REAL AF with Andy Frisella - Know When To Hold Them, Know When To Fold Them, with Andy Frisella

00:00:00.000 i want to be a motherfucking hustler you better ask somebody

00:00:03.780 what is up guys you're listening to the mfceo project i'm andy i'm your host and i am the

00:00:19.360 motherfucking ceo as always i'm here with my co-host vaughn kohler the pastor of disaster

00:00:27.240 what's up my man i'm doing something different today you are i'm without the headphones i'm

00:00:31.760 trying to relax a little i just noticed man yeah i'm trying to relax holy cow yeah yeah i was going

00:00:36.120 to get a little maybe you're like literally saw him reach over for him and then he's like nope

00:00:39.140 oh he's dude you're one of the cool kids now i want to relax a little bit more i want to get

00:00:44.520 better at you know be more eloquent here you know and so just kind of let it flow yeah the next step

00:00:49.320 is going to be headphones are that road you know exactly well the next step is maybe like you know

00:00:53.420 vodka is bright i'll get the headphone thing man like you know when we first start you want to be

00:00:57.440 official yeah but it's just i don't know man i start sweating or uncomfortable it's just not my thing

00:01:02.480 yeah yeah so guys if this is your first time listening we normally don't have guests okay uh we have

00:01:11.360 basically me um the mfceo we have vaughn the holyest of holies right uh dj dj god right you haven't

00:01:22.560 pulled that one out for a while i haven't that's what she said and basically what we do is we talk

00:01:26.960 about issues that have to do with entrepreneurship and not just entrepreneurship from the sense of

00:01:32.660 owning a business because entrepreneurial values actually help us achieve goals in all areas of life

00:01:41.060 whether it be fitness whether it be relationships whether it be actual career working within a company

00:01:47.600 or if you do happen to own your own business you're going to find our messages relevant on

00:01:52.780 tuesdays we usually come at you with practical advice which is what we're going to do today

00:01:57.480 um and sometimes it's practical advice about business sometimes it's practical advice about life

00:02:03.260 um thursdays we have thursday thunder which is basically me uh yelling at you to get off your ass

00:02:11.660 uh every thursday so if that's something that you need something you like you're going to like that

00:02:16.160 kind of format um we have a lot of new listeners and all of our listeners come from referrals uh so

00:02:23.400 we don't charge anything we don't sell anything we don't have any programs we don't have any

00:02:27.300 courses that we try to sell you um our only fee that we ask and we ask us all the time that if

00:02:33.020 you're satisfied or you feel like we brought value to you that you bring us one friend you don't

00:02:38.140 have to tell all your friends you don't have to tell everybody just bring one because guys at the end

00:02:42.800 of the day this is a cultural movement this isn't just um us getting on here and trying to talk about

00:02:48.400 business or money or whatever it's about creating and and bringing back the values that have made

00:02:55.040 our country the united states of america great and with the entitlement and and the um the issues that

00:03:03.200 have been brought along the last you know 10 years in our society uh you know everybody wins uh

00:03:09.760 everybody's special you don't have to work hard there's a quick way to do everything automate

00:03:13.980 everything the ideals and the and the values of working hard and doing the right thing and being

00:03:20.720 a great person and bringing other people up have sort of been lost and what we're trying to do is bring

00:03:26.260 those back uh so this is a movement you will hear the word fuck you will hear curse words because guess

00:03:33.120 what that's how i talk all right and if you can't handle that then this podcast definitely isn't for you

00:03:39.000 um so with that being said guys we are going to talk about some practical uh

00:03:45.920 implementations regarding real business today and i want to start off by by basically just talking

00:03:54.300 um about one of my struggles i had okay when we started in business guys and if you don't know the

00:04:00.200 story about how we started in business you can go back and listen to some of the earlier podcasts or

00:04:03.740 read some of my instagram posts i talk about a lot we started from nothing okay we started from

00:04:07.920 literally twelve thousand dollars that we got from painting the stripes on parking lots uh

00:04:13.680 and we've built that into over you know a hunt what's going to be close to 150 million dollar

00:04:20.100 business this year um we didn't do that on our own okay the first five years of business it was just

00:04:29.820 me and chris and a couple friends that helped out in our retail store it wasn't like

00:04:34.220 uh we had to hire and fire people on a regular basis it was more like hey bro can you help us

00:04:41.720 out of the store for a little bit it was people we trusted there was no real training it was like

00:04:45.260 just sitting in a counter and when it came time to open our second store i can remember and honestly

00:04:52.360 this was the hardest thing for me to ever do in business to go from one to two stores um

00:04:59.720 we had a situation where you know it was just me and chris and then we're going to open up a second

00:05:06.160 store and then when the second store was getting ready to open we had an opportunity to move to

00:05:10.800 st louis and basically buy out this other company so we actually went from one store to not only the

00:05:17.540 second store but also four other stores in in less than a week so we went from one store to six stores

00:05:24.300 in one week's time talk about baptism by fire to having employees the biggest struggle i had and

00:05:32.080 the reason i said we struggled is because me and chris would sit in the back and literally this

00:05:36.200 conversation went on for years yeah dude we should open another store but who could we trust to run it

00:05:41.800 you know who's who are we going to trust to handle our money who are we going to trust who are we going

00:05:47.020 to trust who are we going to trust and that was the conversation right and because we couldn't figure

00:05:52.800 out and we didn't trust people and we certainly were not leaders back then from an entrepreneurial

00:05:58.840 sense um or or managers because it was just me and him and we were the owner operators we didn't trust

00:06:06.040 anybody because we didn't know how to trust anybody and guess what to learn how to trust people you got

00:06:10.980 to fucking trust people and it's a weird weird weird uncomfortable thing to get into um but that one

00:06:18.000 i would say that one aspect we probably could have opened our second store two years in or three

00:06:24.640 years in but we didn't end up opening it till six years in because we were so terrified of hiring and

00:06:30.020 how that was going to play out and i think like i you guys have heard me speak before i believe in the

00:06:35.900 law of attraction i believe in and certain mystical forces that exist uh you want to call it god you want

00:06:41.780 to call it the law of attraction it doesn't matter to me i just believe in those forces that's

00:06:45.660 i have proof of it i believe that those forces knew that we wanted to grow and we didn't know how to

00:06:52.240 grow so they brought us a situation we couldn't say no to and forced us to grow and that was bringing

00:06:57.160 this opportunity of four other stores in a totally different geographical market that we had to own

00:07:02.780 or operate and figure it out basically in in one week um i guess my point in telling you this story is

00:07:10.900 what we're going to talk today is about how to hire and how to fire people practical steps because i

00:07:16.740 know a lot of you guys are small business operators your small business uh you know just getting started

00:07:23.520 maybe a year in maybe three years in maybe five years in and you haven't really got this concept down

00:07:29.940 yet because i i know this is a hard concept i can remember many many many sleepless nights worrying

00:07:36.980 and thinking about how i'm going to have people to run our business or how i'm going to hire the

00:07:41.640 right people or how you know okay how can i fire this person and blah blah blah and now with the

00:07:46.340 internet you have even more of a dynamic for how to fire people because dude everybody has a voice so

