THE PROBLEM MIGHT BE YOU

Here’s the cold, hard truth:

If your employees don’t know exactly what’s expected of them, you’re the problem.

You can’t expect people to perform without a roadmap.

You can’t hold them accountable if you never told them what “winning” looks like in the first place.

It’s your responsibility to set the rules of the game.

And it starts with a simple but powerful foundation.

TRUE STORY

As I grew my company, we were often times stretched thin and found ourselves simply promoting the tallest midget. Just simply the next person in line or anyone willing to take the next step got the promotion. The fact was: we were “sucking”, promoting “sucks more” and eventually the whole thing “sucked the most”. You can’t blame someone for wanting more or accepting a promotion. The cold hard truth is that not everyone is cut out to climb the ladder…

This is when I took a long hard look at our training and realized that the problem was me. I was not training my people correctly; I was not providing them with the skills and tools for success.

As a fix, I created a training center, training materials, a training manager position and a full-blown training department. Our new hires started their orientation in the training center and spent a full 3 days prior to ever setting foot in the actual store they would be assigned. Parts of our training included role play, live interactions with customers (monitored) and more. The point is: I took responsibility for the shortcomings of my employees and began investing in my most valuable asset, MY STAFF.

THE 3 TOOLS YOU CANNOT LIVE WITHOUT

✅ Job Descriptions

When you hire someone, you need a clear, written job description.

Not a vague idea in your head. Not a "we'll figure it out as we go."

A real document that outlines exactly what their role is and what success looks like.

✅ Employee Handbook

Think of this as your contract with your team.

It explains:

• Why your company exists

• What your mission is

• What policies and expectations they need to follow

• What happens if they don't

✅ Systems for Accountability

Your systems are proprietary to your business. No two businesses will have the same systems. BUT, different locations of the same company MUST have the same systems. The only way to get a predictable outcome is to systemize the process. If you plan to ever, and I mean ever, have any peace in your life it will only come through systemized processes that are repeatable time and time again. (Read that again and again until it sinks in.)

Once you have the job description and the handbook, THEN you can start holding people accountable.

Not before.

You can’t expect top performance from employees who are guessing what you want.

WHY THIS MATTERS

I don’t care if you’ve got 2 employees or 2,000 —

When you put these pieces of the puzzles into play:

✅ Your stress drops.

✅ Problems get easier to solve.

✅ Your business becomes scalable, not fragile.

This is how real companies are built.

Not through luck. Not through babysitting. Through SYSTEMS.

ACTION STEPS FOR THIS WEEK

1. Write (or update) your employee job descriptions.

2. Start building your handbook if you don't have one.

3. Book a free 15-minute call if you want help setting this up faster.

Don’t wait until you’re drowning in drama to get serious about structure.

Build it now — so you can enjoy your business later.

LET'S STAY CONNECTED

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To your success—one brick at a time,

P.S. If you’re stressed out by employees, it's probably not because you “hired the wrong people.” It’s because you didn’t give them the right tools to succeed.

P.P.S. You can’t grow a real business without real systems. Let’s fix it — before it costs you another good employee you can't afford to lose.