September 10, 2024 • 29 mins
Join Justin Miller in this episode of the Profit 911 Podcast as he delves into the crucial realm of Human Resources. Discover why growing your people is the key to growing your company and how personal development and leadership play significant roles in business success.
Justin shares his unique approach to hiring, emphasizing the importance of cultural fit and the value of employees who align with the company's ethos. Learn about his innovative recruitment strategies, including the art of crafting effective job ads and the nuances of evaluating potential hires.
Get insights into the challenges and triumphs of managing a small business team, from fostering a positive work environment to handling recruitment during different economic climates. Whether you're a small business owner or an HR enthusiast, this episode offers valuable takeaways for building a resilient and motivated team.
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Episode Transcript
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(00:01):
Marketing entrepreneurship in all
things small business you're listening
to the profit 9-1-1 podcast now here's your host justin miller we're back we're
talking my favorite subject today human resources oh love it that is my favorite
of all time the drive-in today i thought i hope we're We're talking about HR.
(00:26):
You know, I got a sign in my office here just to remind myself.
It says, your job is not to grow the company. It's to grow the people that grow
the company. So a little reminder every day.
That's unique, though. I mean, I've known you for a long time,
but I know a lot of other small business owners who would never.
It's like employees are the cost of having you. I got to have you to grow my business.
(00:49):
But you're right. It is an amazing. Because once I remember reading that in
your office, I started thinking about how I interact with my people.
They really are. Growing them is only good for your business.
Yeah. I will say I think having kids really changed my perception on personal
development for other people and leadership development.
(01:12):
I think it taught me patience. Yeah.
The kids don't learn versus like idealistic
here's the system strong will just you're gonna do it yeah
that's i think that's a parent everyone just follows things because
that's the way you do it yeah like i learned that the hard way too as a parent
you're like that probably isn't going to work long term yeah everything's easy
(01:33):
till humans get involved but they also once you get rolling they're the single
most valuable part for sure they're what allow me to take two days two week
weekdays off a week right now.
Other than right now, for some reason, we're in here recording on my day off.
Well, I don't know what happened there, but... Because it's like a thousand degrees outside.
Yeah. Yeah. Yeah. We were going to record elsewhere.
(01:57):
Also, it's what allows me to put the autoresponder on my email that essentially
says, here's everyone in their job function. Like, probably you didn't need to email me.
That's true. I've seen... Because when I... Sometimes I'll email you when I
know you went out of the office because I immediately get your response,
but i've noticed you updated it it's a lot longer but
it does if i needed to know exactly what to do
(02:17):
and where to who there's no question to come
across without attitude there's no way to kind of get around it a little bit like
essentially it says i don't it doesn't cross i mean i know
you so like i said i'm not a client it doesn't come across that way but if
you can't figure out who to call based on your response
then you shouldn't yeah most emails coming
to me really like i'm not the one that's gonna
(02:38):
deal with what your issue was anyway like i'll
read it eventually so like if you if you cc'd me because you wanted
me to see something i will sure yeah however often
i will just forward that to the appropriate staff member without responding
to you and that's not it's not to like piss anyone off or anything it's to stop
back and forth emails for something that has nothing to do with me and i've
hired someone to take care of and they're actually here's the key they're actually
(03:00):
better at that that's what they do yeah like i see i i can't i dream of owning a business like that,
where I don't have to be involved in every aspect of the business.
And I tell this to potential clients and they laugh, but it's true.
You don't actually want me involved in your project because it will slow it down. Yeah.
Yeah i'm here for like we've talked about staff development i'm here
(03:21):
for like marketing vision guidance leadership like
all the things that sound like really fluffy and like if you
haven't done it it sounds arrogant it's really not
the intent at all but it's it's it's steering
the ship while others are propelling the ship you've built a business
that the parts themselves run the ship versus
it's a big picture kind of thing and you're there when
(03:42):
you need to be there not every single day
too well except except two days there's like a running
joke here that like everyone's first week i'm out of
town for something there you go probably pretty close
to without exception that that occurs usually it was for business travel though
so it's somewhat forgivable to them we try and hire by the way like culture
that fits and doesn't think us versus them and therefore doesn't get pissed
(04:06):
off and we are talking recruiting so as we record this i'm currently recruiting for two positions.
We have offers going out on both. So by the time you hear this,
they're probably filled. So
this is not like a recruitment episode trying to get listeners to apply.
But we have a sales position that I'll talk about in a minute.
And we have a maternity leave to cover, which is very quickly approaching here.
(04:31):
So that put us back in the hiring pool for the first time in a year and a half, two years.
It's actually been a little while. We did make one hire during that interim time.
But every time we go back in, the state of hiring and employment seems to be a little different.
And our positions, for the most part, are local in office.
(04:52):
So I got a kind of a snapshot just locally here. But it's usually reflected
when I talk to business owners around the whole country.
And I think the current point in time, we're back
to there is available labor that was
what i was going to ask that that narrative of post-covid where
you can't find anyone who doesn't want to nobody wants to work and they're all
(05:12):
lazy and they all want 47 an hour well you're going to hear people say that
but is that really that's not as true anymore i don't think yeah it depends
what you look for so i i think that we're back to To the laborers there,
if you look for it, you recruit.
I mean, it's always been the situation where if you're going and posting on
job boards and looking for amazing candidates, well, a lot of them happen to
(05:35):
already be employed elsewhere.
So you should actively be recruiting all the time.
But yeah, we're back to getting flooded with applications when we put something
out, which there was a period of time there a couple of years ago where,
you know, it was crickets.
Like you put an ad, like you put an ad on Indeed and you pay to have it up there.
You're used to being flooded with applicants. Now, a lot of them are garbage,
(05:57):
like, but I'm just talking about the volume.
Yeah. Like you see them come in and there was a period of time where like,
oh, we're getting a handful of them.
We're not getting 50, 100, 200, 300 applicants or what's going on here?
So that, I believe, was kind of a macroeconomic point in time that I hope we don't get back to.
But right now, I think we're in a, I'll call it a somewhat typical hiring season
(06:21):
as far as what's available, what comes in. Of course, you have to filter through everything.
Now, the interesting thing I want to talk about is the copywriting and the ads.
So people have noted for, I don't know, a decade,
you know, how some of my ads are a little bit
different and i subscribe to the policy of
(06:41):
in general you know make people jump through some hoops to show they're
serious and stuff but that's another anomaly
to our process people get annoyed by the process that's okay i'm looking for
long-term team members yeah but the way we write them is typically to work styles
personality styles so for instance if you want someone that's following detailed
procedures i'm pretty good at writing to that personality type because that used to be me.