00:07:52.860 if you fire somebody the wrong way or you treat them poorly or you just say hey man get the fuck out of

00:07:57.680 here they're gonna go bash you on the internet and then you have to deal with that so you even you

00:08:03.200 have to be more skilled at this process than ever before in the history of of earth i'm i'm really

00:08:09.920 glad that you're tackling this issue because as you've said it's not just a practical issue it it's

00:08:15.480 a deeply emotional one i mean the analogy if you have a soul yeah right i mean it's like what you just

00:08:20.420 said and what you just alluded to when you put your heart and soul into your business it literally

00:08:24.840 becomes your baby and this is like a parent leaving their kids with a with a you know with a

00:08:31.160 babysitter or off at school for the first time it's your most treasured possession and now you

00:08:35.300 have to put it in the hands of somebody else right right well you know i i know that there's lots of

00:08:42.080 people listening right now and and and that this applies to and there's lots of people listening

00:08:46.540 right now that it doesn't apply to currently but i guarantee you if you are on the entrepreneurial path

00:08:52.600 you will or if even if you work in a company you will progress to a point where one of your

00:08:58.680 responsibility is hiring and firing people because here's the truth guys we can't do it on our own

00:09:05.120 there's not enough hands there's not enough mouths there's not enough energy to do the work necessary

00:09:12.320 to become truly successful without the effort of a real team and so hiring and firing is one of the

00:09:19.600 most important skills that you need to understand from from the get-go whether you're in that position

00:09:24.260 right now or not and what i'm trying to do by stating this is that you guys who maybe aren't in

00:09:30.040 that position right now thinking like oh well this doesn't apply to me no there's going to be things

00:09:34.240 that we talk about here that apply to you directly and they also will apply to you as an employee

00:09:39.820 so with that being said guys we're going to tackle hiring first all right there's two aspects

00:09:46.260 here hiring and firing i want to tackle hiring first and and i'm going to give you three practical

00:09:51.440 points on hiring and then i'm going to give you three practical points on firing so if you're

00:09:56.260 taking notes one two three one two three it doesn't get any simpler all right so my first point on hiring

00:10:01.380 is this guys the eyes and the stomach are much much much more important than the head and the hands and

00:10:09.160 what i mean by that is this can the people you're talking about see your vision are they hungry for the

00:10:17.720 success level that you're trying to achieve okay many many many ceos many many managers are very very

00:10:25.460 very poor at painting the picture of where the company is going and the role that that potential

00:10:34.080 employee could possibly play okay when interviewing people you're not interviewing people for a ten dollar

00:10:41.840 an hour job or whatever which is where they might be starting you you should be interviewing people

00:10:47.700 for a career position in your company all right and that is the communication uh commitment that you

00:10:54.520 need to make to these people if you're going to get them enthused about working for you all right

00:10:58.940 another way to put this is that you know ability isn't as important as teach ability okay so you're painting

00:11:08.760 the picture to this potential person you're showing them all the great things they could accomplish in

00:11:13.520 your company and hopefully you do allow for up upward mobility in your company and if you haven't built

00:11:18.400 the company yet make sure that you're allowing for that uh because it creates a tremendous positive

00:11:24.360 culture inside your company with that being said when you're talking to somebody you know if you're

00:11:31.280 painting this picture and they're looking at you and they're saying things like well that's that's not

00:11:35.020 what i do i drive a truck that's not the right guy right you know the guy the guy that you should

00:11:41.600 be looking for should be like yeah man you know i could drive a truck i can also do this i could also

00:11:47.020 do this and you know what i could see myself learning how to do this you get what i'm saying so you can

00:11:51.940 follow along with their enthusiasm for your plans by just watching them when you talk about it uh but a lot

00:11:58.520 of people don't do that you know they hire for the position and they pay the guy x amount with no upward

00:12:03.480 mobility and then they wonder why that guy does a shitty fucking job well i'll tell you why that guy

00:12:07.480 does a shitty job because that guy doesn't have anything to look forward to he has nothing to

00:12:11.920 aspire to he has nothing to grow into and if that's the case and hit where he is is where he's going to

00:12:17.580 always be you're going to have a mediocre employee at best 100 of the time so are you basically saying

00:12:23.400 that uh that an undrafted free agent with uh with an overwhelmingly elite approach to learning

00:12:29.840 to getting better to work ethic is always going to be better than let's say uh a top draft pick who

00:12:36.180 who has loads of talent but is just impossible to work with 100 i'd rather have a hundred of those

00:12:41.380 guys that you mentioned than the one specialized guy always go for the heart over the town right

00:12:45.480 yeah it heart wins man it just does yeah and and a lot of people may not have the talent

00:12:51.160 from day one but if they're coachable if they listen if they're if they're people of action

00:12:56.140 that's how you cultivate a great culture and guys what we talk about here is you know we're talking

00:13:03.240 about hiring but we're really talking about is how to build a great fucking culture with the people

00:13:07.680 you hire how to win with the people you hire okay it's real easy to put bodies in a fucking job

00:13:12.740 it's a lot more difficult to bring bodies that are going to bring a hundred percent every single day

00:13:19.320 to your company than you know than anything else and that's what we're talking about here so like

00:13:27.040 when we say hiring and firing i'm not talking about hiring somebody cook fucking hamburgers

00:13:30.900 i'm talking about somebody that might start out sweeping the floor but could potentially be upper

00:13:36.280 management or executive level one day if they work hard enough and your goal as a ceo as an owner

00:13:42.040 of a company should be this and this is my goal my goal here is that i know because of our personal

00:13:48.400 development standards here at our companies that people are going to grow they're going to develop

00:13:53.060 and guess what sometimes the company doesn't grow as quickly as the people grow and what that means is

00:13:58.400 those people are going to leave they're going to find better opportunities personally they're going

00:14:02.720 to grow they're going to they're going to move out of the situation and you know what that's okay

00:14:07.560 because your job as the ceo is really a job to develop people and if you always develop people

00:14:15.440 you will always have a great network of people who work for you who spread good word of mouth about

00:14:20.420 you who love you because of what you did for them and that's a big fucking deal what's a better

00:14:26.260 advocate than somebody who moved on and progressed and left a company and said that was the greatest

00:14:30.140 fucking thing i ever did absolutely you see what i'm saying yeah based on what you're saying i i almost

00:14:34.520 wonder if you probably don't even really like the word hiring i i i based on what you're saying i would

00:14:39.940 say you probably feel more comfortable with the term recruiting like you're not hiring to a job

00:14:43.980 you're recruiting for a movement right or you're recruiting for a team 100 100 100 and we do that

00:14:49.680 too yeah and you're really good at finding those people who have i think that you can see that they

00:14:55.120 might have skills in a different area you'll fan that flame yeah like as their career right you know

00:14:59.680 progresses and stuff right yeah just like you you started out selling fucking supplements in a

00:15:04.420 retail store and you and he was a he was a photographer by habit or by hobby you know what i'm saying

00:15:10.060 and he's taking all these cool pictures making some cool videos and shit and i'm like hey dude

00:15:13.880 how about you start making some of this for us you know how about you start doing this and his

