting people go. It could be that someone is a good fit, but they’re not working well for the vision and growth. If they are just not a good fit, then you have to be willing to let them go.

If you take care of good people, they will stay.

Sometimes we hire someone, and in five days, we know it’s a good fit.

Most people are not good, and only 1-3% are exceptional. And it’s worth paying to find those people because if you take care of them, they’ll stay.

Don’t have a limiting belief that there aren’t good people.

Tony Robbins said if you go into a room of business owners and say, hey, raise your hand if you think finding good employees is hard, and everyone raised their hand, and he said, okay, the people that didn’t raise your hand, you need to talk to those people.

It’s honestly a limiting belief.

Everything boils back to people. It doesn’t matter what kind of business you’re in; it all goes back to hiring, training, retaining, and growing good quality people. 

Someone could not be a bad employee but in the wrong seat on the bus.

Here is an example of it;

Juan’s been with us four years now, and when he started, he was in the wrong role, which was my fault because he was doing general setup, VA kind of stuff. Then I discovered that he wasn’t a bad employee. He was in the wrong seat on the bus and didn’t hit a knack.

He oversees the collection, organizing, and ensuring everything is exactly right. He was a perfectionist. He was taking too long on some of the client-facing projects.

And so the thing that was his gift was hurting him because he was in the wrong role. And once I discovered that. He went from $3 an hour to $8 an hour. He’s $12 an hour now, which in the Philippines is excellent.

How to spot good people?

I hired someone passionate over several people that were way more qualified. It’s not because they don’t have enough motivation, but high-quality and passionate people can carry many other people who aren’t emotional.

It’s essential to have enough of those offsets who care about the vision.

If you have someone who can keep the vision intact, they can have people working around them who are enthusiastic about it.

It’s impossible to have a company where a hundred percent of people love everything about the company.

Things you should do when you onboard someone;

• When you consider someone for a position, have them do a little project for you. If anybody is hesitant, move on to the next person.

• Leave some information out intentionally while giving a task. And see if they ask for the thing they would need to get the work done or if they take the initiative on something that requires a little judgment.

You are already setting yourself up to fail by saying, hey, it’s okay that you didn’t do what I asked, as it will hurt you if people don’t do what you asked.

• Have a minimum or maximum hours set for managing their time.

You might wonder if it is hard to hire somebody for 10 hours a week because they will end up having a bunch of other stuff they’re doing, and you’re not going to get the priority. And then, if you hire somebody for more hours and you expect them to do all these other tasks, how do you manage that?

• Hire full-time people, pay more, and challenge them more.

Paying 20% more to get someone twice as good is worth it.

Explain Pain Points

One of the big things is having a weekly or bi-weekly meeting with those full-time people and being brutally transparent about the company’s goals and pain points. Even you, as an entrepreneur, where do you stand?

Do not necessarily hold their hands through things. It takes away strengths.

Level up the quality of the right people as they won’t take advantage of it.

You might think it’s terrifying when you start paying people more as payroll goes up and feel like I’m paying you to learn on the job, but it should be the amount I’m paying with you coming with all these skills already.

Going for quality has always had a better ROI than trying to save a few bucks on the payroll.