(07:05):
I don't know what happened that changed that. I lost all patience and tolerance at some point.
But no, I can write to that person. And then when they read it,
they're like, oh, wow, this person gets me and understands and I'll look into this a little more.
It's not all about the job. It's about the candidate you're looking for.
Recently, we had a miss with an ad that I wrote, which isn't the ad for that
(07:27):
cargo van you were selling.
You never put up that would have sold, but it's already gone.
But it probably would have. It was well written.
No, the maternity leave, I decided for the first time in years that we were
just going to cover that position remotely.
And I was going to post it in the Philippines for that, which I've had virtual
assistants in the Philippines on and off for a couple of decades.
(07:48):
We haven't had one in quite a while.
So I posted an ad for this particular position and I used our branding and our theming,
the dinosaur theme and all the fun stuff that typically attracts candidates
here that have a personality and are here for to have fun while they're working
(08:08):
you know and yes those two things can go together and you have to make sure they have both,
but i got i got crickets i posted this thing on a philippine job board that
i've used many times over the years and normally you're flooded with applicants.
And we got nothing. And I'm like, what's going on here?
(08:28):
So I read this ad back and like, I wonder if, like I wrote this to the United
States rather than the Philippines. I wonder if I screwed something up.
So I contacted one of my buddies, Brian Durkin, who runs business outsourcing
and has a center there with dozens of people.
I'm like, Brian, read this ad for me. Like, what do you think?
(08:51):
He's like, yeah, I don't think they're going to get the dinosaurs.
Like, all right. And I didn't tell him I was thinking that, but I was already thinking that.
Like, all right, let me do this. And let me change the job title too,
because I think it emphasized the wrong thing that they're going to feel unsure
about that particular part of the job.
So let me emphasize this part that's really the bulk of the job and the personality
(09:14):
trait we're looking for. So we renamed the job title.
I stripped out everything that to me was humorous. and
i did a very and it
was boring it was a very cut to the
point you know transactional type you know
you do this you do this you do that and voila flooded
with applicants so words matter
(09:36):
so now we're jumping through all the hoops and you know back and
forth and five steps and making sure they read it and all that fun
stuff which by the way like half of the people are
eliminated at every step which is the point
of that right yeah it really is because i don't
know the process on that board but i know on indeed it's as easy as
just clicking apply i guess this job board actually they can assign points to
(09:59):
their application like they get so many apply points a month yeah and they can
say hey well i'm gonna use one three five twenty so you can see how much how
many how much they spent which is kind of interesting and also it flags them
if they're They're bulk applying.
Oh. So you get a little warning symbol that says, hey, this person's applied to a crap ton of jobs.
So you can eliminate them that way. But we put in there, we always put like
(10:23):
a red herring, something they have to respond to.
Sometimes it's look up the definition of this. This time it was include a picture
of your favorite dinosaur.
Okay. Like stupid but simple, right? Yeah. It doesn't take them any extra time. Sure.
I had at least five of them that wrote they don't really like dinosaurs.
At least they're honest.
But but to what end i i mean like i
(10:44):
was just gonna think a lot of them probably were like well now i gotta go figure out what my
favorite dinosaur is right you know just pick one just get it or i don't really
like dinosaurs but here if i had to pick if i had to pick yeah so you know i
had to eliminate some based on that because when you're flooded you you can
be like stupid picky like this right yes yes uh so they didn't follow directions
anyone that didn't include one gets gets eliminated.
(11:07):
And the second round is just an email back and forth clarifying,
hey, what's your experience in these particular areas?
Starting communication. Do they care enough to even reply? A couple rounds of that.
This particular job I'm not actually doing an interview for.
It's not a job that requires spoken or face-to-face or Zoom communication.
(11:28):
So I'm intentionally allowing people to stay in the candidate pool that don't
have that interpersonal skill set, which is, again, somewhat strange.
If it was an in-office job, I probably would interview for that because If you
don't fit in person with the team, that's going to actually cause a detriment,
but remotely, not an issue.
(11:48):
So we're in the middle of back and forth like that. I have a couple of favorites
today to make an offer to you.
And we did give them one quick skills assessment where they had to perform six
tasks on a file. It should have taken them less than 10 minutes.
And of course, many never bothered to do that. And about half of them did it improperly.
And it wasn't hard stuff. Weed them right out.
(12:11):
Yeah, they weed themselves out usually. It sounds like it. So we have a couple of good candidates.
The other thing I'm watching for is this particular job is during our office hours.
So I know in the Philippines, it's like a 12, 13 hour offset.
So that's an overnight shift for them. So I want to make sure that they've worked that before.
We're very clear that this is an overnight shift for you. Now,
(12:31):
this one does have potential to move to a permanent job and switch to their
daytime hours, which would be nice for them, but not at the gate.
So I'm also looking at what time they're responding. Sure.
Fair or not, if someone is already on that schedule, it's going to be a much
easier adjustment for them.
Now, whether or not they're working three other jobs during that time,
(12:51):
and that's why they're awake, I don't know.
But I guess if they can get our full-time job done and another one,
more power to them, they don't make enough that I care.
Yeah. That makes sense. Yeah. If they become a critical team member,
we'll care more and we'll pay more.
Mm-hmm. So that was my little copywriting lesson in recruitment.
(13:11):
Now, the sales job. So funny enough, I just made a job offer for a sales job
that we didn't have open.
Someone reached out to me that I've had on and off communication with for the
better part of a decade, who was a career salesperson.
And the timing's never been quite right.
There's been a couple of points in time where I could have brought him in,
(13:34):
the opportunity wasn't quite right.
And he happened to reach out again and say, hey, what's going on right now? I'm between things.
Kind of interesting. I'm like, well, I don't have a formalized description on
this job yet. It might be something.
I'm not in any hurry to hire right now or anything like that.
I'm not intentionally testing his follow-up ability, but certainly I'm paying
(13:57):
attention. He's selling himself, right?
So he's like, cool. Well, why don't I come in and we can chat about it?
That's a good sign. Yep, I'll give you time.
So he comes in, we chat, talk through a little, and I give him the pros and
cons of what's going on here.
A really honest assessment of if you come in right now, you're not going to
have 100% of the support that I would like to give someone in this position.
(14:18):
I want to set you up for success, but hey, this is a timing issue right now. Sure.
There's, again, I'm taking two days off a week, so there's only so much time.
And we haven't worked through the SOPs on that particular job yet.
But, you know, he came in, he followed up. And it was funny during our all staff
meeting this Monday, a mail person always comes in during that time.
