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Hey folks, Thom Rigsby
here from thomrigsby.com. This week, we’re talking about how to make changes, and how to do that with as little pain as possible. Today, how to make less dependent employees. And that may resonate with you, if it does, stay tuned, this is 7 Minutes in the Morning
Well, good morning folks, and welcome. This is 7 Minutes in the Morning. It’s your daily dose from me, your business coach, my name is Thom Rigsby. Well, this week, we’ve been talking about how to make changes. It’s something that’s difficult, but as entrepreneurs, business owners, it’s something that we have to get comfortable with. That discomfort, that challenge that comes from changing, because there’s no way to grow if you can’t change. I mean, think about that for a minute. If you can’t change, then you’re always staying the same, and growth requires some kind of improvement. So today, one of the — we’re into now the second day of the three most common challenges that face business owners, and the changes that they need to engage in to solve those problems.
Today’s topic is how to create an environment where your employees are not dependent on you. You know, I’ve said before one of the key contributing factors that owns a lot of business owners back is their reluctance or unwillingness to hire employees. For whatever the reason is, I mean, there’s a lot of rules and regulations around that, there’s the added expense, certainly. There’s this sense that, “Well, now I’m kind of responsible for somebody else’s livelihood team.”
But I think, more often than not, the problem is, “Well, you know what, they’re just not going to do it as well as I could.” And you hear that expressed lots of different ways, I do anyway. Most commonly, that comes across as, “You know, it’s just so hard to find good help.” Well, the problem is that we’re not creating an environment that’s conducive to attracting, and retaining that good help. See, you want to create an environment where people want to work. If they want to work there, you’re going to attract the people who feel like they can thrive there. And they will do magnificent things for you. You will not, however, attract the kind of people that you need if you are constantly looming over them, looking over your shoulder, second guessing of just, “Let me do that part.” You got to let go, you got to give them the ability to perform their art. You know, I shared this with somebody not too long ago, and it was this great light bulb that went off, and I can just see the expression on his face when I talked about this.
When you’re holding on to things in your business so tightly that your team doesn’t have a chance to engage and do their work you hire them for, not only are you engaging in work that takes up your time, prevents you from working on the business, you’re probably doing work that’s not the best work for you. And you’re certainly doing work that your team could be doing, and when they do that work, they are expressing their art. And then they fulfilled, and they do a better job. But that only happens in an environment where you let them do that. And look, when you call somebody in for an interview, generally, there’s two kinds of interviews, right? There’s the, “Will I thaw the mirror?” interview, which means you’ll pretty much hire anybody, or, “Will they do what I tell them?” that, across the board, 90% of business owners conduct those two types of interviews.
What you need to do is look for people who are passionate about the task you want performed. I use myself as an example. I hate — I hate with a passion — doing accounting things. It’s just I don’t enjoy it, it’s not fun, and so when I do have to engage in that activity, I don’t do a good job. I want to do as little as possible, get done, and get it out. But there are people, who will love doing that kind of work. They love to take a shoebox full of receipts, and turn them into a set of business financials that you — or I, in this case, is the business owner — can use to make informed decisions about the business, and thank goodness, there are those people. You know, to me, if somebody brought me a shoebox full of receipts and said, “Here, figure this stuff out.” My whole accounting is withdrawn, my body parts really change, God, this is going to be a beating. I can take that shoebox full of receipts to my professional, and they just live out, and they just tear into it. Why is that? It’s because that’s the work that they will love. That’s where they feel fulfilled, and that’s the art they like to perform.
Here are your tasks. When you are hiring somebody for a position, for a task, for a role, interview them for their passion for that role. Not for the lowest cost, not who would do it the cheapest, not, “If they thaw the mirror, they’re good enough for me.” Because when you hire those kinds of people, you get those kind of results. Now, you have to pay more for these people? Yeah, maybe, but you get better results. That adds value to the business, and more important than anything else, it gives you time back to work on the business. If you can trust that they’re doing a great job, you can work on the business. Work to create that environment — that’s the way you interview for new people. Now, if you already have a team, and you’ve got — I call them laggards. Sorry, I mean, that’s kind of maybe a ..term for them, but they just don’t have a passion for it, they’re there to get a paycheck, and head to the house on Friday.
You need to help them explore other opportunities where they can find their art. And you don’t have to just turn them out in the street, just saying, “Look, you don’t seem to be passionate about this, what is it that we can do to help increase passion for this task?” Or maybe, “We don’t have that task here, let me try and help you find something where you can be fulfilled.” They’re not open to that, then maybe it is time to cut the worst. Now, the other thing, second thing that you can do for your team in-house is just have this conversation with them. “Look, I’m willing to let go of some of the things that I’ve been hoarding for myself, and let you do it. I’ll let you do the job that I hired you to do, but look, you’ve got to do a great job for me so I have the confidence to let it go.
I’m trusting you, I’m empowering you to make these decisions.” If you will have that conversation with them, the people whose face lights up, those are the people you put in charge. Those are the people who are going to really engage in this. Other people, “Okay, whatever.” Those are your laggards, you probably need to consider letting them go. So that’s our topic for today, how to create less dependent employees. You do that by letting them go, letting them perform their art, letting them do great things to help you grow your business. So
I’d like to ask you to come visit my website, thomrigsby.com, or you can come to the website for the podcasts, 7minutesinthemorning.com. Both of those sites have a place where you can sign up to get regular updates from me, so you don’t miss anything, new material that’s coming out, as we get into the summer, and especially late summer, early fall months, there will be a lot of activity going on around here, and I want to make sure that you don’t miss any of it.
If you have any questions, you can send them to me by e-mail, my e-mail is firstname.lastname@example.org. So join me again tomorrow, we’re going to take on that third most common topic that business owners run into and need to change, and then Friday we’ll be wrapping up the week. You don’t want to miss either one of those shows, be sure to tune in. Until then, my name is Thom Rigsby, and I’m your business coach.