00:15:18.780 responsibilities went from make a minimum wage working in the store you know to fucking you know

00:15:24.400 making a quality living that's only going to improve from here and become a big part of the company

00:15:29.600 but that's on him i didn't sit down and teach him how to do that shit he went home and learned that

00:15:34.680 shit on his own right and that's another point to bring up is you want to look for people who are

00:15:38.580 interested in personally developing on their own okay um but it was you know i might have who knows

00:15:45.920 what i might have thought back in the day when uh if i did not think right from the beginning that

00:15:51.460 there was no upward mobility right you wouldn't have went and did that no right well i i would have

00:15:56.260 but it would have been with somebody else like you were saying right yeah you wouldn't have done it

00:16:00.320 what you don't know is i did that in florida full-time oh i know that

00:16:05.480 dude i googled you man you facebook's are you yeah he saw them seven shorts way before i came

00:16:13.160 here one of the many men who has social media stalked tyler yeah exactly that's the truth damn

00:16:18.620 that's a zinger so dude here's the thing that's point number one all right paint the picture make

00:16:25.060 sure they're hungry for success you know remember what i said the eyes and the stomach are more

00:16:29.840 important than the head and the hands point number two is this it's better to short of help than to

00:16:36.940 have shitty help wait hold on edit there i'm like the anchor man look it's better to be short handed

00:16:47.820 of help than it is to have shitty help okay i hate to stop you again but i was i was laughing over

00:16:53.420 when you started the new edit so we'll have to stop okay point number two is this guys it's always

00:17:00.920 better to be short-handed of help than it is to have shitty help okay when your business gets rolling

00:17:07.320 it's tempted to panic because you don't have the staff to cover the hours or the staff big enough

00:17:12.780 to handle the increasing demand but you the thing you have to understand about that is this if you put

00:17:18.600 shitty people in those positions that's worse than having people wait in for the service or wait for

00:17:25.240 the the particular person to have to do the work to catch up because shitty people will turn those

00:17:31.500 people away forever they won't come back you won't retain your customers people are much more tolerant

00:17:37.320 to having to wait or or a little bit slower service than they would like than they are to being you know

00:17:42.880 treated poorly or getting bad information or having shitty help so guys you have to understand you

00:17:48.480 know when you feel that that pressure and you feel that um that need to have people you have to have

00:17:55.100 faith and you have to be patient and let your people develop okay because if you bring in bad help if you

00:18:01.780 bring in shitty people what you're doing is you're compromising your standards for new hires which tells

00:18:07.820 your your old hires that you've had high standards to it doesn't tell them oh hey i'm in a pinch so i hired

00:18:14.600 these guys to put a bandit on it says hey andy's lowering his standards so guess what i can lower

00:18:18.960 my standards which is the fucking killer for company culture all right um you guys could take

00:18:24.960 my word for it or not but i could tell you this four guys killing it for you is going to always be

00:18:30.640 better than 12 guys half-assing it for you it's just always going to be better so don't freak out

00:18:36.640 about being shorthanded just put in the extra work that you have to i know a lot of owners and a lot

00:18:42.060 managers will band-aid hire people because they don't want to do the out work themselves i've had

00:18:47.600 this situation our stores dude time and time again managers get in this situation where like they

00:18:54.260 don't want to actually do the work and i'm saying you know this is a rarity for us but i'm just saying

00:19:00.940 i've seen it they realize that if guess what if you're shorthanded and you're managing a group of

00:19:08.200 people guess who has to do the work the manager so they might have plans on the weekend or they

00:19:13.360 might have this or they might have that so what they'll do is they'll hire in some shitty dudes

00:19:16.580 you know not training properly and let them cover the hours and then three months from then

00:19:20.700 you know when their numbers and their business and their performance is in the shitter

00:19:24.500 they're they're freaking out because their job's on the line you know guys always think long term

00:19:30.020 it's going to be much better for you to think long term just do the work now than it is to try

00:19:34.460 to band-aid it with shitty people okay um this is my take imagine you're in you know a seal team

00:19:40.160 unit and and your commander has has told you the whole time you guys are the elite and you respect

00:19:45.540 him and you think he's you know he's leading you to greater and greater heights and then one day

00:19:49.960 he says oh we're gonna let a bunch of people in because america really needs more seals right and uh

00:19:57.000 they don't mean any of the qualifications you do i mean not only are they not going to feel elite

00:20:01.620 anymore they're going to completely lose respect for you which is what you've already taught not

00:20:04.560 only that yeah they resent you they resent the organization and they resent the new guys right

00:20:09.140 which creates terrible culture right so you have to keep your standards high and if that means you

00:20:14.480 doing the work then you go do the work that's just the way it is um you know like i said not being

00:20:21.220 able to get the work done as far as far and as fast and as quick as you want to is far better than

00:20:27.400 getting the work done but in a real shitty way you know and that really comes down what i'm really

00:20:33.040 talking about here is that you have to understand these people are the front line of your customer

00:20:36.420 whether it's on the phone whether it's an email whether it's in person it doesn't matter they are

00:20:40.420 representatives of your brand and if you bring these people in that are below standard not only do the

00:20:45.460 customers not come back but you create a cultural hurricane of shit inside your business and you don't

00:20:52.160 want that you know and and this brings me to my third point guys the third point here on hiring

00:20:57.880 is this is you have to do everything possible up front to prevent firing a person before you ever

00:21:05.720 even hire them okay so instead of like hiring real quick because you need a guy right now you've got to

00:21:12.600 do everything you can to basically not hire that person okay to make sure they're right all right and

00:21:19.560 what does this mean okay it means things like this clearly communicating the vision and the culture

00:21:24.600 of your company and confirming that as much as possible that these people live by those same values

00:21:31.020 all right ask them questions that have to do with your core values of your company that might have to

00:21:36.540 do with like their everyday life like a question that we give our guys is like hey what do you do

00:21:44.660 uh if you you're walking through a parking lot at the grocery store and you see uh three random carts

00:21:51.840 but you're you're five minutes late for your uh niece's first communion what do you do you know

00:21:59.380 what i mean and we'll see how they answer it moral questions put them in situations exactly and and you

00:22:04.640 come up with little things like that um what do you do if you're at a gas station and then uh a family

00:22:11.600 comes up to you and says hey we need 10 bucks to put gas in our car to get home how do you handle it

00:22:15.580 and we give them multiple choices you know what i'm saying yeah yeah so like dude you you have to

00:22:20.140 figure out what your core values are and then create situations around those core values to see how those

00:22:25.440 people will react kind of test them ahead of time um you you guys it's i can't communicate how important

00:22:32.320 it is to clearly understand the nature of what job it is you're asking them to do what the work

00:22:40.540 requirements are going to be you need to be up front and i would recommend being up front and

00:22:45.180 making it sound overly harsh in terms of like how much work's going to be required what you're asking

00:22:51.280 of them you know make tell them the truth this is going to be fucking hard i tell every single person

00:22:57.100 that we hire every single one all of them hey look there's a lot easier ways to make money if you're in

00:23:03.120 this for the money if you're here to make money and you just want to come in and have a job

