Let's dive back into the first P, our favorite P, we affectionately call the People. You've got to have excellent people on your team working within world-class processes and systems and then you just simply promote the heck out of it! People, and the best (not best available) people, are absolutely crucial to the success of your business.
Part of getting those rockstars on your team is the way that you recruit, and then ultimately offer one of those coveted jobs in your organization. You’ve found your rockstar, put them through the interview process like we talked about a few weeks ago, and decided that they are the perfect fit for your agency. That means an offer.
THE C WORD
In my book, The Unstoppable Profit Producer, we talk about three components to the offer. One of these is an iron-clad employment contract. And guess what, my friends? You’ve likely heard from me multiple times that if we want things to change, we have to change. Better said? We GET to change. Back in the day, we used to call them employment contracts. My HR consultant virtually slapped me and said “don’t ever say that C word again. It’s an AGREEMENT.” So now I recommend that your employment agreement be one of the key components to your offer. Take that C word out of your vocabulary too.
THE AGREEMENT
Your agreement has one major goal: to outline exactly the expectations for your next excellent team member as they become part of your high performing team. You want high performing people, you’ve got to let them know how they can do that. Our agreement lays out about 27 different expectations that they are expected to uphold throughout their employment with our agency. And even better? We’ve created this, we’ve designed it, and we provide it to any of our coaching members free of charge. Obviously, you need to run this by your local attorney in your state to be sure that it complies with local and state laws, but it really puts out the expectations and it shows it right there in writing exactly what we expect as a member of our team.
WHO LIKES TO BE MANAGED?
At the end of the day, who really likes to be managed? It’s a term that has been used in business for many, many years: a manager here, a manager there, but who truly loves to be managed? I don’t. And neither does anybody else. At the end of the day, though, people are silently waiting to be led.
“Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could do.” – Steve Jobs
Lead them, share with them the expectations, put it down in writing. Point out the minimum expectations within your organization. Here’s the employment agreement, here’s the offer sheet, the compensation model, and the conditional offer. This is where we’re going, and please let us know if there’s any questions.
Friends, it’s truly that simple. Bring them on, and onboard them. We have many other segments we’re going to be sharing about our onboarding systems and many, many other strategies that we employ to drive that revenue and profit growth so you and I can have more freedom.
