Section D. Expanded Employees Chapter.

If you want to go fast, go alone. If you want to go far, go together. African proverb.

Lost chapter, author, note. Obviously, there's an employee chapter in my $100 million leads book.

I ended up cutting over half of it because I thought the chapter got too long and it started creep into operations.

But enjoy the frameworks inside. They've been useful for me to transfer skills to teammates,

which is what you need to ultimately do to scale.

June 2021. The new sales director piped up. I know we came in under our goal again,

but I don't think we need to change anything. We'll hit this quarter. I started around the room and looked in every direction but mine. The silence was long enough for the executive assistant to mark the topic covered and move on. No wonder we missed our cold outreach call for the second quarter in a row. Nobody challenged the failure. What, so now we think third times the charm? Wait, I said, now everyone looked in my direction. I'd like to know why we didn't hit this two quarters in a row. I know we can sell. So if we want to make more sales with cold outrage, then we need to do more cold outrage. What's the issue? We lose a rep every four weeks, the sales director said. Aha. Okay, why is our turn so high? I was wondering the same thing,

but HR says we're actually below industry average for the position, he continued. But by the time we

hire and onboard another one, another one turns out. I saw the HR director nodding in agreement,

getting warmer. Okay, so the issue's hiring, I said. So what's the hiring situation like?

We hire one out of every four candidates that HR pushes to us. So if they turn out as fast as we hire them,

and you only hire one out every four, that means you get like one candidate a week. Yeah, about that.

Almost there. Gotcha. Now I looked at the HR director. What's the screening situation look like? We get one qualified candidate per 10 screening interviews, give or take, she said. So it takes 40 interviews to get a single low-skilled frontline worker? I guess so, she said. Bingo. All right, we need to change things up.

I said, we're bottlenecked at one-on-one screening. Start interviewing in groups and look for crazies.

Just look for them there. Push everyone else with good work ethic and basic social skills over to sales. We can teach the

rest. Agreed? The team nodded. Within six weeks, hiring out pace churn. Our cold outreach sales

increased in lockstep. By the end of the quarter, cold outreach sales had doubled and made

up more than half our total sales. The issue wasn't our cold outreach methods, skills, or offer

overall. We shouldn't have enough people doing cold outreach. If you use the methods described at $100 million leads, you'll see more engaged leads flow into your business. More engaged leads means more customers, but as you grow, so does your workload. In due time, it will take more work that any single person can handle. And you can solve the problem of too much work for one person by having

more people work. In short, to advertise more, you need more workers. And this chapter will show you how

employees work, why they make you wealthy, how to get them, and the method I use to turn them in the lead

...