Don’t Hire Someone Because of This

Summary

• When deciding to keep an employee, you should consider both loyalty and skill. It's never just one or the other.
• Assess what your business needs at the moment. If you need someone who knows exactly what to do and can teach you, hire for skill.
• If the role requires someone to do things a specific way you already know, hire someone more junior who you can train.
• Loyalty is non-negotiable. Whether someone is very skilled or not, they must be loyal to the company.
• Be cautious with highly skilled individuals who do not fit your company culture, as they eventually become troublesome and are typically let go.
• Always prioritize hiring people who fit well into your company culture.

Video

How To Take Action

I would suggest implementing a few key strategies that are both high-value and low-cost to improve your business or personal growth. Here are steps you can take:

Assess Current Needs

• Evaluate Your Needs: Look at what your business or personal project needs right now. Are you looking for someone who can bring in new skills and teach you? Or do you need someone you can train to fit a specific role?
• Role Clarity: Clearly define what each role requires. If it’s something new and you need expertise, prioritize skill. If it’s something you can train, go for a junior person who shows potential.

Prioritize Loyalty and Culture

• Loyalty as a Non-Negotiable: Make loyalty an essential part of your hiring criteria. This means hiring people who are not just skilled but are also committed to your vision.
• Cultural Fit: Be cautious with hiring highly skilled individuals who may not fit into your company culture. They might be problematic in the long run, even if they bring in technical expertise.

Practical Steps for Implementation

• Interview for Loyalty: Make questions about loyalty and cultural fit a part of your interview process. Ask about their commitment and how they handle alignment with company values.
• Skill Assessment: When hiring for skill, use practical tests or project-based evaluations to see if they can actually deliver what you need.
• Training Programs: Develop simple, cost-effective training programs. This can be as straightforward as mentorship from more experienced team members or online resources.
• Regular Check-Ins: Regularly evaluate your team to ensure they align with both the skills needed and the company's cultural values.

Personal Growth Tips

• Self-Assessment: Regularly check if your goals and skills align. If you need to learn something new, find free or low-cost resources like online courses or community workshops.
• Network for Loyalty: Surround yourself with individuals who are loyal and supportive of your growth. A trustworthy circle can offer high value at a low cost.

By focusing on these strategies, you'll be able to make informed decisions that benefit both your business and personal growth without significant investment.

Full Transcript

do we pay and keep an employee for loyalty or skill I mean both but I would say in terms of what do you pay for It's a combination of both there's really not one or the other and I think you also need to understand where you're at in your business and what's most needed you know whenever I'm hiring someone I'm thinking to myself is this a role where I need to have somebody that comes in and they know exactly what to do and be able to teach me or is this a role that I like done a certain way because I've been doing it a certain way and I would like to teach this person and if that's the case then I'm going to hire somebody more uh probably like a little more Jun that I can train up but if I have no idea how to do the job then I'm just going to hire somebody for uh who has 100% skills now in terms of loyalty that's a non negotiable to me so whether they're super skilled or not super skilled like being loyal to the company and acting in a manner that's loyal that's probably the most important thing to me because at the end of the day like what always happens is people be like oh gosh this person was so technically skilled so I hired them but they're kind of a dick yeah you know what always happens is you always end up firing those people so um prioritize for culture