When most of our Opulence members join us, most of them have a team.
Quite quickly, the team changes.
Because they realise their team are not quite what they should be.
They’ve either got the right people in the wrong jobs, or the wrong people in the company.
The way I see it, each team member is there for a reason, a season, or a lifetime.
And it’s important to understand that just because someone’s been a A-grade player for a long time, they might not always be an A-grade player in your business as it evolves.
Sometimes you have to replace staff members, move them on or move them around.
You see, your business kind of like a living organism. It breathes, it grows… and it can also decay.
And the people connected to your business need to move and grow alongside it. If they don’t, they can actually slow it down, or even kill it.
Too often I see business owners hanging onto staff, simply because they have always been there. “Oh Tania, no I can’t get rid of her. She’s been with me since the beginning.”
But if your team aren’t evolving with your business, why should you carry them along? Especially if they’re slowing you down with avoidable mistakes, lack of a commitment to excellence, or a bad attitude?
I’m not saying to go on a firing rampage, taking aim at anyone who seems to be lagging behind.
As the leader of your business, it’s your responsibility to ensure that your team are set up for success, not just thrown to the wolves.
That means proper onboarding. It means ongoing training and development. It means operations manuals and clear KPIs.
And it also means culture.
Developing a company culture makes all the difference between your business attracting and retaining A-grade contributors, or being a ‘churn and burn’ chop shop that lurches from one nightmare hire to the next.
But culture takes more than sticking a laminated A4 of your vision, mission and values stuck up on a wall.
The key is to start with YOU as a leader.
Your staff are resources. It’s your job to give them the optimal environment for getting the best out of them.
Instead of looking at your staff with the attitude of ‘what can you do for me’, try instead thinking about how you can help them.
What do they need? What do they want? Both personally and professionally? And how can you help them feel more fulfilled and excited to come to work every day?
Once you set the standards of how your business will operate, it’s easy to quickly see who is a fit, and who is not.
You could hire the next whiz-bang super-guru who has the exact skills you’re looking for… but if they are not a culture/values match, don’t try to make them fit the mould.
Move them on, and let the next one in. Energetically, this creates a kind of magnetic pull that attracts the right people to your business.
Likewise, if you hire an A-grade performer, but if you’ve got a dismal company culture… they won’t stick around long.