00:23:07.520 dude there are a million other jobs that are going to be better for you this job doesn't pay

00:23:13.460 as much as it should for the amount of work that you're going to do but there's huge upside potential

00:23:19.280 here if you want to be a part of this all in for a career and you see what they say you know that'll

00:23:25.060 weed people out i mean there's been a lot of people that have come in that we thought we were

00:23:28.380 going to hire and we've told them that and they've they've called back and said hey this isn't for me

00:23:31.740 you're doing them a favor and you a favor by creating that situation um you know setting clear

00:23:39.180 expectations for the work ethic and the personal conduct and what your social uh culture is in the

00:23:45.760 company you know like here we have a very loose social culture everybody makes fun of each other

00:23:50.380 we're like a locker room we have you know a team atmosphere um pretty much you know we're probably

00:23:57.260 an hr person's fucking nightmare but the reality is is that everybody here is part of that culture

00:24:04.560 we have a good time we're all friends we all hang out inside outside of the company and it works for

00:24:11.340 us if somebody comes in here with a suit and tie and they think this is going to be a corporate

00:24:15.640 environment and that's what they're looking for dude that's not going to be a good fit for for us or

00:24:22.200 them and you can't take somebody who wants that and make them want what we have and vice versa right

00:24:28.400 you know what i mean so all these things matter guys and and on top of all these things you know

00:24:34.900 a lot of people they hire people because they think that like oh you know they cease like i've run into

00:24:41.880 this before like i i feel like you know i see somebody who i think is a good person and i'm like oh you

00:24:48.360 know i could see like this potential in that person and you know we could mold them into something and

00:24:54.060 uh blah blah blah blah blah and you know it's usually because i think the person's a nice person or

00:25:00.120 they're a good kid or whatever but what always ends up hiring or happening when i hire these people

00:25:05.860 is that they come in they're not a good fit because i overlook the basic negative signs about them like

00:25:13.580 hey you know their work ethic was bad or they don't fit exactly culturally or i'm just looking

00:25:20.000 at them and thinking oh this guy's a nice guy so i want to give him a job it's like a charity hire

00:25:23.620 right you know what i mean and um every time i've ever done that because i have a big heart when it

00:25:29.340 comes to people like that and i want to help people uh it's been a bad deal you know so i guess like

00:25:35.180 you know communicating everything you can truthfully up front and not letting someone slide through

00:25:43.280 below your standards based on like because you think they're a nice person or whatever or they're

00:25:47.340 your buddy or whatever you know what i mean i've had plenty of buddies apply here that i already know

00:25:53.660 100 can't hang with our work with the way we work here right you know what i mean right and it's like

00:26:00.000 it's like what you said earlier about that other situation you're you're not doing that person any

00:26:03.760 favors you're setting them no and not only that it ruins the personal relationship you have with them

00:26:07.840 like i get asked by a lot of people who are related to me like hey can i come work for you

00:26:11.640 and i i know they're what they think work is you know what i mean and it's not what we

00:26:17.740 how it's not how we work you know what i mean when you're part of the company here you're gonna get

00:26:22.280 paid well i'm talking about here in first form right you're gonna get paid well but this is a

00:26:28.440 fucking lifestyle it's not just a job it's a career lifestyle right you know and uh it's it's just

00:26:34.920 it's different you know and it's not down for everybody you know if you're the guy who wants to come

00:26:39.100 in and clock in at nine o'clock and leave at fucking 4 30 and never see anything or think

00:26:43.500 anything about work ever again this is the wrong place for that you know what i mean but if you asked

00:26:48.820 anybody who works here if they ever feel like they're actually working most of them are gonna say

00:26:52.440 no you know what i'm saying yeah so basically guys my point is to recap here you know express your

00:27:02.200 vision make sure they're as hungry as you are make sure they understand what you're trying to

00:27:07.900 accomplish up front you know uh point number two you know always go for less help that's quality

00:27:15.040 instead of filling holes with shitty help because that's gonna cancer your your whole culture all

00:27:20.060 right point number three try to not hire the person as much as possible try to talk them out of working

00:27:25.440 for you i dude one cool story about this if you read delivering happiness uh the story of zappos

00:27:30.220 um by their ceo they tony shea they basically they pay people it's like fucking two grand or

00:27:37.680 2500 bucks or something or maybe it's 10 grand i don't remember what the amount was but it was they pay

00:27:42.840 people after they're qualified to say hey here's two grand to not take the job or here's 10 grand to

00:27:49.040 not take the job because dude you know what the truth is that's cheaper than hiring him having that

00:27:53.920 work out that's a brilliant yeah brilliant policy right exactly it's awesome they got one of the

00:27:58.980 that's a great book by the way delivering happiness is one of my favorite books yeah um so guys that's

00:28:05.680 my points on hiring now we're going to talk about the harder shit firing people and because unless you're

00:28:11.280 like just a fucking bad person yeah you know you firing people is very hard to do um it's never fun

00:28:21.320 it's never something that you should take lightly especially like i know people who just like fire people

00:28:26.640 over and over and over again not realizing the social repercussions on that every single person

00:28:33.000 has a fucking network guys every single person has a network of influence they have it's in the

00:28:38.900 hundreds too when you consider the aunts the uncles the grandmas blah blah blah blah blah and if you don't

00:28:43.760 treat somebody fairly and you fire them because you think you're fucking you know like donald trump

00:28:48.720 you're fired like they people a lot of people think that ceo that's how you're supposed to act

00:28:53.160 oh get the fuck out of here you fire turn your shit like if you treat people like that guys

00:28:57.620 unless they're like stealing and you catch them doing something really bad you know you're gonna

00:29:03.420 have a problem on your hands and people are gonna talk about you negatively so you have to handle firing

00:29:08.840 the proper way um first of all you know you have to care about people and you have to understand

00:29:17.060 like i said a minute ago your job is develop these people into fucking functional strong

00:29:22.900 you know skillful humans and if they their skill outgrows your company that you can't pay them or

00:29:30.280 you can't afford them or you can't find a place for them and they move on great that means you're

00:29:34.440 doing an excellent job and you know what else that else that means that means that that person

00:29:39.020 is going to go out and be an advocate of you for your entire life and there's nothing better than

00:29:43.540 that in terms of advocacy hey i worked for that person for five years it was the best thing that ever

00:29:49.240 happened to me still one of my great friends blah blah blah blah blah right that shit happens when

00:29:54.300 you own a company you should never have that happen in a negative way and or look at that as a negative

00:30:00.020 thing you need to understand that that's your job and if you do that job properly you're going to

00:30:05.940 minimize the amount of firing you're going to have to do okay so like i said i've got three points

00:30:13.760 on firing here the first point is this when you fire someone you have to consider the offender not

00:30:21.940 just the offense and here's what i mean by that somebody might say well if i have an employee that

00:30:27.420 makes a boneheaded mistake and gets does something stupid and he costs the company a hundred grand

00:30:32.400 they're fired period i don't buy into that i don't believe in that okay um the seriousness of of the

00:30:38.740 offense is only one factor the second factor is the knowledge and experience of the offender did

