The Time My Employees Quit

Summary

• When running Gym Launch and Prestige Labs, I felt resentful of my team because I did most of the work and was earning less money while hiring more people.
• The real issue was our company culture lacked accountability, not any individual person.
• I decided to focus entirely on improving accountability within the team by implementing different measurement systems.
• Teaching my leaders to enforce accountability was challenging and led to many employees leaving or being let go.
• This was a painful but necessary process and now I am very passionate about maintaining strong accountability to avoid such situations in the future.
• In 2018, we had 120 full-time employees; after 12 months of intense focus on accountability, the team size reduced to 75 with no drop in revenue.
• The remaining team members were much happier after these changes.

Video

How To Take Action

I would suggest implementing a culture of accountability in your business for high-value results with low-cost effort. Here's how you can start:

Identify Accountability Gaps

First, take a look at your team or your personal performance. Where is accountability missing? Is there unclear job responsibility, missed deadlines, or lack of ownership? Identifying these gaps is the first step.

Set Clear Expectations

Communicate clear expectations to everyone involved. Everyone should know their role, what is expected of them, and the timeline for their tasks. Write these down to make them concrete.

Measure Performance

Implement simple tracking systems. This could be as basic as a shared spreadsheet where team members update their progress or for personal growth, a daily checklist of goals. You don’t need fancy software to track accountability.

Encourage Open Communication

Create a culture where people are comfortable discussing their work progress and challenges. Regular, short check-ins or stand-up meetings are a great way to keep communication lines open without consuming too much time.

Teach and Reinforce Accountability

Train your leaders to hold everyone accountable, including themselves. This could mean setting an example in taking responsibility for their tasks and timelines. For personal growth, hold yourself to a high standard and track your progress.

Address Resistance

Be prepared for pushback. Not everyone will like the changes. Address concerns openly and explain the benefits of accountability. Sometimes, it might mean letting go of those who consistently resist upholding team standards.

Review and Adjust

Regularly review the effectiveness of the accountability measures. Are they working? Are there areas for improvement? Make adjustments as needed to ensure continuous growth and improvement.

By focusing on these steps, you can build a culture of accountability that drives performance and satisfaction while keeping costs low.

Full Transcript

well we were running gym launch and Prestige Labs there was a point where I felt like resentful of my team like I did all the work why do I have all these people here like I was hiring people I was making less money and I took a really hard look at myself and at the team and the hardest thing to realize was that it was not any one person it was an attribute of our culture there was not a high degree of accountability and so the moment that I realized that I was like I really need to make this my complete Focus I started putting in all these different ways to measure accountability and to teach my leaders how to do so and it was so different than what we've been doing a lot of people didn't like it I had a lot of people leave I had to let go of a lot of people and overall it was a quite a painful experience and probably the reason that I'm so passionate about it now because I never want to have to go through that again back in 2018 we started with that 120 full-time employees after I went through about 12 months of really focusing on holding people accountable I had 75 employees with no change in revenue and everyone was way happier