Having Good People is key to your Business!

I flew up to Santa rosa, a suburb of San Francisco, to help Jonathan scale up his chocolate factory. 

And he’s got an incredible story, how his house burned down. He went through the ups and downs of entrepreneurship, struggling with health and mental health issues.

And now it has got a great story to help other entrepreneurs. And I have been working on his business by scaling up this chocolate factory.

I’m super impressed with Jonathan is; how he’s been able to put processes in place so that he has.

Other people are handling every function of the operations of his business. So he’s not in the chocolate factory, he’s not packing, he’s not pouring the chocolate.

He’s not even coming up with designs for new product ideas, which he did when he started, these are prototypes, but his team does all these.

Somebody told me that;

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

I think part of it is that 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.

If you take care of good people, they will stay

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

How do we scale up our business and start to replace ourselves and get the right people in these different roles?

So we do not get stuck in the day-to-day of dealing with customers and rendering the product or service and whatnot?

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. They are just not a good fit. Then you have to be willing to let them go.

people
Jonathan and I in Office Hours

Sometimes we’ve hired someone, and in five days, we just knew, that’s it. Most people are not good, but those 1%, 3%, that are exceptional. 

And it’s worth paying to find those people.

Because if you take care of them, they’ll stay and don’t have a limiting belief that there aren’t good people because there are a lot of entrepreneurs who have the right objectives that align with the company and solve problems instead of creating problems.

Tony Robbins said if you go into a room of business owners and you 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 on the wrong seat on the bus, and he 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 these client-facing sorts of 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 $5 an hour to $8 an hour. He’s $12 an hour now, which in the Philippines is excellent. 

And now he has a couple of other people in an operational role, helping assemble different training that we have.

And it’s fantastic. Another girl on my team — who has been with us for three-four years and is an excellent video editor–  had a medical problem a couple of months ago that required surgery. 

And she was unable to work because she had this medical problem until we showed how much we cared. After all, she didn’t want to tell anybody she had this medical problem.

Or she didn’t have the money for the surgery and could afford to take time off. But she did that, and now she’s more vital than ever. 

There was this power issue in the Philippines, and a few of our people got affected by it. In the last paycheck, several folks said, Hey, let’s all donate money to them because they’ve been unable to work. Let’s all give a few percent of our paycheck.

So these people were sending money, and the company matched it. I checked it, and we were able to send funds to these other people to help them out, which is great because it’s not just keeping people because they’re good. It’s because we’d like them and they care.

How to spot Good People?

You hired someone who wasn’t a chocolate tier background person but passionate over several people that were way more qualified. It’s not because they don’t have enough motivation.

But having that kind of mission and attracting high-quality people and then being able to mark One passionate person 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 that can keep the vision intact, then they can have people working around them that are as enthusiastic about it,

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

And it’s ultimately for a larger vision like Jonathan’s not doing this because he’s trying to become a millionaire and compete with Godiva. He knows that entrepreneurs and busy house moms deal with stress. 

They’re one nutrient away, not one funnel away from success.

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 but you’re expecting them to do all these other tasks, how do you manage that?

It’s not uncommon to go over time and have these periods where they take a couple of days off. It could be that you are a goal-oriented and task-oriented hire, full-time people, pay more, and challenge them more.

Hiring full-time people, knowing that they are going to need help getting up to speed with tasks as they are not coming with that skill set, you have to train them.

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

INTERVIEW QUESTION
Me, Sharing my Expertise

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 where the company is at the goals, and the pain points.

Even you, as an entrepreneur, where do you stand?

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

So it is a bit of a problem, especially for somebody with the mind of an accountant.  

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

One thing my friend did was she followed the rule if they didn’t do it the way that I said, insert a secret keyword, then whatever the role was – and insert my location.

The truth was that for anybody to do that, they had to research the meal because they didn’t tell them where she was. 

She found people who didn’t do it at all, the people who did it but inserted their location. And then some people realized that it was she now.

She doesn’t have the most extensive online presence, but if you do a little research, you will realize, oh! That’s the same person. It makes sense. It must be the person who’s posting. 

You are already setting yourself up to fail by saying, hey, it’s okay that you didn’t do what I asked, it’s okay, but at the end of the day, it’s going to hurt you if people don’t do what you asked them to do.

Have them do a little project for you. If anybody is hesitant, move on to the next person, and leave some information out intentionally.

And see if they ask for the thing they would need to get done and if they take the initiative on the thing that required a little judgment.

Have a minimum or maximum hours set for managing their time, have people when you are awake, who are available, and people were working when you are sleeping in so far. It’s exhilarating.

Dennis Yu

About the Author

Dennis Yu
Dennis Yu is co-author of the #1 best-selling book on Amazon in social media, The Definitive Guide to TikTok Ads.  He has spent a billion dollars on Facebook ads across his agencies and agencies he advises. Mr. Yu is the "million jobs" guy-- on a mission to create one million jobs via hands-on social media training, partnering with universities and professional organizations.

You can find him quoted in major publications and on television such as CNN, the Wall Street Journal, Washington Post, NPR, and LA Times. Clients have included Nike, Red Bull, the Golden State Warriors, Ashley Furniture, Quiznos-- down to local service businesses like real estate agents and dentists. He's spoken at over 750 conferences in 20 countries, having flown over 6 million miles in the last 30 years to train up young adults and business owners. He speaks for free as long as the organization believes in the job-creation mission and covers business class travel.

You can find him hiking tall mountains, eating chicken wings, and taking Kaqun oxygen baths-- likely in a city near you.