00:30:45.400 they know better why did they make this mistake what did they do to cause this to happen were they

00:30:51.800 being negligent were they being lazy did they just not know because if they didn't know guess whose

00:30:56.420 fucking fault that is that's your fault right all right you have to understand what caused this to

00:31:02.580 happen and here's the other thing guys will this person replicate that mistake again because let's

00:31:10.200 just say he makes a hundred thousand dollar mistake but you're growing a billion dollar brand

00:31:14.980 would you rather let somebody come in and make that mistake when you're a billion dollar brand or when

00:31:20.520 you're a 10 million dollar brand and you made a hundred grand mistake versus when you're a billion

00:31:25.860 dollar brand and he makes a hundred million dollar mistake it's an easy decision exactly yeah so you have

00:31:31.500 to look at how valuable is this to that person's education are they going to keep making that

00:31:36.620 mistake or did they actually learn that lesson um so just just let me clarify because i know i know

00:31:43.280 sometimes you hear people say well i want to treat all people equally but you're saying no you don't

00:31:48.020 treat people equally you you evaluate them depending on whether they're a rookie or a veteran look man

00:31:53.100 if you treat people equally like in terms of like what you're talking about right you know you're

00:31:59.020 going to end up with people that make the same mistakes over and over and over and over again

00:32:02.840 right and because like what's going to happen is you're going to fire this dude you're going to hire

00:32:07.500 somebody in your company's going to continue to grow and you're going to get to you know let's say

00:32:12.920 you're 10 you're going to get to 50 million dollars and instead of that being a 100 000 mistake

00:32:18.720 it's going to be a million dollar mistake right and then you're going to be in a situation where

00:32:24.400 that fucking same person that made you the 100 grand mistake probably wouldn't have made that

00:32:29.020 million dollar mistake you know what i mean yeah so you're going to end up keep making these mistakes

00:32:33.880 over and over and over again and then you're going to you're going to fire this dude to make the

00:32:36.560 million dollar mistake right nobody in the history of our company has ever made a million dollar

00:32:40.260 mistake well the reason that motherfucker made a million dollar mistake is because you were too

00:32:44.640 stupid to realize that the guy who made the hundred thousand dollar mistake wouldn't make that

00:32:48.420 million dollar mistake now you get what i'm saying yeah i totally thought you have to own the

00:32:52.480 responsibility you know with with great power comes great responsibility i think that's a man

00:32:58.940 yeah there you go yeah right i was hoping you'd pick up on that so you kind of realized when i made

00:33:03.240 about a hundred thousand dollar mistake yeah exactly i fired your ass too but that actually brings up

00:33:09.740 an awesome point that i have here okay um which that's actually really funny you brought that up because

00:33:16.520 my next point on this podcast is this don't assume all firings are final all right and actually i'll

00:33:24.640 fucking tell the story of tyler because this fits right into what my point of you fucking butcher this

00:33:29.380 story every time no no no i don't i tell the truth of the story and you lie about the story that's why

00:33:34.560 you got fired okay it's not why i got fired so so tyler worked for me um in in our retail stores and

00:33:42.680 uh a lady came in it's not funny man i mean it's funny but not funny a lady came in uh and you know

00:33:52.420 you guys know tyler he's very sarcastic very dry and not everybody picks up on his humor right away

00:33:57.820 because really he's not that fucking funny but uh you know a lady came in and she had i don't know

00:34:05.280 three kids i think with her and she was pregnant with a fourth kid and like she and you know she was

00:34:11.760 real happy about it or whatever and tyler made a remark to her that got her really upset like

00:34:16.820 basically making a joke like hey how many kids you're gonna have you're gonna have a million kids

00:34:20.100 or it was like so butchered no no he's like when you don't you know when to stop like joking around

00:34:25.160 no no no that's what she said you said what did you say it was okay i'll tell the story real quick

00:34:31.300 i'll condense it she came in helped her out it was she was the only one in there with her daughter

00:34:35.240 she was pregnant at the time we were talking about that and uh i was like oh cool you know my brother's

00:34:40.680 actually getting ready to have uh or i'm sorry he just had a kid and they were in the conversation

00:34:45.900 that already came up that they were starting to think about having a second kid and i'm like you

00:34:51.180 know i just don't know that i mean they still live with my parents and like yeah you know i don't know

00:34:55.240 if it's the best decision for him and i know it's you know her kind of putting it in his ear you know

00:35:00.160 just girls don't know when to stop you know and it was it was girls don't know when to stop yeah

00:35:04.520 that's what he said right yeah so she got super offended and like dude it was just like him kind

00:35:09.680 of like being overly casual with her yeah and like dude on one hand i get that she got upset on the

00:35:15.240 other hand i get his point of view too but here's the point her husband is a very prominent figure

00:35:21.400 here in st louis and and well known i'm not going to say who it was um he put it out on his facebook

00:35:27.840 page what had happened and basically you know oh my wife went in and he and she was insulted and

00:35:34.300 he said this and this and this to her which was like not really exactly what he said but it doesn't

00:35:39.400 matter because that's what the public perception was at that time so like dude basically there was

00:35:44.920 like like thousands of people and i had to fucking fire them okay and so i fired him uh

00:35:52.320 it's the way it is right you know so and then the typical company they'd say well tyler thanks for

00:35:58.680 your time we wish you well in the future right and so that's it yeah yeah pretty much that's kind of

00:36:03.360 what it was well yeah sort of but the thing was is you know we would him and i would still communicate

00:36:08.540 we still see each other occasionally and then uh you know we saw we ran into each other at a local

00:36:15.020 bar here when i started talking about shit and i'm like you know what this dude's a good dude you

00:36:20.200 know what i'm saying he made a stupid mistake and we brought him back in but something to think

00:36:24.220 about as an employee is i never trash talked the company no he didn't yeah i still supported the

00:36:28.420 company you know you owned your mistake you say yeah dude i fucked up well yeah and i would i mean i

00:36:32.720 was even shooting you ideas on facebook which you wanted nothing to do with and you're like did you

00:36:36.280 want a fucking job or what like yeah yeah so like basically you know

00:36:40.740 you can't assume that these things what's going to come back around because somebody that that you let go

00:36:49.420 of now they may go somewhere else mature become something and then come back to you and that's

00:36:55.460 kind of what happened with him and now he's a major part of what we do not only at first form but you

00:37:00.740 know with the mfco project and and supplement super stores um so since since tyler since that whole

00:37:07.060 situation have you maybe tweaked your language a little bit well i don't fire people anymore okay but

00:37:12.060 the thing is is that you know i know for you know our policies here unless someone is just like

00:37:18.540 stealing right which is very rare right but you know if they're if it's performance reasons and

00:37:24.220 things like that you know we do our best to communicate hey look man we love you as a person

00:37:29.460 we really do right but we this is a business and we do have a standard performance here and what

00:37:33.640 i'll do and anybody who's ever been fired from our company will fucking attest to this i try to

00:37:39.480 find them places that they will excel in okay and this is a good book good to great it's a good book

00:37:45.000 about what we're talking about here some guys aren't good in the store but they're very good

