← F.I.R.E.D UP with Krista Mashore
F.I.R.E.D UP with Krista Mashore
Why Your Team Is Underperforming And It's Your Fault, Ep. (964)
00:06:08
If your team is underperforming, it’s not their fault, BUT it’s yours. Strong leadership drives strong results, and accountability starts at the top. In this new episode, I reveal the exact accountability system I used to take my business from...
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So if your team is underperforming, it's not on them, it's actually on you. The way you handle it, it determines if you fix the problem or let it destroy your business. Listen, I brought a business from zero to $68 million in seven and a half years, and here's how I did it. Let's get you fired up.
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Financially independent, Retire early. If you're a small business, professional or entrepreneur, and you're looking for a way to stand out amongst your competition, then this is the podcast for you. We focus on relevant digital marketing strategies and tools to help you stand out in your industry and become the market leader in your profession. Hey, we don't hold back on this podcast. We say it like it is. And sometimes you may not like what you're hearing, but I guarantee you, you'll know the information given is truly what you need to do to take your business to the next level. So hang tight, because you're about to be fired up with me.
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Krista Mesher. I'm going to give you the exact accountability system that I use to turn underperformers into top producers step by step. Underperformance is killing your growth of your company faster than almost anything else. But here is what you need to know. It's rarely about laziness or incompetence. It's always almost about unclear expectations and weak accountability. And accountability. It doesn't start with your team. It starts with you because you're the owner. Step one, set crystal clear expectations with them. Most performance issues start because your team doesn't know exactly what good looks like or great looks like. If you're fuzzy, they'll be fuzzy. So ask yourself this question. Does every role have a clear job description? Does every department have measurable targets? Does each team member know their KPIs? Do you have clear SOPs laid out? Let me tell you something that happened to me recently. Recently, I was realizing that my profitability was going down and it was costing me more money every the cost per lead was going up, the cost per acquisition was going up. And I was like, what is going on? So what I did was I jumped on the call with my team members and I had them walk me step by step on how they actually generate emails and who they send them to. Do you want to know what? I immediately found out that they were actually clicking this button and excluding over 180,000 contacts, contacts that I had paid, that I generated lead magnets and paid to get these contacts. And the reason that they were doing it was because one leader at one time told them that this is the way it should be done. And none of them ever even questioned it. Now here is the worst part about it. It's actually my fault. I should have had clear expectations and clear guidelines on exactly how to send an email, who to include, who to exclude and why. And there should have been no questions asked. It was my fault. Now let me tell you that one mistake alone, that clear lack of expectations, cost my company multiple millions of dollars because it had been happening for over 12 months. Do the math. Step two, make them measure themselves. You see, accountability works best when they track their own performance, not you. When people measure themselves, they naturally improve because they're aware of the gap. Research shows that what you track actually grows. That could be a daily KPI tracker, a weekly scorecard, the end of the day or end of the week reports. It's like stepping on the scale. People who weigh themselves daily, they actually lose weight without changing diet or exercise because they're aware simply because of awareness. And that awareness drives better behavior. Step three, Reinforce relentlessly. Underperformance doesn't fix itself. Feedback is the multiplier that speeds up improvement. If someone is at a six out of ten, show them the exact steps to get eight and, and then ten. Recognize progress, not just perfection. Yesterday's five becoming today six deserves recognition. It keeps momentum alive. It gets them excited. Accountability is not a one time talk, it's a loop. So set expectations. So let me give you an example of what we do in my leadership. I've got a leadership team, right? And so every week we have a leadership meeting and we set certain goals and expectations for each department. And then what happens is the leader goes back and meets with their team and, and they meet with them frequently throughout the week and they track their performance. And people don't just talk about like oh I sent an email, I did this or that. They'll have their team give feedback on measurable results, things you can actually see. For example, I was able to build this website or I was able to build this landing page. I sent out, you know, a 30 day action plan or follow up sequence for this specific funnel, things like that. Very, very measurable. If your team is underperforming or you feel like they're not getting enough done, one thing that you need to do is have them create and do a time study. You actually should be doing this every single quarter. What is a time study? A time study is where they, they write down every single thing that they're doing every 15 minutes. Now here's the thing. They're going to think, oh my gosh, this time study takes so much time. Well, the deal is, is that they need to be aware of how much time they are wasting. And here's the thing, when somebody is doing a time study, they're much more productive. They get more done because they're aware of what they're doing. But which means that if they're noticing during the time study that there's lots of gaps and, and wasted time, it's even worse the rest of the time. Does that make sense? So every single 15 minutes they need to write down exactly what they're doing and being very specific. And here's why. Because sometimes they might go research something and then get onto this huge rabbit hole and realize they spent three hours doing that. Or they might realize that somebody came into the office and actually took 30 minutes of their time with and they should have had a sign on their wall that says hey, do not disturb. They need to be self aware of how they're actually spending their time and then later on they need to actually analyze their performance. How much of it was done on strategy, how much was done on tactical, how much was money making activities, how much was working on the business, how much was working in the business. You should actually do this as well, especially if you're a leader in your own personal life as well. A time study will absolutely help you understand this underperformance is a symptom, a symptom of your leadership. Low accountability is the disease and the cure starts with you setting the standard, creating clarity and following through. So if you want more tactical leadership strategies like this, hit subscribe and tell me in the comments what team challenges you're facing and I might cover yours next. I'm Krista. Hope this is helpful. I can't wait to see you next time.