Look Who it Was Random video

Rule #45 : Your Job Doesn't End When They're Hired

1,038 views · Published 21 February 2018 · 3:52 · Indexed 8 November 2026

Channel: Sandler · 2018 · Education

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Rule number 45. Your job doesn't end when they're hired. Create an onboarding process to ensure success and then conduct an exit interview as well. Look, how many times as sales leaders are we struggling to fill a position? Because we know that as long as that position is not filled, I have to do the work because the revenue has to happen. I'm in the field. I'm a player coach now. When somebody comes in, I spent all my time and energy sourcing all these applicants, interviewing, and then hopefully I find somebody that fits. Once they're there, I do this. Thank goodness. You know your job's not done there. I think your job's just starting, because once they're on payroll, you have to make sure that they're successful. You have to make sure that they are excited because, look, they just started. You want them to be successful, it's true, but they want to be successful as well. They just don't know how to be successful at your job.   I suggest that you have a great onboarding process. Here's what it is. Number one. Come up with a list of all the things that they should do to be successful. What are they? Don't do HR stuff. Let HR do HR. You. What are the things that they need to do in this job to be 100% successful? What do they have to know? What should they be able to do? There should be about 60 to 75 things. Number two. Put them in order of priority. Pull out a six-month calendar, and say, "What should they know, when?" I use Fridays, so that's mine. Every Friday,what should you know? I don't pick a Monday and Tuesday. What every Friday at the end of every week, what should you know? Now, put them in order ofpriority. Don't take stuff that they should know in eight years and put it in the first month. Think about the learning curve. Think about the growth curve, the knowledge curve. What should they know and when?   Step three. Give them an example of it. You just can't tell people, "Hey, I want you to be able to describe our top three products." Tell them what that means. Show it to them. You can't say, "You should know a 30-second commercial." I do. I say, "Hey, you should know a 30-second commercial." Show it them. Give them a written script along with an audio file if you can, but certainly let them read what you want them to do. Give them an example so they can mimic it. That's the bottom line. You want them to mimic what you think is great. For each of those things that you have on the list, give them an example. That's going to take a ton of work, but it will just blow your revenue through the roof. It's awesome.   Step four. Test it. Once you have the plan laid out, you have examples. Then, every Friday I'm going to call and say, "Hey, these three things you have to know this week. Let me hear them." For example, if you had to do a 30-second commercial, I want you to do it to me. Why? Because I want to hear it. I want to be able to coach and train. Also I'm setting up a culture of accountability. If you know what's expected, when it's expected, and I'm going to test it then you're to ... If you do it or not do it. If you don't do it, you shouldn't be here. If I have to chase you week after week, I've got the wrong person on my team. What we're really building is confidence and conviction. Why? Because if I gave you the tools to succeed, I gave you examples, then you feel confident that I'm focused on the right things, that I'm going to be successful. That's the bottom line. Ultimately, your job is not done when you hired. I think it just begins. Good luck.

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