(14:41):
I can't remember what we were doing, but I was able to step out and take a look
at the mail for some reason in the
middle of the meeting. There was a handwritten thank you card from him.
Wow. Now see that. Huh? Yeah. A sales rep doing a handwritten thank you card?
Like without a machine like we use yeah no so
it stood out like he's not in a formal hiring process
necessarily with us so he's not competing against anyone but i'm
(15:03):
like you know what i think i'll offer him something i'll tell him the pluses
and minuses and give him an honest assessment so he can make a decision whether
or not he wants to try this because this is a situation now where you may hang
yourself because you're going to come in in a timing that's not amazing so you're
You're going to have to step up quicker with less support than normal.
However, we're also at a unique moment in time in that we're doing post.
(15:25):
It's kind of event season for us. Post event follow-up. There's a fair amount of leads.
There's a fair amount of outreach. Our sales team is currently swamped.
Hey, if you want to accept immediately, you're the only one with this offer.
Here's what I got for you.
If you don't want to accept immediately, I'll reach back out when we formalize the job.
We've got all the documentation in place, but it's on my timeline and we're
(15:47):
going through the formal process, then this will be posted.
You will have formal interview and we'll have an honest comparison.
So I'm waiting to hear back.
But yeah, I mean, we're always hiring for the right person and the right fit.
I was just going to say, how much of that is your personal relationship that
you've known this person long enough?
Is it a situation where you're like, this may not be perfect timing,
(16:09):
but you're always looking to add the right people, even if the fit isn't perfect right now?
Yeah. I mean, the person matters more than the job.
So everyone here, I subscribe to everyone being self-employed. everyone
has to provide more value than what they
cost the company yeah by a pretty good
factor so the question then
(16:31):
becomes okay is is their skill
set a fit enough to something that could be an immediate enough need to produce
an roi and is this someone that i would like here long term if that matches
yeah i'll do my damnness to make something happen yeah i mean if we're in a
cash cashflow crunch or something, the timing just, it may not work out.
(16:52):
If we are in a time where we can absorb that, because look, if people,
any position comes in, they don't make an ROI immediately.
Sales should be closest, right? But still, it's not going to happen out the gate.
So do we have cash to invest in someone? Can we set them up for success?
But yeah, the right person walks in and I know enough. It gives them a leg up at least. Sure.
(17:15):
It guarantees them an interview. interview yeah no that
makes sense now this one bypassed the
formal interview stage which you know usually when i
don't follow my processes i kick myself in the ass later for so we'll see but
it's not somebody that you ran into at walmart picking up candy yeah you've
known this person there's there's some history there so there's already some
(17:37):
kind of i've known them from them working in a position that is similar to the
position i'd be putting them So from the client side.
Yeah. Now that doesn't tell me from a management side, is this person self-motivated?
Do they stay on schedule?
Do they do what they say they're going to do? All I know is from a client promise
side, which is important. Yeah. We need both.
(17:58):
Yeah. But evidently it's enough. Sometimes the other side, you can't tell unless
you do it. Until you're there.
Like the hiring position that's overseas, like the job task was related to what they would do.
Like the quiz was related, but it wasn't actually the process.
Same thing. It was something we could do quick and dirty that showed whether
or not they might be able to operate in the system. Beyond that,
we're going to have to hire and see.
(18:19):
You know, I tell people that occasionally we got to kiss some frogs.
Yeah. Well, and that's this kind of situation where you're making not just a blind stab at it.
You're making somewhat of an educated feeling like there could be enough upside
here that this is worth circumventing my normal procedure.
Well, and it's what's the impact? What's the downside?
(18:42):
How much is this going to cost if we screw it up? So non-critical failure,
how much can you gamble? It's like marketing.
The ad campaigns we put out, we try and stack everything in our favor to have
a positive ROI, but some clients lose money. Sure.
They don't all win. You can't guarantee that I'm going to make money if I hire
(19:02):
your company? I wish I could.
So we have an earnings disclaimer on the website because of that.
And it is our hardest conversations to have. We actually have one this week.
Yeah. And the sales team hates it. It literally keeps them up at night when it happens.
The question becomes did we do everything we could have a
lot of times though it's like okay what can we change on the
(19:25):
next one going forward to get a better chance it's marketing sure like you
put it out there you learn from what you put out there you move on to
the next one and unfortunately yes not always right and sometimes like what's
not supposed to work works and what's supposed to work doesn't based on what
you've seen before yeah and it will drive you nuts and And it'll drive the client
even more nuts because it's their money on the line. Yeah. It's our reputation, their money.
(19:49):
And occasionally it doesn't work. And occasionally we lose clients because of
it. And unfortunately, that's part of being in the marketing and advertising space.
Yeah. That's probably like a whole episode. Well, but that's no different than hiring.
I mean, I've known you a while and it's not like you haven't hired.
I've seen the process where you've hired salespeople that work out really well.
And then there have been a couple that you've hired that I know that haven't worked out.
(20:10):
Yeah. You learn. Well, there's... So sales in particular is usually a highly
influential person, right? Highly interpersonal, friendly.
And which is part of the skill set you need for sure. Yeah.
And now, unfortunately, that also means that they can probably sell themselves into the job.
Exactly. So they can sell you on them being a good salesperson,
(20:30):
because in that moment, they're performing.
That's right. And they can sell themselves on this job being a good fit.
Sure. Day two, when they're at the desk, they're like, What?
Yeah, they may... What did I get myself into? It may have been wrong.
Like part of it may have been the game.
Like I am a salesperson. Can I sell myself into this situation?
But then they shouldn't have. Yeah.
(20:51):
So double edged sword. When you're, I'm looking for work. I need to pay the
bills. I'm going to sell myself. I, this is a great opportunity.
And then they get into it and they're like, Oh,
Okay. I got to do what? Yeah. You have what procedures? I got to do what?
Actually, that's interesting.
So you put the personal need into that. So from a sales perspective,
our team members, our campaign managers are not highly commission-based. Yeah.
(21:17):
And you know that because you've helped behind the scenes a little bit.
And part of that reason is just that. We don't want them selling and pushing
volume just for the sake of pushing volume and then the results suck.
But that's an interesting position from From a business owner to essentially not push as much.
We let people buy more than we push them into buying.
(21:37):
Which is unique because most people, most businesses that are selling something,
they got to pay the bills too.
I'm not saying that they're not out to help the client, but I see a lot of small
businesses that it's just as much about we got to survive as it is we're going to help the client.
Yeah, I know. So, I mean, the growth is slower, right? Yeah.
Once you hit critical mass, though, and like the core bills are paid and the
(22:00):
salaries are paid, you know, at that point, should that be the driving force anymore? No.
