let's talk about management skills in
particular how to improve employee
performance stick around in this video I
want to cover six things that I do to
improve the performance of the people on
our team and how we're able to
consistently grow our businesses a lot
of employees will start stagnating after
a while or aren't the right employees
from the start and so by following these
six steps you'll end up in a better spot
Who am I I'm Alex Berman have generated
over ten million dollars in sales I have
multiple businesses that our company
runs we have a marketing company where
we help establish businesses book
meetings with billion dollar brands
that's x27
we have the definitive business course
on how to start your own company and
work with companies that can afford you
that is email 10k and we run a software
company along with some real estate and
other ventures so through these I'm
working with dozens of people and it's
important that they perform so how do we
improve employee performance it is six
steps number one spend time hiring the
right person a lot of the problems that
come from underperforming employees can
be solved in the recruiting process if
you're hiring somebody who hasn't done
the work before then it's hard to know
whether they can do the work now so I
like to find employees that have done
almost the exact thing that they want to
do for our company for previous
companies that way it's just shifting
skills they're already doing the thing
they're good at and if they can do that
then they're pretty good so you're
hiring an SEO guy make sure that that
person has done SEO in the past for as
similar market as possible if you're
hiring a good designer make sure that
designer has designed the type of thing
you want them to design the closer you
can stick to their comfort zones the
better the employee is gonna be so hire
the right people right away this video
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number two is once you've hired the
right person set realistic goals now if
your team member is somebody that's done
this type of thing before you can work
with them to figure out what a realistic
goal is and it's important that these
goals are things that they can improve
and work on on their own and not far off
goals years and years in the future so
for instance if you're hiring a sales
person a good goal to work on with your
sales person would be send 150 cold
emails or take 10 meetings a week or
send three proposals a week something
that they can actually control within
the space of those seven days and
constantly be measured on and improved
rather than something like close a
million dollars by the end of the year
that can also be a goal but the main
goal that you want them to be focusing
on is something that they can improve
from week to week and that you can
actually measure them on because if
their goal is sell a million by the end
of the year and you don't have anything
to measure them on in the meantime
you'll have no idea if the end of the
year comes and they don't hit the
million whether that was something to do
with your management or their skills
like there's just too much going on to
measure sales week to week so instead
you want to measure something that is in
the employees control and it's not just
sales for our marketing team we have our
weekly marketing goals basically tasks
that we found will increase our sales
over time making sure that we're testing
new emails to our list making sure that
we're finding new topic ideas for
YouTube that our SEO optimized etc so
set realistic goals for your employees
the next thing is make sure that your
employee is working on money making
things Jason lemkin who's an
entrepreneur he runs faster he wrote
this amazing article years ago about
accretive hires and I love the word
accretive a creative basically means
you're hiring somebody and they're
paying for themselves immediately now
the easiest way that I found to make
somebody a creative is to hire somebody
to do a task that you already know makes
money for instance hiring video editors
for this YouTube channel is easy because
we know that we release a YouTube video
and
makes a certain amount of money so if we
hire a video editor and pay them a
little bit less than a video makes that
isn't a creative hire that video editor
is making us mine if you have your
employees doing things that don't make
money that's when you run into issues
like you have your marketing guy writing
blog posts or sending tweets on social
media or doing things that don't
directly tied to sales for your business
that's when you start running into
issues so cut everything that your
employees or your contractors are doing
that isn't directly making you money
number four is weekly accountability so
now that you have those goals set it's
going back every single week and
checking in with your team members to
hold them accountable and it doesn't
have to be a call for our marketing team
I do weekly calls with div who runs our
marketing team but I'll also do daily
email updates and sometimes we don't
even have the weekly calls we just do
the weekly update over email or over
slack which is a communication tool
either way you want your employees you
want the team to be doing similar work
every week that you know will make your
business money so it's not like you're
having to micromanage or constantly
pitch new ideas on what to do and you
want to make sure that if your team is
pitching you ideas and they're adding
new things to their own pleats that
those ideas are tactical ideas that are
either going to increase views the
number of people that are seeing your
business that are in your target market
or ideas that will directly increase
revenue so either increasing views or
increasing revenue it's important to
test your cold email subject lines to
get an 80 percent open rate the trick is
to test a new subject line every 10
emails 50-plus subject lines in a Google
Doc that you can test with your cold
email campaigns you can have that for
free experiment 27.com slash subject
number 5 is give detailed feedback if
your employees are coming back and you
know they're good employees because you
went through the hiring process you know
they're good members of the team and
they're making mistakes give them
feedback tell them exactly what they're
doing wrong and give them a chance to
improve I have seen leaps and bounds
improvements from Robert my co-founders
assistants they've improved a lot div
and everyone on our marketing team has
improved a lot just by tweaking little
things so giving honest feedback and if
the employee or the team member doesn't
take feedback well I'll tell you what to
do as the next step but if you're hiring
the right people they should want to
succeed which means they'll take
feedback and it's important to have this
feedback be not only detailed meaning
you're going in your junior salesperson
hands you
proposal and you're crossing things out
or changing words speak through why
you're making those changes so that the
salesperson can make them on their own
and then the next proposal you should
have to give less feedback if you find
yourself giving the same amount of
feedback every single week that means
that there's no improvement and that
team member might have to go which is
number six fire if performance doesn't
improve you give your employees all the
opportunities that you can to see them
succeed you hire the right people and
sometimes if they slack too hard or it's
not working out or they'd be better for
another job it's better to just let them
go and that's that a lot of people don't
want to get rid of their employees
because they think that if they fire
somebody who is integral to the team the
team's gonna fall apart well what I
found is every single time we fired
somebody we've found somebody else for
the role pretty quickly that has
improved the team even more so firing is
a great thing for the business and from
the person getting fired this point of
view if they're not a good fit for the
role it's better to get them in a job
they can do either with your company or
with somebody else because they're gonna
be happier nobody wants to be failing at
their job you think the person you're
firing doesn't know that they're bad a
firing usually doesn't come out of
nowhere they know they're bad especially
if you're doing the accountability and
they're trying to improve and it's just
not working at another job if you want
more info on how to coach employees had
a trained how to hire check out our
course email 10k we go through
everything in detail it's the definitive
course on how to start and grow your
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and more let me know down below what is
your number one tip to improve employee
performance I'd love to know thanks for
watching I'm Alex Berman