If you also hired somebody and it didn't work out, you're not alone in this.
Could the problem be not the person, but what they were given? An explanation out loud, once, on the first morning. Or “you'll pick it up as you go”. And “no initiative” is almost always a person who doesn't know what they're allowed to do.
And it costs you. “It's faster if I do it” is true today and wrong next month, because meanwhile nobody learns. “It costs money not to spend money pretraining for a post.”
And as long as what the role requires isn't written down anywhere, three months later you are recruiting again, and you find exactly the same thing.
I set up sales meetings by phone, ran sales meetings and service meetings, and started building systems and automations for business owners. That is how I learned to deal with business owners and to solve technology problems in business.
I took those jobs from a place of personal growth. In each one I asked myself “what can I learn in this job that will serve me in the future?” And that is why I am against “you'll pick it up as you go”: whoever learns that way learns a version of their own, and somebody has to correct it afterwards.
Axel Jedlitschka
Know where to look when somebody is not performing, and why the list is far shorter than it appears.
Know exactly which document you have to write for every role.
Understand why a one-page document changes how confident a person is at work.
Know why it is your most experienced employee who is most likely to get stuck, and why that is not their fault.
Know that “doing it all yourself” is a diagnosis with a named cause, and what that cause is.
The list of guesses has no character, motivation, generation, market or luck on it. There are two reasons, both of them yours: you did not recruit, or you did not train the person for the role. The second is solved by one page that says what the role is. In the booklet that page is called a hat, because a hat means the duties of a post.
Without a page like that, you have a mob, not a team: people who are each capable, with no division between them that anybody knows.
The Person I Hired Isn't Working Out · a booklet by Axel Jedlitschka
A diagnosis that divides into two things only, and a one-page document that solves the second of them.
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50 pages, 10 chapters, the nine components of a role document, and five exercises
Price: No costNo credit card, and no chapter is held back for payment
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By Axel Jedlitschka
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You leave your details, and a thank-you page opens right away with a button to download the booklet as a PDF.
Yes. No credit card, and no chapter is held back for payment.
If you take one thing away from the booklet, take Chapter 3. There are nine components in it, and you can write most of them tonight.
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The booklet is complete, and no chapter in it is held back for payment. Every quote in it is anchored to a line in the source: 62 anchors, no failures, checked in the original Hebrew edition.
In a one-person business with one employee, the person responsible for training is you. And you can do it all yourself even when you are completely alone.
No. “It will not teach you employment law and it will not hand you screening tests.” The booklet is general knowledge about managing people, and it makes no promise about hiring, getting hired or letting people go.
A question about the booklet: send a message on Instagram to @theonlyaxelj.
You can recruit again and find the same thing, or you can pick one role and write four things tonight. One page.
A 50-page PDF booklet: 10 chapters, the nine components of a role document and five exercises, at no cost.
Price: No costNo credit card
The booklet is yours right away, at no cost. You only get marketing messages if you tick the box, and you can unsubscribe at any time.
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