Jul 14, 2022
Almost 9 out of 10 entrepreneurs
are experiencing symptoms of burnout. They think their business
cannot run effectively without them and have no system for
attracting A-players. Our Better Business Better
Life Assessment found
these results by surveying 225 entrepreneurs. It all comes down to
hiring, onboarding, and team development, and each of these plays a
huge role in your profitability. Let’s dive into this topic
together!
Retaining A-players is an
overlooked area in the business world today, and attracting and
hiring them is just the beginning. Your onboarding process is a
critical determinant of whether they stay or go, and haphazard
training won’t cut it. You want your new team members to feel
supported, confident, and set up for success; the best way to do
that is to create engagement and build enthusiasm for their new
role. Join me in this episode as I break down what it takes to
create a great onboarding experience!
Profit by Design is a Tap
the Potential Production in collaboration with Small Business
Consulting Group.
Show Highlights:
- The facts: Only about 7 out of 10 entrepreneurs
say they have a system for onboarding new team members.
- Why you should treat the onboarding process for
new team members with as much care and priority as attracting new
customers/clients
- How onboarding A-players to your team DIRECTLY
affects your profitability
- Why the 12-18 onboarding process should focus
on relationship-building within the team, and transition into
ongoing team development
- Why team members will STAY: It all comes down
to relationships!
- Why YOUR relationship with the new team member
comes first: “Be INTEREST-ED, not INTEREST-ING.” (The
People Map
Assessment is a simple
tool that can help you learn someone’s strengths, communication
style, goals, and more!)
- The value in setting up opportunities for your
existing team to get to know the new team member
- Why you should want to be a part of that team
member’s career journey, helping them to fulfill their overall life
and career goals
- Why you should ask about their goals, dreams,
and strengths–and align their role accordingly
- Why you should ask their opinion on what makes
a great boss and how they like to be appreciated because this gives
more insight into who they are
- The value in pre-establishing clear,
well-defined goals for the new team member’s role, including how
they can be an A-player by the end of Year One, Month One, Week
One, etc.
- Why it’s helpful to ask existing team members
about their highs and lows during their first weeks on the job to
gauge what’s working best and what is not
- How a simple conversation at the end of Day One
can create a great experience and help your new team member feel
celebrated, successful, and appreciated
- Why it is important to establish clear
guidelines about who the new team member is with, and later, where
they can go to ask questions (Who do they go to? What if that
person isn’t available? How often will they meet with
you?)
- How an end-of-day huddle can be very helpful
for a new team member during the first few weeks; you can later
transition to weekly one-on-one check-in meetings
Links and Resources:
Sign up for our FREE
Livenar, What’s Working NOW to Hire the Best and Grow
Your Team of A-Players.
Check out our new
Dream
Manager Program that
provides personal and leadership development for your team
members!
We can teach your team members
new strategies to support your efforts in making your business a
Great Place to Work! Find out more about Leadership Boot
Camp.
Download our Workbook
and take our Better Business Better
Life Assessment.
Learn more about the next
How to Hire the
Best course.
New! Now Available!!
The 4 Week
Vacation book with
bonuses! Follow the steps to claim your spot for the upcoming live
training, The
4 Week Vacation Better Business Better Life
Jumpstart!
Download Dr. Sabrina’s
Introductory Training: How to Make Your Time
Worth $10,000 an Hour