You know, should the sales reps be pushing people over the edge that are just
hesitant, but we have a damn good chance of them succeeding? Yes. True.
Oh, yeah. There's a fine line to closing. And there's another there's a fine
line also to just doing it because I would just want to make another buck.
(22:21):
I mean, I don't care if it works for you. I just want your money.
Yeah. But it's the same thing with hiring people. I find that it's a situation where,
are you hiring someone because they're better for your company and they fit the culture?
Or is that person, I'm unemployed right now and I need to pay my bills.
And I think I'd like this job.
I think it'd be cool. I've heard that he's got a good culture there.
(22:42):
I've heard it's a cool, oh, they have dinosaurs. There's a dinosaur play. I mean, it's cool.
Yeah. We try really hard to find people that are not running away from something. Yeah.
Unless it's a direct fit with the culture. Like we're running away from our
big corporate job. God, we got so pissed at productivity expectations and they
didn't give a shit about people.
That's okay. That's half because it's aligned with our values.
(23:04):
But then beyond that half, the other half better be you're actively seeking
something that looks like our company.
Sure. In your search for improvement or whatever it happens to be.
And hopefully at some point you had some exposure to a small business.
You're so ingrained in that as building your business.
And maybe I... Because I don't have anywhere near the scale.
I don't have as many employees, but I'm maybe again, it's just me not being
(23:28):
critical of other small businesses.
One thing I've always respected about what you do and amazed by is the,
is the culture you've got, you know, this is what we abide by.
Here's what we believe in. This isn't all just about making money.
We're going to have fun here. I just, there are so many small businesses that
I just, so many of the things that you do that to you are just,
that's the way it is. Well, yeah. Cause I want to be here.
(23:49):
Yes. You want to, I think so many other small businesses it's just that
that's never that might be like we ever get really successful then
we'll worry about values and we'll worry about you know
if our staff is happy and if we can ride scooters during
lunch and play pinball down it yeah my concept is anyone here could be employed
elsewhere several of them may actually make more money being employed elsewhere
(24:12):
but we've tried to build an environment where of course they want to be paid
right like Like, so get that out of there.
Like, they have to get paid. They have to get paid decently.
But beyond that, we have to make sure there's something else they're striving for on top of that.
Yeah. So they got to be a values match. They got to like small business.
We deal with entrepreneurs like you can't have like a us versus them mentality.
(24:36):
You can't be like against the man.
Like, you can't be a victim. Like, it's just it's not going to work. It's not what we do.
Like, we believe in an expanding pie, like not a zero sum game.
Like, it's not either I get this dollar or you do. It's, hey,
let's get together and figure out how to make $2. Sure.
And same from a client standpoint. If the clients don't think that way,
(24:57):
we fire clients too. We did one of those in the past month, unfortunately.
Usually we prevent it before they come in, but occasionally we miss it.
So, yeah, we want someone that actually enjoys working, not just because they
have to. Come on. Nobody enjoys work.
Not every day, but the majority of days. No, that's true. And your staff does enjoy their job.
(25:18):
And there's always a little bit of laughing and humor. And I've never come in
here and anyone is like, oh, man, this is awful today. I mean, it's tough sometimes.
But that's the nature of the business. I mean, your staff is generally happy.
They're happy when you come in. There's rough days. and it's because i'm not
breathing down their neck right everyone because you're going like five days.
(25:39):
No it's because everyone's good at what they do and
they care which is something that's hard to hire for
yeah like but there is a difference like i
don't have to rebuke you
when you screw something up oh rebuke that's
a good word i like yeah people feel
genuinely bad like when the client doesn't succeed like they
(26:00):
actually feel bad they don't need you i don't have to make them feel worse
yeah you know do we keep track of that absolutely right but
i'm we have mistakes
that cost thousands of dollars here occasionally yeah like that are directly
attributable to a staff action and as long as that person gives a shit and we
fix it to where that doesn't happen again like we're pretty much over it in
(26:24):
a day that's pretty key like will we joke about it in the
future yeah yeah as long as like i don't sense
there's salt in the wound still so we won't but will
i continually rake someone over the coals for absolutely not and
and i think that is massively different here now if you do that like over and
over and over and over like of course that's not gonna work but we thankfully
(26:47):
don't have that situation sure yeah no people care i treat them like human beings
human beings screw up sometimes occasionally i have to explain that to a client.
Maybe once, twice a year, I end up using words similar to, we try our best at
the end of the day, we are human beings and here's what we're going to do to resolve it.
But yeah, we're people. You hired us because we're people.
(27:09):
Well, yeah, but if I'm a human being on the other end as a small business owner
who had that happen, I should understand.
I should. I may not, but I should. It doesn't necessarily make you happier,
but I will lay out what happened and why.
And and then we your attitude dictates whether or not we stay or here's your money goodbye you know,
yeah you have your people's back at the end of the day you
(27:32):
want them to succeed we have that too like any individual staff
member here is worth more than any individual client so hopefully we never get
in the situation but occasionally something ends up at odds and yeah i'll take
i'll take the staff side if the staff's wrong i'll let the staff's wrong like
sure they have to be able to put their tail between their legs,
just as I do. Like, I'm not infallible.
(27:54):
And if I'm wrong, I'm wrong.
We move on. So yeah, maybe we'll have a recruitment update here in a few episodes.
There's a half an hour version of how and why and... The philosophy of... Yeah, really.
Of why the hell small business is better than anything else in the world.
I think those things are so important though. And there's so many small businesses
that don't run their businesses like you do.
(28:15):
I mean, granted, you're a much bigger business than some of these mom-pop organizations.
But I mean, again, I'm not pining to suddenly have seven and more people and
triple my business so I could implement all your methods.
But I do think when I hire someone or I like, how is this person a fit for the
culture I want to create or that we are creating?
Or will this person be here three months from now?
(28:35):
Are they going to, like in my world, it's, are they going to go open their own
business and compete with me by teaching everything I know? I mean,
there's always some of that, right? Yeah. And now no competes are illegal.
It's true. But yeah, I mean, ultimately at the end of the day,
so when I backed off schedule to what I'll call part-time, although there really
is no such thing in business ownership world.
(28:56):
You know, is a very real concern of is this going to affect the culture and
the attitude of everyone here when the boss is away?
Mm-hmm. And thankfully, I had the right people. The right people were already
here. Like, it didn't matter one freaking bit. Mm-hmm.
Hopefully, it continues to be that way. Or you'll be back in the office.
And I'll continue to be here less and less.
Nope. Let's wrap this one up. Hopefully, you got some tidbits.
