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today i'm going to cover exactly why you as an owner or executive over an area need to be 100 unreasonable with low producing staff members hey everybody greg winter egg here welcome back to the channel be sure to subscribe hit that notification bell so you don't miss any of the awesome content that we are pumping out three times a week now today i'm going to speak to you like straight from the heart owner to owner business owner to executive manager over an area i'm sorry but there's times when you have to be tough and when you have a low producing staff member somebody who's not performing at the level that they are being paid to perform at someone who is chronically five minutes late 15 minutes late children are sick dog is sick their car won't start i mean there's you know the list of excuses as to why someone can't produce you just can't tolerate it one person like that in your business it takes four or five people to clean up the mess to get the production that you're paying them to get so here's the point you are paying somebody to do a job and as the owner or the executive over that area you must demand that they get the product of that job or they can't be there i'm going to tell you a story i learned this lesson actually my freshman year of high school football so we're out there it's it's august we're doing two a day practices you know run wind sprints until you puke and we work hard to get on to the team and i was playing cornerback that's on defense all right i generally cover a receiver there's one game it had been raining all day the field was a muddy mess and the my man comes out he makes a cut i plant my foot i fall on my face and my man catches the ball right in front of the coach i pick myself up off the ground and he's right on my face he's like wondering that was your man i'm like yeah i know coach but it's wet out here he was right in my face mask will you figure out how to stand up or i'm gonna find somebody who can and i'm telling you i didn't fall down again because i'm not running wind sprints till i barf to watch somebody else play my position standing on the sideline and i figured it out i never fell down again and my man never caught another ball so here's the point i had a staff member once who showed up exactly the way i describe it here on a monday morning hungover uniform top inside out and backwards i'm looking at the tab no makeup i don't care about that but the hair was just a disaster i called her back into my office i'm like what is up with you well i had a fight blah blah blah my boyfriend i'm like listen you go home and you get yourself ready to work or i'm going to find somebody who can show up time ready to work never happened again so here's the point you can call it tough love you could call it whatever you want to call it but just take a look at it from this viewpoint you are paying somebody a certain salary or a certain dollar amount to get a product to get an end result something then that can be exchanged with the customer or something then even within the company that they have to do their job so somebody else can do theirs and so a has to do their job so b can do theirs well if a doesn't do their job then b has to come back and do a's job now you're paying two people you're paying b and a to do a's job this is not only criminal to a degree i'm talking about just completely destroying morale it destroys the numbers on the profit and loss statement it it is and it's rewarding someone for non-production it's rewarding a when b has to come over and do a's job now of course when a is first hired a has 90 days to figure it out actually i prefer they figure it out in 30 days but if they're moving in the right direction then i'll give them 90. but i have many clients who like if they if they can't pick it up in two weeks i'm kind of done so you have to be very very unreasonable as an owner about this point we have client after client after client they've given them not just three months they've given them six months three years six years well they're just not skilled in that area but you're paying them to do that so listen the other staff are not going to respect that kind of leadership b is not going to respect you as a leader when you know a is not doing their job a is soft a can't show up to work on time and b is not going to be happy with you if they have to constantly go back and do a's job because when b is doing a's job b is not doing b's job and so then c can get upset with b because now c is doing b's job because i mean come on i don't i don't need to be any more clearer than this so listen here's the point as an owner or a manager of people it is your job to get them to produce and it's fine to have empathy and sympathy for certain circumstances but you cannot be soft on production so at the end of the day you as an executive are getting paid to get the employees under you to work and get the end result as an owner if you're being soft unreasonable on this non-production you're taking money out of your pocket out of your family's pocket this could end up determining where your kids go to school and if or when you retire so there's nothing good that's going to happen in the end by being soft on low production [Applause] [Music] you