by it just was an overall win. So how am I going to get all of the things on my plate done? Was the wrong question. Who can help me take these household items off my plate so that I can complete my work responsibilities without feeling completely overwhelmed? Was a better question. And I think it's Tony Robbins who said the quality of your life is determined by the quality of the questions that you ask, right? So asking who can help me take these household items off my plate is a better question. All right, so that leads me to this topic that I really wanted to chat about today, and that is okay, so I get the who is important, but how do you go from chaos to confidence when it comes to developing your team? So many people say, Yes, I know I need a team, but I'm I'm having turnover, I'm having struggles, or I can't find good people. This is a piece of the puzzle, right? So your team is comprised of who's who support you and allow you to do the work that's required to create the vision that you have for your future self. But building a team is hard, so maybe you can't find massage therapists right now, there's definitely a shortage of MTS out there. Or maybe you're looking for a nurse injector who's already trained, who you don't have to invest the time and energy into training. Or maybe you're just looking for a front desk receptionist, and no one is applying. So what I see time and time again is that when the founder starts to expand her team, conflict, frustration and ultimately, turnover happens, sometimes, 234, even five times before they get some level of grounding. And I know that that's probably not what you want to hear right now, but trust me, there is. Solution. So team building is a skill just like leadership. It is something that needs to be developed, and that is exactly what I want to help you learn about today. Now, before we get into these kind of key areas of transformation when it comes to team building, I have a great big favor for you. So over here at out of esthetics, we believe that a rising tide floats all boats. The lessons that I'm sharing with you here on the podcast are things that I've learned firsthand myself or have seen behind the scenes of the hundreds of accounts that we work with. So I'm sharing them so that others don't have to make the same mistakes, so that they can grow faster. So it would mean the world to me if you would take a minute and share this episode with a friend, you can send them an email with the link, or even just share it on your social media profile. All right. I appreciate you. Thank you so much for getting the word out about our podcast and helping our industry to level up. All right, so let's dig in here. First things. First, employees do not like uncertainty. I mean, humans in general don't like uncertainty, but employees are much more risk averse than entrepreneurs. So we are, if you're an entrepreneur, we are our own special breed. We are your people right here at auto esthetics, but understanding that we need to have clear, focused communications in the hiring process, the onboarding process and the development process is really important. But what does that look like? Well, it begins with the job description. We've got to be crystal clear on what all of the job duties are. How is their success going to be measured? Okay, so I get that all of this may sound basic, but you'd be surprised how many entrepreneurs are so busy and overworked that they are just hiring a bandaid. They just need a body to come in and help them. They expect employees will operate with the same drive and direction as they have, but there are a few things wrong with that entire thought process. So first, this is your business, not theirs. No one is going to care as much about your business, and of course, you can have some incredible employees. I know I do my employees at our company, they are chosen family. We really have become more of more than just like a group of people that work together. We are a group of people who have deep, established relationships on the personal side as well, these women that I'm so blessed to have on my team, I genuinely consider family. But even with that, even with that deep level of connection and respect, I have zero delusions that or expectations that they care about this company in the same way that I do, to the same level that I do. Of course they love it. Of course they're committed to our core values and our clients. But at the end of the day, I know I will always be more committed, and the one who takes the most risk, this is normal second your employees are not mind readers. They're not going to know what your core values are, what your top priorities are, what your expectations are, unless you clearly communicate them. So when you hire and when you move into the onboarding process, you want to make sure that you have a job description. You want to have an employee handbook that outlines all of your company policies. This also can include your non solicitation, your non compete, if you have one, what company benefits they're receiving, like sick pay or paid holidays, vacation, self care benefits. Now, inside a structure factor, we have all of these resources, templates, trackers, job posting, handbook, etc. But one of the coolest things that we created is this onboarding packet that really outlines in the step by step the really important pieces of the process that your new team members absolutely need to know now during the onboarding process, which we define as their first 90 days, I want you to be checking in with them on a weekly basis. Where do they feel like they're winning? Where do they feel like they need additional help? If you don't reach out and ask, it's far less likely that they will reach out and let you know because they don't want to disturb you, or they're going to just randomly stop you in the hallway when you're not expecting it, or they'll come in and break you out of a flow state, which doesn't mean that you're going to be operating as your highest self, ready and prepared to have. The conversation. Okay? So we also expect that all providers are paying for themselves after the first 90 days. Ultimately, we want them to do much more than pay for themselves, right? They need a profit in order to keep the company moving forward, but covering their own cost in the first 90 days is goal number one, and we've got a really cool employee break even calculator that helps you know exactly what that number is. Now from there, we move into the development stage. This is where your employee growth plans visually show your team members what their earning potential is at your company now we want your team members to be looking at their role in your company as a career, not as an hourly job that they can simply jump ship from if the slightest thing goes wrong. The growth plans provide tangible markers to measure the performance of your team. This allows them to know if they're doing really well and what exactly you expect in order for them to get a higher rate of pay. When you as the CEO, know that your team is performing to your expectations and you have an understanding of the KPIs that you're hitting, it makes it really easy to see the gaps that you have on your team and to have a clear understanding of who you need to bring on next to help you get there. It may be another provider, it may be head of marketing. It may be a virtual assistant, right? So I just talked about a lot of resources, processes, systems, and you may be like, great. Now I feel even more overwhelmed because I don't have systems around this. I am a band aid hirer. I don't even have an employee handbook. I don't even know what I'm required to be offering in terms of benefits so that I'm in compliance. Well, I learned a long time ago that you never present a problem without also presenting a solution. And since we are officially in the Black Friday window, I'm going to share with you what our Black Friday promo is coming up. Drum roll please. And it should come as no big surprise that we are offering structure factor at a Black Friday discount of 997 that is 50% off of our regular price. So the trainings inside structure factor, they're going to cover everything that you need to know from the pre hire process, the hiring process, the onboarding process, the development process, and more, plus, we've got ready to implement resources and templates that are going to take the heavy lifting out of finding your top candidates and getting them onboarded onto your team. So this offer starts on Black Friday. You're going to be getting some emails from us, and we'll go through Monday, December 2, okay, once you purchase, you have lifetime access to structure factor, including any updates to lessons and additional resources that we bring in. Okay, so you get to watch these videos as many times as you want. You have access to the resources if you already have purchased structure factor, don't purchase it again. We're always going to be updating that information for you, adding new resources in there. Okay, so make sure that you are aware of that again, this offer is going to go through from Black Friday through Cyber Monday, Monday, December 2 at 11:59pm, Eastern Time. So definitely, if hiring is in your future, if building a team is in your future, if you want to start asking better questions of who not how structure factor is the how to help you get to that place. All right, thank you, my friends. Thank you for listening. I wish you a very happy Thanksgiving. If you are here in the States, I hope that you spend time with family. I hope that you take time off to recharge, and we will see you back after the break.