(29:18):
Always, comments are welcome. Welcome. Email us. I'm curious to see if these
methods and outcomes match yours or not.
And if you want to be a guest on a future episode, reach out. Talk to you soon.
Thanks for listening to the Profit 911 Podcast. Be sure to subscribe and leave your comments.
For more information on how Profit 911 Consulting can help grow your service
(29:41):
business, visit Profit911.biz.
Marketing entrepreneurship in all
things small business you're listening
to the profit 9-1-1 podcast now here's your host justin miller we're back we're
talking my favorite subject today human resources oh love it that is my favorite
of all time the drive-in today i thought i hope we're We're talking about HR.
(00:26):
You know, I got a sign in my office here just to remind myself.
It says, your job is not to grow the company. It's to grow the people that grow
the company. So a little reminder every day.
That's unique, though. I mean, I've known you for a long time,
but I know a lot of other small business owners who would never.
It's like employees are the cost of having you. I got to have you to grow my business.
(00:49):
But you're right. It is an amazing. Because once I remember reading that in
your office, I started thinking about how I interact with my people.
They really are. Growing them is only good for your business.
Yeah. I will say I think having kids really changed my perception on personal
development for other people and leadership development.
(01:12):
I think it taught me patience. Yeah.
The kids don't learn versus like idealistic
here's the system strong will just you're gonna do it yeah
that's i think that's a parent everyone just follows things because
that's the way you do it yeah like i learned that the hard way too as a parent
you're like that probably isn't going to work long term yeah everything's easy
(01:33):
till humans get involved but they also once you get rolling they're the single
most valuable part for sure they're what allow me to take two days two week
weekdays off a week right now.
Other than right now, for some reason, we're in here recording on my day off.
Well, I don't know what happened there, but... Because it's like a thousand degrees outside.
Yeah. Yeah. Yeah. We were going to record elsewhere.
(01:57):
Also, it's what allows me to put the autoresponder on my email that essentially
says, here's everyone in their job function. Like, probably you didn't need to email me.
That's true. I've seen... Because when I... Sometimes I'll email you when I
know you went out of the office because I immediately get your response,
but i've noticed you updated it it's a lot longer but
it does if i needed to know exactly what to do
(02:17):
and where to who there's no question to come
across without attitude there's no way to kind of get around it a little bit like
essentially it says i don't it doesn't cross i mean i know
you so like i said i'm not a client it doesn't come across that way but if
you can't figure out who to call based on your response
then you shouldn't yeah most emails coming
to me really like i'm not the one that's gonna
(02:38):
deal with what your issue was anyway like i'll
read it eventually so like if you if you cc'd me because you wanted
me to see something i will sure yeah however often
i will just forward that to the appropriate staff member without responding
to you and that's not it's not to like piss anyone off or anything it's to stop
back and forth emails for something that has nothing to do with me and i've
hired someone to take care of and they're actually here's the key they're actually
(03:00):
better at that that's what they do yeah like i see i i can't i dream of owning a business like that,
where I don't have to be involved in every aspect of the business.
And I tell this to potential clients and they laugh, but it's true.
You don't actually want me involved in your project because it will slow it down. Yeah.
Yeah i'm here for like we've talked about staff development i'm here
(03:21):
for like marketing vision guidance leadership like
all the things that sound like really fluffy and like if you
haven't done it it sounds arrogant it's really not
the intent at all but it's it's it's steering
the ship while others are propelling the ship you've built a business
that the parts themselves run the ship versus
it's a big picture kind of thing and you're there when
(03:42):
you need to be there not every single day
too well except except two days there's like a running
joke here that like everyone's first week i'm out of
town for something there you go probably pretty close
to without exception that that occurs usually it was for business travel though
so it's somewhat forgivable to them we try and hire by the way like culture
that fits and doesn't think us versus them and therefore doesn't get pissed
(04:06):
off and we are talking recruiting so as we record this i'm currently recruiting for two positions.
We have offers going out on both. So by the time you hear this,
they're probably filled. So
this is not like a recruitment episode trying to get listeners to apply.
But we have a sales position that I'll talk about in a minute.
And we have a maternity leave to cover, which is very quickly approaching here.
(04:31):
So that put us back in the hiring pool for the first time in a year and a half, two years.
It's actually been a little while. We did make one hire during that interim time.
But every time we go back in, the state of hiring and employment seems to be a little different.
And our positions, for the most part, are local in office.
(04:52):
So I got a kind of a snapshot just locally here. But it's usually reflected
when I talk to business owners around the whole country.
And I think the current point in time, we're back
to there is available labor that was
what i was going to ask that that narrative of post-covid where
you can't find anyone who doesn't want to nobody wants to work and they're all
(05:12):
lazy and they all want 47 an hour well you're going to hear people say that
but is that really that's not as true anymore i don't think yeah it depends
what you look for so i i think that we're back to To the laborers there,
if you look for it, you recruit.
I mean, it's always been the situation where if you're going and posting on
job boards and looking for amazing candidates, well, a lot of them happen to
(05:35):
already be employed elsewhere.
So you should actively be recruiting all the time.
But yeah, we're back to getting flooded with applications when we put something
out, which there was a period of time there a couple of years ago where,
you know, it was crickets.
Like you put an ad, like you put an ad on Indeed and you pay to have it up there.
You're used to being flooded with applicants. Now, a lot of them are garbage,
(05:57):
like, but I'm just talking about the volume.
Yeah. Like you see them come in and there was a period of time where like,
oh, we're getting a handful of them.
We're not getting 50, 100, 200, 300 applicants or what's going on here?
So that, I believe, was kind of a macroeconomic point in time that I hope we don't get back to.
But right now, I think we're in a, I'll call it a somewhat typical hiring season
(06:21):
as far as what's available, what comes in. Of course, you have to filter through everything.
Now, the interesting thing I want to talk about is the copywriting and the ads.
So people have noted for, I don't know, a decade,
you know, how some of my ads are a little bit
different and i subscribe to the policy of
(06:41):
in general you know make people jump through some hoops to show they're
serious and stuff but that's another anomaly
to our process people get annoyed by the process that's okay i'm looking for
long-term team members yeah but the way we write them is typically to work styles
personality styles so for instance if you want someone that's following detailed
procedures i'm pretty good at writing to that personality type because that used to be me.
(07:05):
I don't know what happened that changed that. I lost all patience and tolerance at some point.
But no, I can write to that person. And then when they read it,
they're like, oh, wow, this person gets me and understands and I'll look into this a little more.
It's not all about the job. It's about the candidate you're looking for.
Recently, we had a miss with an ad that I wrote, which isn't the ad for that
(07:27):
cargo van you were selling.