00:37:50.040 behind a computer talking to customers through email some guys aren't good through email but

00:37:54.740 they're very good talking in person some guys aren't good at either one of those things but they

00:37:59.220 can work in a warehouse and help distribute product i try to find positions that are going to help our

00:38:04.760 people because i appreciate the commitment they've made to our company before i ever fire them

00:38:10.860 if it's for performance and of course we try to work with them a long time right for performance

00:38:16.260 but actually it's funny i'm i'm about 97 sure this came out of your mouth um if it didn't you can take

00:38:22.980 the credit for it but i remember like six months ago hearing kind of a catchy phrase that i'd never

00:38:28.180 heard before it's rotate before you eliminate yeah and did you say that i think you said that i don't

00:38:33.020 know i feel like i said that yeah i think you said it but anyway rotate before you eliminate that

00:38:36.660 makes i mean it's kind of cheesy and cliche but yeah but it's the truth it's totally true yes because

00:38:41.620 dude there's people just because somebody doesn't have a certain like dude you couldn't put me behind

00:38:46.600 like sheldon who's our web coder here if i went and did his job i'd be fucking horrible

00:38:51.520 if he did my job guess what he'd be horrible but he's great at what he does and i'm great at what i do

00:38:57.140 and that's what fucking works yeah so like you can't ask people you know to be great at every

00:39:03.580 single thing they're just not going to be certain people have natural tendencies now with that being

00:39:07.760 said like in our company there's basic things you need to know you need everybody in our companies

00:39:13.460 are certified through nasm they're certified through sports nutrition and personal training

00:39:18.060 through nasm they're all knowledgeable about those aspects you know if you can't do the basic

00:39:22.880 things a company's uh let's say mission is themed towards you're probably not going to do well there

00:39:29.360 right but i mean i'm talking about even our warehouse guys like all of our warehouse guys are

00:39:32.740 certified in those things um so you have you know you have to know the basics but after that

00:39:42.340 you know as a ceo you have to like start examining people to see where they're going to fit in and

00:39:49.640 now this you know a lot of companies will just hire people to be this and that and this and that

00:39:54.660 like your coder your uh you know your hr your this your that and they'll just hire people from

00:40:01.600 outside to do that but dude the problem with that is is it's it's harder to instill a great culture

00:40:07.860 than it is when you home grow it from the ground up most of the people that work in the in this

00:40:13.380 building or any of our company's buildings started just like i did behind the counter at the retail

00:40:17.760 store okay and then i so we're talking about a different way to try to build your company and it's

00:40:23.860 definitely a slower way but it's definitely a more productive and more profitable way because of

00:40:29.700 the culture that you create and when i say more profitable i don't mean just for me i guarantee if

00:40:36.080 you compare our pay scale to pay scales of other companies these people here make a lot more money

00:40:43.360 for the same job than what they will make somewhere else and that's all because of the culture that we

00:40:48.340 have here you know what i mean otherwise we wouldn't be able to do that so so this is a really weird

00:40:52.480 analogy but i want to i want to because i think what you're saying is like dude there's timing issues

00:40:56.180 here like you know when we say don't assume all firings are final there's timing things like

00:41:00.380 there's wonderful people that have worked for me in the past that i would consider bringing back but

00:41:05.020 like let's say like you know we've had people who have left to go have a family and they went and they

00:41:11.120 went through a different phase in their life but if that if these people will come back now you know i

00:41:15.780 would say yeah hey we're a more mature place we have a different you know a different spot for you

00:41:20.500 that wouldn't require that kind of workload that you were you know what i'm saying like there's

00:41:24.060 position there's great people who go through phases in life you know what i mean i mean my wife did

00:41:30.080 that she worked for a company left uh then she went back to the company now she left again right you

00:41:35.480 know to do her own thing but the point is is that like you can't just say oh that person's a piece of

00:41:40.140 shit because i had to fire him no right it's just like breaking up with somebody like you know you

00:41:45.040 you don't have the same nature as that person right now but you know in five years maybe you

00:41:50.900 meet again and things go well who fucking knows but the point is is that everybody's constantly

00:41:55.360 evolving and growing and and it takes people to be at a certain level at a certain time for them to fit

00:42:00.400 in with you and that goes for your relationships personally it goes for your business so you can't

00:42:06.200 assume just because you broke up with your high school employee you know your high school quote

00:42:11.100 unquote girlfriend right that whenever they get into college and to become the college girlfriend

00:42:15.640 that you're not going to want to work with them right you see what i'm saying yeah it makes total

00:42:19.000 sense so i i came up something popped into my head it's a huge it's a huge issue it's a huge question

00:42:24.280 that i it would be great if you were maybe a little bit more explicit about but um it requires just

00:42:29.080 jumping back real quick to the hiring thing so i have a question i used to work for a fairly brief

00:42:35.020 amount of time for a private college and there's two models of a private college one is it's called the

00:42:39.260 umbrella or the systemic the umbrella is basically where we say okay all the the really high up

00:42:44.960 people that are in super influential positions we want them to be completely mission oriented but

00:42:50.720 you know the custodian the food workers whatever whatever they they don't have to be super mission

00:42:56.920 driven but then that's called the umbrella the systemic is where they say no literally everybody

00:43:02.660 from the president to the custodian has to be 100 mission driven and like buy into the vision

00:43:09.060 and and really reflect part of the what the organization stands for so when you hire and i

00:43:15.220 know i'm going back here but when you hire are you kind of that way oh yeah literally it doesn't

00:43:19.600 matter if you were hiring somebody as a as a custodian i sweep the floors here okay okay i might not do

00:43:25.480 it every day but you know at 4 30 in the afternoon all of the dudes here from the office are out in

00:43:32.000 the warehouse sweeping the floors right you know i'm saying if i'm here i'm fucking out there sweeping

00:43:35.760 the floors right like the point is is that you know nobody should be above or below a certain

00:43:42.800 position when it comes to culture you know what i mean we're all on the same team we're all you know

00:43:47.300 you might make more money than me i might make more money than you blah blah blah but here's the thing

00:43:51.600 we are all working towards bettering everybody that works here and i believe you know that that

00:43:58.260 is the much much much better model for culture and that's pretty amazing because it's like you know

00:44:03.880 i would think that most people are like well we're hiring for an upper level level management

00:44:07.680 position we have to take this really seriously but then they'll come over to uh we're hiring for

00:44:12.320 an hourly worker that's what most companies do but here's the thing that person comes in works there

00:44:17.120 for three years and then goes and finds another job right how much progress can you really make in

00:44:21.160 three years right you know what i mean i believe i've i don't believe in that i believe in people

00:44:26.000 that grow with the company i believe that you know people dude if you're a young person in our

00:44:31.480 company right now like dude we're fucking 17 years in right and people are like oh you guys are doing

00:44:36.940 so well no we're not we're we're at the fucking bottom of where we want to be we have huge goals here

00:44:42.320 and if you're a young person in this company i can't think of a better company to work for than

00:44:47.300 ours in terms of upward mobility because these people are literally in control of their future

00:44:52.100 depending on how fast they want to develop because our biggest problem here is shortage of people

