When to HIRE Employees
& HOW to Assign Tasks

Hiring Employees Is Not Easy. Assigning Tasks Is Also Not Easy.

It’s probably your fault.

I hear people complain about their employees all the time.

“She’s not doing this.”

“He’s not learning this.”

“Why haven’t we gotten any traction on this?”

Everyone loves to point fingers, I get it.

I have 13 employees and sometimes I even catch myself doing it.

If we really break it down though it usually falls back to one of three things:

1) Lack of Clear Instructions

2) Lack of Clear Set Deadlines

3) Lack of Expectations and KPI Review

What do all of these have in common?

They stem from us, the business owner.

Let’s say their job is to fill your calendar with leads (that should be your first hire anyway).

And two weeks go by…. nothing.

Before you jump on them, did you cover the three points above?

Did you give them crystal, 3rd-grade reading level instructions on what to do?

(Where are the potential leads located? What channel do you want them to reach out on? What happens if they respond back with questions? What happens if they respond back negatively? what happens if they read but don’t respond?)

Did you set a deadline?

(“This should be done daily, the first thing you do when you walk in, nothing else takes priority and if you do it all correctly you should be getting 3-5 leads a day.”)

Did you set expectations and review key performance indicators?

(“I am hiring you because I need more leads and I want to continue working with you, but if you do not provide leads or at least update me that we aren’t getting any leads then I will have to replace you.”)

(“At the end of every day please upload how many pieces of outreach you attempted, what channels were they on, how many leads did you generate, how many hours it took, and how does that compare to that day last week?”)

I learned that once we covered all three of these topics, all of a sudden I didn’t have “bad employees.”

I had efficient, grateful, and money-generating animals.

Just a thought, I would recommend trying it.

 

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[00:00:41] But the hard pill to swallow sometimes is like there’s probably some some issue with executing as a team leader on your part. It shouldn’t have come to the point that they weren’t doing all that stuff. You should be having daily meetings and KPI indicators. How many messages you send out? How many responses? How many conversations? Top of the morning to your team, so this one actually is going to relate to everyone. I get questions almost every single day, not only about like what tasks should I delegate, but more importantly, when should I delegate? And in this video here, I’m going to talk about I was at Net Con in Los Angeles and I was speaking on stage and I was talking about in particular when you should be delegating tasks. And that’s what you’re about to see.

[00:00:41] Really quickly, we place like 350 employees in the past six months. So I just want to give you a quick piece of advice. Just like he said, culture and values is the first thing you should look at. And if you do a coaching program like we do as well. Find the person inside the coaching program first. They already buy on your vision and your dreams can be a lot easier to work with them than getting someone who doesn’t know who you are. I heard he mentioned sales absolute last thing. In my opinion, you should never outsource. That should be no one’s going to sell you better than you. So you should do that first. But yeah, I would do. And the reason why a lot of people is easy to be like, oh, that V.A. or that employee didn’t execute well. But the hard pill to swallow sometimes is there’s probably some some issue with executing as a team leader on your part. It shouldn’t have come to the point that they weren’t doing all that stuff. You should having daily meetings and KPI indicators. How many messages you send out? How many responses do we get? How many conversations did you start? Why is it less than last week? Every single day you should be doing that.

[00:01:35] And I like I said earlier, I think lead generation, whether that’s a video branding awareness is your lead generation or like actual outreach on Instagram and Facebook cold or to your team. I think that’ll allow you to have a funnel coming in and then allow you to have consistent revenue and consistent revenue allow you to hire think more key hires like a higher level stuff like personal branding guys, video guys, maybe another coach having maybe a salesperson. But I don’t think you can hire any of those people until you have your calendar full every single week. That’s how I see you.

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