You never put up that would have sold, but it's already gone.
But it probably would have. It was well written.
No, the maternity leave, I decided for the first time in years that we were
just going to cover that position remotely.
And I was going to post it in the Philippines for that, which I've had virtual
assistants in the Philippines on and off for a couple of decades.
(07:48):
We haven't had one in quite a while.
So I posted an ad for this particular position and I used our branding and our theming,
the dinosaur theme and all the fun stuff that typically attracts candidates
here that have a personality and are here for to have fun while they're working
(08:08):
you know and yes those two things can go together and you have to make sure they have both,
but i got i got crickets i posted this thing on a philippine job board that
i've used many times over the years and normally you're flooded with applicants.
And we got nothing. And I'm like, what's going on here?
(08:28):
So I read this ad back and like, I wonder if, like I wrote this to the United
States rather than the Philippines. I wonder if I screwed something up.
So I contacted one of my buddies, Brian Durkin, who runs business outsourcing
and has a center there with dozens of people.
I'm like, Brian, read this ad for me. Like, what do you think?
(08:51):
He's like, yeah, I don't think they're going to get the dinosaurs.
Like, all right. And I didn't tell him I was thinking that, but I was already thinking that.
Like, all right, let me do this. And let me change the job title too,
because I think it emphasized the wrong thing that they're going to feel unsure
about that particular part of the job.
So let me emphasize this part that's really the bulk of the job and the personality
(09:14):
trait we're looking for. So we renamed the job title.
I stripped out everything that to me was humorous. and
i did a very and it
was boring it was a very cut to the
point you know transactional type you know
you do this you do this you do that and voila flooded
with applicants so words matter
(09:36):
so now we're jumping through all the hoops and you know back and
forth and five steps and making sure they read it and all that fun
stuff which by the way like half of the people are
eliminated at every step which is the point
of that right yeah it really is because i don't
know the process on that board but i know on indeed it's as easy as
just clicking apply i guess this job board actually they can assign points to
(09:59):
their application like they get so many apply points a month yeah and they can
say hey well i'm gonna use one three five twenty so you can see how much how
many how much they spent which is kind of interesting and also it flags them
if they're They're bulk applying.
Oh. So you get a little warning symbol that says, hey, this person's applied to a crap ton of jobs.
So you can eliminate them that way. But we put in there, we always put like
(10:23):
a red herring, something they have to respond to.
Sometimes it's look up the definition of this. This time it was include a picture
of your favorite dinosaur.
Okay. Like stupid but simple, right? Yeah. It doesn't take them any extra time. Sure.
I had at least five of them that wrote they don't really like dinosaurs.
At least they're honest.
But but to what end i i mean like i
(10:44):
was just gonna think a lot of them probably were like well now i gotta go figure out what my
favorite dinosaur is right you know just pick one just get it or i don't really
like dinosaurs but here if i had to pick if i had to pick yeah so you know i
had to eliminate some based on that because when you're flooded you you can
be like stupid picky like this right yes yes uh so they didn't follow directions
anyone that didn't include one gets gets eliminated.
(11:07):
And the second round is just an email back and forth clarifying,
hey, what's your experience in these particular areas?
Starting communication. Do they care enough to even reply? A couple rounds of that.
This particular job I'm not actually doing an interview for.
It's not a job that requires spoken or face-to-face or Zoom communication.
(11:28):
So I'm intentionally allowing people to stay in the candidate pool that don't
have that interpersonal skill set, which is, again, somewhat strange.
If it was an in-office job, I probably would interview for that because If you
don't fit in person with the team, that's going to actually cause a detriment,
but remotely, not an issue.
(11:48):
So we're in the middle of back and forth like that. I have a couple of favorites
today to make an offer to you.
And we did give them one quick skills assessment where they had to perform six
tasks on a file. It should have taken them less than 10 minutes.
And of course, many never bothered to do that. And about half of them did it improperly.
And it wasn't hard stuff. Weed them right out.
(12:11):
Yeah, they weed themselves out usually. It sounds like it. So we have a couple of good candidates.
The other thing I'm watching for is this particular job is during our office hours.
So I know in the Philippines, it's like a 12, 13 hour offset.
So that's an overnight shift for them. So I want to make sure that they've worked that before.
We're very clear that this is an overnight shift for you. Now,
(12:31):
this one does have potential to move to a permanent job and switch to their
daytime hours, which would be nice for them, but not at the gate.
So I'm also looking at what time they're responding. Sure.
Fair or not, if someone is already on that schedule, it's going to be a much
easier adjustment for them.
Now, whether or not they're working three other jobs during that time,
(12:51):
and that's why they're awake, I don't know.
But I guess if they can get our full-time job done and another one,
more power to them, they don't make enough that I care.
Yeah. That makes sense. Yeah. If they become a critical team member,
we'll care more and we'll pay more.
Mm-hmm. So that was my little copywriting lesson in recruitment.
(13:11):
Now, the sales job. So funny enough, I just made a job offer for a sales job
that we didn't have open.
Someone reached out to me that I've had on and off communication with for the
better part of a decade, who was a career salesperson.
And the timing's never been quite right.
There's been a couple of points in time where I could have brought him in,
(13:34):
the opportunity wasn't quite right.
And he happened to reach out again and say, hey, what's going on right now? I'm between things.
Kind of interesting. I'm like, well, I don't have a formalized description on
this job yet. It might be something.
I'm not in any hurry to hire right now or anything like that.
I'm not intentionally testing his follow-up ability, but certainly I'm paying
(13:57):
attention. He's selling himself, right?
So he's like, cool. Well, why don't I come in and we can chat about it?
That's a good sign. Yep, I'll give you time.
So he comes in, we chat, talk through a little, and I give him the pros and
cons of what's going on here.
A really honest assessment of if you come in right now, you're not going to
have 100% of the support that I would like to give someone in this position.
(14:18):
I want to set you up for success, but hey, this is a timing issue right now. Sure.
There's, again, I'm taking two days off a week, so there's only so much time.
And we haven't worked through the SOPs on that particular job yet.
But, you know, he came in, he followed up. And it was funny during our all staff
meeting this Monday, a mail person always comes in during that time.
(14:41):
I can't remember what we were doing, but I was able to step out and take a look
at the mail for some reason in the
middle of the meeting. There was a handwritten thank you card from him.
Wow. Now see that. Huh? Yeah. A sales rep doing a handwritten thank you card?