00:44:57.340 it's not shortage of business you know it goes back to the point i said about hiring quality

00:45:02.220 people versus shitty people i won't hire shitty people you know what i mean so i don't know i don't

00:45:07.760 know if you touched on it but when you're hiring people uh i know it's one of the things that you do

00:45:11.880 is you ask them what their goals are as well in life right oh yeah that goes along with trying

00:45:16.140 to communicate my vision and my culture and what we're doing here with the company um and evaluate

00:45:22.540 their goals versus what like if someone looks at me and they're like yeah man my goal in life is to

00:45:27.600 make forty thousand dollars and work fucking 40 hours a week you're not getting fucking hired here

00:45:31.540 right you know what i mean right like i want motherfuckers to come to me and be like dude i

00:45:35.040 want to make a fucking million dollars a year more right and i want to do this and like you know what

00:45:39.100 our company has potential for that right so right so sorry i i i backtracked a little bit but no that's

00:45:45.680 cool you know it's a good segue into the third point anyway because here's what we're talking about

00:45:49.700 what we're ultimately talking about is you as the ceo of you or the manager of your people

00:45:55.880 taking responsibility for every single person that you hire which ultimately means that when you have

00:46:03.080 to fire someone guess whose fault it is it's your fault it's not their fault because you failed them

00:46:10.120 at some point in line either they shouldn't have got hired you didn't provide them with enough

00:46:13.860 training you didn't provide them with enough uh enough vision painting uh to to significantly

00:46:21.060 motivate them to come to work you have to take responsibility for all those things and and great

00:46:26.020 ceos do that they don't blame the person they look at the person and they say you know what i failed you

00:46:31.860 and i'm sorry you know what i mean i i can't tell you how many people i've let go where i've had that

00:46:37.520 conversation honestly you know what i mean i i legitimately feel like when we have to let somebody go

00:46:43.840 know that it was my fault not their fault and a lot of people are like andy what the fuck you're

00:46:48.360 crazy no i'm not it is my fault because i didn't either give them the tools i didn't give them the

00:46:54.060 information i didn't give them the training i didn't provide them with enough understanding of

00:46:58.020 how they could improve their lives there's something that i should have done better that

00:47:02.620 would have elicited a response out of that person and i didn't do it right you know and a lot of

00:47:08.160 people argue that point but listen it's a lot easier to go through life taking responsibility

00:47:12.700 for everything than it is to blame everybody else for everything absolutely and if you go blame

00:47:17.120 everybody else that that you hired uh and when you fire them you're you're losing you're going to lose

00:47:23.340 respect to your team you're going to lose respect of the people who who uh you know you're firing

00:47:30.160 you know what i mean if you look at somebody in the eye and say hey i'm gonna have to let you go man

00:47:36.180 you know and here's why we're in a position where we can't afford to keep this from happening anymore

00:47:41.900 whatever this is and i've tried to work with you here i've tried to work with you here i don't know

00:47:47.560 what else i can do to cultivate the response or the performance i need from you um which means i

00:47:57.280 failed you you know what i mean and by me keeping you here any longer i'm doing you disservice and i'm

00:48:03.880 doing me a disservice and i'm doing all our employees a disservice because you being here

00:48:08.440 is holding yourself back from maybe going out and finding something that you're great at um you being

00:48:13.700 here is holding our guys back from finding somebody who would be great here and i can't allow that to

00:48:19.040 happen anymore and and so because of that i'm gonna have to let you go right if you look at somebody and

00:48:24.880 that's the fucking truth if you look at somebody and you tell them the truth like that how could they

00:48:30.220 not respect you you know what i mean yeah you're telling them the truth the truth is you you have

00:48:36.900 an obligation to that person to not fucking hold on to them longer than than you should once you know

00:48:42.040 they're not going to work because you're you're you're you're doing what the managers do you're

00:48:48.120 fucking letting your emotional you know oh we need bodies take the place of oh we need quality bodies

00:48:56.620 you know and what that means is you're going to have to fucking deal with a problem you're going

00:49:00.780 to have to fill a spot you're going to have to find a solution and you're being fucking lazy is what it

00:49:05.640 comes down to you know what i mean so tell the person the truth you know you you you are holding

00:49:13.260 them back if you allow them to stay here when you know it doesn't work out and if you violate that

00:49:17.480 you know it's not a good thing to do right it's not everybody will understand that up front you know

00:49:24.020 people get emotional when they get fired i'm not saying they're going to leave your meeting of you

00:49:28.460 firing them uh with you know all excited and happy but i think once they calm down and think about it

00:49:34.340 and and realize that you actually did them a favor they're going to at least at a minimal

00:49:39.080 if they're a reasonable person at a minimum they're going to respect you right right so i think people

00:49:46.580 instinctively know i mean what you're saying you know in the world of sports if you have a a player

00:49:52.000 every once in an in a blue moon if you have a college player wash out of a program or transfer

00:49:56.280 to another program you realize that okay maybe that's just a miserably human being but if you

00:50:00.240 consistently have players transferring out of a program or washing out you ultimately know okay

00:50:06.280 that's the coach yeah that's the coach or it's the culture right it could come from the ad it could

00:50:10.760 come from the the manager it could come who knows where it's coming from right but it's the culture

00:50:15.580 you know and and as the coach as the ad as the ceo i am responsible for that culture right okay so

00:50:23.300 if you're if you're the guy who's saying oh it's impossible to find good help yes bullshit yeah

00:50:28.200 bullshit yeah you're not good at cultivating the right people at cultivating the right culture

00:50:34.440 or helping people excel in your program it's not them it's fucking you right and coming to that

00:50:40.420 conclusion is very hard for some people because some people have no self-awareness they think

00:50:45.580 they're great they think everybody else sucks right but if you have everybody walking out on you

00:50:50.100 or saying they you know turning over and you know all these things that go along with all these

00:50:54.380 i can't find good help that's that's you bro you're a bad leader right and what about that principle

00:51:00.940 and you and with that said you could become a good leader but it's going to take you admitting

00:51:04.820 that you're a bad one to become a good one right and it's that principle of like attracts like

00:51:09.560 you know so maybe if you're if your organization is one that you can never find any good help

00:51:13.780 maybe you're attracting people who are essentially like you well dude it could be yeah yeah you know

00:51:20.160 i mean is that unfair no i mean i know there are a lot of really good there are a lot of really

00:51:25.860 successful people that will say well look here's the quality of person out there is is just

00:51:29.900 generally lower dude here look you're not gonna fucking fool anybody that's what it comes down to

00:51:35.400 a lot of people who run businesses think they can pretend to be a leader or pretend to be a boss or

00:51:41.020 pretend to be a ceo and fill people with a bunch of bullshit the core values that you lay out for

00:51:47.020 your team you have to live those people are watching you they are paying attention to every single thing

00:51:53.380 you say every single thing you do you know i use that example of you know uh cleaning the pee off

00:51:59.620 the toilet seat you know and everybody laughs but i'm being serious right like if i walk out of the

00:52:04.300 bathroom and there's a little dribble on the toilet seat and somebody else walks in right after me

00:52:08.340 guess what everybody's talking about fucking five minutes later seriously yeah they're talking about

00:52:13.440 piss on the seat so if they're going to be talking about a little thing like a piss on the seat every

00:52:17.940 big thing you do people are going to see through so if you're not living the values that you set out

00:52:21.980 for your company personally and i'm not talking about pretending to live them i'm not talking about

00:52:27.200 pretending to live them on social media i'm talking about actually living them and standing for those

00:52:32.420 things you will never cultivate the respect that you need to build a great culture amongst your team

00:52:38.440 you will constantly have people quit you will constantly have people turn over you will constantly

00:52:43.920 have people say you're a bad person because you are

00:52:47.620 absolutely good stuff man yeah so let's recap real quick for people just so we can get your notes

00:52:56.580 straight yeah all right we on on hiring number one the eyes and the stomach are more important than

00:53:05.080 the head and the hands beat that into your head understand what that means can they see your vision

00:53:09.660 are they as hungry as you okay point number two and and point number one it's your responsibility to

00:53:15.980 paint the real vision of what you're going to do point number two learn to operate shorthanded before

00:53:24.340 you put in shitty people shitty people are cancerous to your customers they're cancerous to your

00:53:29.000 employees they will lower the standards of your company they will lower the standards of performance

00:53:33.680 they will cause you far more problems than having to do a little bit of extra work because you're

00:53:40.100 shorthanded okay point number three do everything you can to try to not hire the person before you

00:53:47.640 actually hire them because what you're actually doing is preventing them from having to be fired

00:53:53.420 all right think long term what is this person's values how can they fit in can they build a career

00:53:59.940 here or are they just going to be a body for a certain amount of time and try to avoid hiring bodies

00:54:05.600 all right on firing three points when you fire someone think of the offender not just the offense

00:54:14.360 all right will this person learn the lesson will the lesson be repeated will the mistake be repeated

00:54:22.320 is this person going where are they going to be when we're 10 times as big is this person going to

00:54:27.260 make the same mistake or are they not and if i hire someone new are they going to make that mistake

00:54:31.780 that's going to cost me that money start looking at mistakes as part of an investment and an employee

00:54:38.700 part of their education part of their phd in your program so to speak instead of saying oh they're

00:54:44.820 fucking fired because they cost me this because really what's going to happen guys is you're going to

00:54:49.100 repeat that same mistake with the new person you hired it's going to cost you even more money

00:54:52.500 and that makes you stupid not them all right uh point number two don't assume all firings are final

00:54:59.720 sometimes situations come back around so when you have to fire someone you know leave it open

00:55:06.960 possibly for unless it's like something bad like you know where they stole from you or the million

00:55:13.240 other really bad shit things can happen a character thing you know what i mean uh point number three

00:55:21.200 every single person you fire is a failure on your part 100 if the person stole it did one of these

00:55:30.440 real bad things that's your fault because people steal for a fucking reason and you know what that

00:55:36.620 you didn't you didn't recognize that person's character issues ahead of time to point them out as

00:55:42.240 someone who could potentially do that if the person underperforms it's because you didn't give them

00:55:46.600 the tools you didn't give them the help you didn't teach them what they need to know you didn't do

00:55:51.400 something that would actually spark that fire of becoming a productive member of your organization

00:55:57.520 that's you that's not them they might go somewhere else and be a tremendous employee okay

00:56:02.940 you are responsible for those people and you have to start acting like it and and above all else guys

00:56:10.120 on on this whole concept realize this people respect people that always want the best for them

00:56:19.460 if you're the kind of ceo that helps your people develop helps them become skillful helps them become

00:56:27.880 the kind of person that their potential will allow them to be no matter what happens if they move through

00:56:34.660 your system and move on to somewhere else if they stay in your system and help you win it doesn't

00:56:40.380 matter good things are going to come of your goodness that you give to these people so guys do

00:56:48.620 the right thing treat these people right care about them you want i get this question all the time oh i

00:56:54.540 want my employees to care about the customers you know how you get your employees to care about the

00:56:57.940 customers you care about them that's how it works all right guys uh i just need to insert something

00:57:05.840 about the contest guys uh the mfceo 100th episode contest is still going on uh go to the mfceo.com

00:57:14.040 forward slash contest and just a couple of things um one is that we have had quite a few international

00:57:22.120 listeners ask if they're eligible for the uh for the contest um i don't know i i would i would guess

00:57:29.380 i mean i don't mind having somebody international come in okay all right so so yeah you guys are you

00:57:34.780 guys are eligible we'll just spend a little extra on your uh your flight but you're eligible hey man

00:57:38.780 support support yeah exactly i think it's cool that we get all these people from international yeah

00:57:42.620 like dude i get all these people commenting and sending me emails from you know i mean from

00:57:46.820 everywhere man australia we got a huge following australia i just had a guy hit me up this morning

00:57:51.360 huge following in south africa dude that's badass those two places i've never been to that i want

00:57:56.880 to go to you know a lot of uk guys um all of you guys man it's it's so cool to see and you know what's

00:58:03.300 cool is we talk about the values here in america but like these are values that that everybody succeeds

00:58:09.520 from you know what i mean um if you're a hard worker if you care about people if you do the right

00:58:15.300 thing you're gonna do well wherever you are right okay right it doesn't matter if you're in

00:58:20.040 uh pakistan or if you're in saint louis missouri okay what matters is that you're gonna make an

00:58:26.020 impact on other people that is gonna result in positivity and good things happening to you

00:58:30.200 will you become a billionaire i don't know maybe probably not but i could tell you what you will

00:58:35.260 become you will become more fulfilled you will become happier and you will become a better person

00:58:40.200 from listening and utilizing these values so guys i just want to say real quick you know i appreciate

00:58:46.060 all of you if you guys if you guys found value in this podcast please like i said just pay the fee

00:58:52.080 pay your dues like i post on instagram you know bring me one person we're trying to we're trying

00:58:58.540 to impact people we're trying to bring people up bring me one person and uh your dues are paid

00:59:04.600 absolutely and two other things guys the deadline for the 100th episode contest is november 7th i think

00:59:12.160 this episode will drop uh let's probably probably on two next tuesday which is november 1st so you'll

00:59:19.120 have a week from now meaning week from then uh so make sure you get it in by november 7th go to

00:59:25.080 themfceo.com forward slash contest the other thing is and i just have to say this uh those of you who

00:59:31.100 are entering the contest multiple times using various uh email addresses you're really not fooling me

00:59:37.020 and i probably ought to just automatically disqualify you but i don't know what do you

00:59:42.440 think andy hey man you know guys you're not gonna fool us like just play by the rules be fair

00:59:48.440 and let's you know i know everybody wants to win but i like the passion i do too but you know like

00:59:53.360 hey come on all right guys look i appreciate you guys i love you guys we'll hit you with some

00:59:58.260 thursday thunder in a couple days i'll see you then

01:00:00.420 this is for the cheese and this is for the hustler this is for the hustlers not back to the cheese

REAL AF with Andy Frisella - November 01, 2016

Know When To Hold Them, Know When To Fold Them, with Andy Frisella - MFCEO104

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