Like without a machine like we use yeah no so
it stood out like he's not in a formal hiring process
necessarily with us so he's not competing against anyone but i'm
(15:03):
like you know what i think i'll offer him something i'll tell him the pluses
and minuses and give him an honest assessment so he can make a decision whether
or not he wants to try this because this is a situation now where you may hang
yourself because you're going to come in in a timing that's not amazing so you're
You're going to have to step up quicker with less support than normal.
However, we're also at a unique moment in time in that we're doing post.
(15:25):
It's kind of event season for us. Post event follow-up. There's a fair amount of leads.
There's a fair amount of outreach. Our sales team is currently swamped.
Hey, if you want to accept immediately, you're the only one with this offer.
Here's what I got for you.
If you don't want to accept immediately, I'll reach back out when we formalize the job.
We've got all the documentation in place, but it's on my timeline and we're
(15:47):
going through the formal process, then this will be posted.
You will have formal interview and we'll have an honest comparison.
So I'm waiting to hear back.
But yeah, I mean, we're always hiring for the right person and the right fit.
I was just going to say, how much of that is your personal relationship that
you've known this person long enough?
Is it a situation where you're like, this may not be perfect timing,
(16:09):
but you're always looking to add the right people, even if the fit isn't perfect right now?
Yeah. I mean, the person matters more than the job.
So everyone here, I subscribe to everyone being self-employed. everyone
has to provide more value than what they
cost the company yeah by a pretty good
factor so the question then
(16:31):
becomes okay is is their skill
set a fit enough to something that could be an immediate enough need to produce
an roi and is this someone that i would like here long term if that matches
yeah i'll do my damnness to make something happen yeah i mean if we're in a
cash cashflow crunch or something, the timing just, it may not work out.
(16:52):
If we are in a time where we can absorb that, because look, if people,
any position comes in, they don't make an ROI immediately.
Sales should be closest, right? But still, it's not going to happen out the gate.
So do we have cash to invest in someone? Can we set them up for success?
But yeah, the right person walks in and I know enough. It gives them a leg up at least. Sure.
(17:15):
It guarantees them an interview. interview yeah no that
makes sense now this one bypassed the
formal interview stage which you know usually when i
don't follow my processes i kick myself in the ass later for so we'll see but
it's not somebody that you ran into at walmart picking up candy yeah you've
known this person there's there's some history there so there's already some
(17:37):
kind of i've known them from them working in a position that is similar to the
position i'd be putting them So from the client side.
Yeah. Now that doesn't tell me from a management side, is this person self-motivated?
Do they stay on schedule?
Do they do what they say they're going to do? All I know is from a client promise
side, which is important. Yeah. We need both.
(17:58):
Yeah. But evidently it's enough. Sometimes the other side, you can't tell unless
you do it. Until you're there.
Like the hiring position that's overseas, like the job task was related to what they would do.
Like the quiz was related, but it wasn't actually the process.
Same thing. It was something we could do quick and dirty that showed whether
or not they might be able to operate in the system. Beyond that,
we're going to have to hire and see.
(18:19):
You know, I tell people that occasionally we got to kiss some frogs.
Yeah. Well, and that's this kind of situation where you're making not just a blind stab at it.
You're making somewhat of an educated feeling like there could be enough upside
here that this is worth circumventing my normal procedure.
Well, and it's what's the impact? What's the downside?
(18:42):
How much is this going to cost if we screw it up? So non-critical failure,
how much can you gamble? It's like marketing.
The ad campaigns we put out, we try and stack everything in our favor to have
a positive ROI, but some clients lose money. Sure.
They don't all win. You can't guarantee that I'm going to make money if I hire
(19:02):
your company? I wish I could.
So we have an earnings disclaimer on the website because of that.
And it is our hardest conversations to have. We actually have one this week.
Yeah. And the sales team hates it. It literally keeps them up at night when it happens.
The question becomes did we do everything we could have a
lot of times though it's like okay what can we change on the
(19:25):
next one going forward to get a better chance it's marketing sure like you
put it out there you learn from what you put out there you move on to
the next one and unfortunately yes not always right and sometimes like what's
not supposed to work works and what's supposed to work doesn't based on what
you've seen before yeah and it will drive you nuts and And it'll drive the client
even more nuts because it's their money on the line. Yeah. It's our reputation, their money.
(19:49):
And occasionally it doesn't work. And occasionally we lose clients because of
it. And unfortunately, that's part of being in the marketing and advertising space.
Yeah. That's probably like a whole episode. Well, but that's no different than hiring.
I mean, I've known you a while and it's not like you haven't hired.
I've seen the process where you've hired salespeople that work out really well.
And then there have been a couple that you've hired that I know that haven't worked out.
(20:10):
Yeah. You learn. Well, there's... So sales in particular is usually a highly
influential person, right? Highly interpersonal, friendly.
And which is part of the skill set you need for sure. Yeah.
And now, unfortunately, that also means that they can probably sell themselves into the job.
Exactly. So they can sell you on them being a good salesperson,
(20:30):
because in that moment, they're performing.
That's right. And they can sell themselves on this job being a good fit.
Sure. Day two, when they're at the desk, they're like, What?
Yeah, they may... What did I get myself into? It may have been wrong.
Like part of it may have been the game.
Like I am a salesperson. Can I sell myself into this situation?
But then they shouldn't have. Yeah.
(20:51):
So double edged sword. When you're, I'm looking for work. I need to pay the
bills. I'm going to sell myself. I, this is a great opportunity.
And then they get into it and they're like, Oh,
Okay. I got to do what? Yeah. You have what procedures? I got to do what?
Actually, that's interesting.
So you put the personal need into that. So from a sales perspective,
our team members, our campaign managers are not highly commission-based. Yeah.
(21:17):
And you know that because you've helped behind the scenes a little bit.
And part of that reason is just that. We don't want them selling and pushing
volume just for the sake of pushing volume and then the results suck.
But that's an interesting position from From a business owner to essentially not push as much.
We let people buy more than we push them into buying.
(21:37):
Which is unique because most people, most businesses that are selling something,
they got to pay the bills too.
I'm not saying that they're not out to help the client, but I see a lot of small
businesses that it's just as much about we got to survive as it is we're going to help the client.
Yeah, I know. So, I mean, the growth is slower, right? Yeah.
Once you hit critical mass, though, and like the core bills are paid and the
(22:00):
salaries are paid, you know, at that point, should that be the driving force anymore? No.
You know, should the sales reps be pushing people over the edge that are just
hesitant, but we have a damn good chance of them succeeding? Yes. True.
Oh, yeah. There's a fine line to closing. And there's another there's a fine
line also to just doing it because I would just want to make another buck.
(22:21):
I mean, I don't care if it works for you. I just want your money.
Yeah. But it's the same thing with hiring people. I find that it's a situation where,
are you hiring someone because they're better for your company and they fit the culture?
Or is that person, I'm unemployed right now and I need to pay my bills.
And I think I'd like this job.
I think it'd be cool. I've heard that he's got a good culture there.
(22:42):
I've heard it's a cool, oh, they have dinosaurs. There's a dinosaur play. I mean, it's cool.
Yeah. We try really hard to find people that are not running away from something. Yeah.
Unless it's a direct fit with the culture. Like we're running away from our
big corporate job. God, we got so pissed at productivity expectations and they
didn't give a shit about people.
That's okay. That's half because it's aligned with our values.
(23:04):
But then beyond that half, the other half better be you're actively seeking
something that looks like our company.
Sure. In your search for improvement or whatever it happens to be.
And hopefully at some point you had some exposure to a small business.
You're so ingrained in that as building your business.
And maybe I... Because I don't have anywhere near the scale.
I don't have as many employees, but I'm maybe again, it's just me not being
(23:28):
critical of other small businesses.
One thing I've always respected about what you do and amazed by is the,
is the culture you've got, you know, this is what we abide by.
Here's what we believe in. This isn't all just about making money.
We're going to have fun here. I just, there are so many small businesses that
I just, so many of the things that you do that to you are just,
that's the way it is. Well, yeah. Cause I want to be here.
(23:49):
Yes. You want to, I think so many other small businesses it's just that
that's never that might be like we ever get really successful then
we'll worry about values and we'll worry about you know
if our staff is happy and if we can ride scooters during
lunch and play pinball down it yeah my concept is anyone here could be employed
elsewhere several of them may actually make more money being employed elsewhere
(24:12):
but we've tried to build an environment where of course they want to be paid
right like Like, so get that out of there.
Like, they have to get paid. They have to get paid decently.
But beyond that, we have to make sure there's something else they're striving for on top of that.
Yeah. So they got to be a values match. They got to like small business.
We deal with entrepreneurs like you can't have like a us versus them mentality.
(24:36):
You can't be like against the man.
Like, you can't be a victim. Like, it's just it's not going to work. It's not what we do.
Like, we believe in an expanding pie, like not a zero sum game.
Like, it's not either I get this dollar or you do. It's, hey,
let's get together and figure out how to make $2. Sure.
And same from a client standpoint. If the clients don't think that way,
(24:57):
we fire clients too. We did one of those in the past month, unfortunately.
Usually we prevent it before they come in, but occasionally we miss it.
So, yeah, we want someone that actually enjoys working, not just because they
have to. Come on. Nobody enjoys work.
Not every day, but the majority of days. No, that's true. And your staff does enjoy their job.
(25:18):
And there's always a little bit of laughing and humor. And I've never come in
here and anyone is like, oh, man, this is awful today. I mean, it's tough sometimes.
But that's the nature of the business. I mean, your staff is generally happy.
They're happy when you come in. There's rough days. and it's because i'm not
breathing down their neck right everyone because you're going like five days.
(25:39):
No it's because everyone's good at what they do and
they care which is something that's hard to hire for
yeah like but there is a difference like i
don't have to rebuke you
when you screw something up oh rebuke that's
a good word i like yeah people feel
genuinely bad like when the client doesn't succeed like they
(26:00):
actually feel bad they don't need you i don't have to make them feel worse
yeah you know do we keep track of that absolutely right but
i'm we have mistakes
that cost thousands of dollars here occasionally yeah like that are directly
attributable to a staff action and as long as that person gives a shit and we
fix it to where that doesn't happen again like we're pretty much over it in
(26:24):
a day that's pretty key like will we joke about it in the
future yeah yeah as long as like i don't sense
there's salt in the wound still so we won't but will
i continually rake someone over the coals for absolutely not and
and i think that is massively different here now if you do that like over and
over and over and over like of course that's not gonna work but we thankfully
(26:47):
don't have that situation sure yeah no people care i treat them like human beings
human beings screw up sometimes occasionally i have to explain that to a client.
Maybe once, twice a year, I end up using words similar to, we try our best at
the end of the day, we are human beings and here's what we're going to do to resolve it.
But yeah, we're people. You hired us because we're people.
(27:09):
Well, yeah, but if I'm a human being on the other end as a small business owner
who had that happen, I should understand.
I should. I may not, but I should. It doesn't necessarily make you happier,
but I will lay out what happened and why.
And and then we your attitude dictates whether or not we stay or here's your money goodbye you know,
yeah you have your people's back at the end of the day you
(27:32):
want them to succeed we have that too like any individual staff
member here is worth more than any individual client so hopefully we never get
in the situation but occasionally something ends up at odds and yeah i'll take
i'll take the staff side if the staff's wrong i'll let the staff's wrong like
sure they have to be able to put their tail between their legs,
just as I do. Like, I'm not infallible.
(27:54):
And if I'm wrong, I'm wrong.
We move on. So yeah, maybe we'll have a recruitment update here in a few episodes.
There's a half an hour version of how and why and... The philosophy of... Yeah, really.
Of why the hell small business is better than anything else in the world.
I think those things are so important though. And there's so many small businesses
that don't run their businesses like you do.
(28:15):
I mean, granted, you're a much bigger business than some of these mom-pop organizations.
But I mean, again, I'm not pining to suddenly have seven and more people and
triple my business so I could implement all your methods.
But I do think when I hire someone or I like, how is this person a fit for the
culture I want to create or that we are creating?
Or will this person be here three months from now?
(28:35):
Are they going to, like in my world, it's, are they going to go open their own
business and compete with me by teaching everything I know? I mean,
there's always some of that, right? Yeah. And now no competes are illegal.
It's true. But yeah, I mean, ultimately at the end of the day,
so when I backed off schedule to what I'll call part-time, although there really
is no such thing in business ownership world.
(28:56):
You know, is a very real concern of is this going to affect the culture and
the attitude of everyone here when the boss is away?
Mm-hmm. And thankfully, I had the right people. The right people were already
here. Like, it didn't matter one freaking bit. Mm-hmm.
Hopefully, it continues to be that way. Or you'll be back in the office.
And I'll continue to be here less and less.
Nope. Let's wrap this one up. Hopefully, you got some tidbits.
(29:18):
Always, comments are welcome. Welcome. Email us. I'm curious to see if these
methods and outcomes match yours or not.
And if you want to be a guest on a future episode, reach out. Talk to you soon.
Thanks for listening to the Profit 911 Podcast. Be sure to subscribe and leave your comments.
For more information on how Profit 911 Consulting can help grow your service
(29:41):
business, visit Profit911.biz.
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