Hiring Family In Business ? - Donni Wiggins

Social Proof Podcast

Social Proof Network

Entrepreneurship, Business

5 • 2K Ratings

🗓️ 2 July 2022

⏱️ 4 minutes

🔗️ Recording | iTunes | RSS

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Summary

This is a clip from How Do You Get Your Team To Stay Loyal ? - Episode #263 w/ David & Donni

Who are the people around you that you would label loyal, dependable, and trustworthy? For content creators, business owners, and those who embrace the title of CEO, building a loyal, consistent, and vision embracing team is vital to long-term success! In this episode we’ll dive into :

- Consistency, Evolution, and Potent Collaboration : Why there is a need to stay your course, invest heavily into personal development, and envision your future consistently.

- Attracting High Skilled Team Members : What it takes as a business owner to cast a vision, build a culture, and personally develop enough to attract top tier talent. Do you look for those with an entrepreneurial mind or those who are okay with being loyal employees?

- Skill Sets and Pay Structure : How to think through compensation packages for team members in a changing economy and what to use as frames of reference for fair wages.

- The Truth About Team Culture : Why shooting for a “family feel” on your team may not be best for a culture of accountability, execution, and transparency about satisfactory performance.

And so much more!

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Transcript

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0:00.0	previously on the social proof podcast.
0:03.2	Because at the end of the day, that's the danger of building a team, a culture on your team that
0:11.9	makes people feel like family. We talked about this too. I definitely believe that there needs to be
0:19.9	a very cohesive team that feels comfortable enough to come to you that you can laugh with and
0:26.2	have fun with. But we have to draw a line that family feels sounds good. But in actual execution of
0:34.4	being a boss and running a business, it becomes dangerous. Because then you have the other person
0:38.7	situation where he says his his team came to him like they rallied up because they're like family.
0:44.4	So they're having these sidebar conversations is like, yo, we see how much money he's making,
0:48.7	we want more money. And so then the approach to him is I'm not doing any more work family unless
0:54.0	you pay me fam. Like I get you understand fully that I'm your boss, right? Yeah, Lee, you would
1:02.8	never go. I didn't hear that part. But that's what happened. Like, you know, suddenly the job just
1:07.7	stopped being done cold turkey and he's reaching out. Like, hey, what's going on? Well, you know, at this
1:12.6	point, you know, I just feel like I deserve more money and I'm not going to do any more work until we
1:16.1	discuss this. And you have to look at what you're being paid based on the actual role that you're
1:22.7	providing. And sometimes you can match yourself out, which is why as a CEO, you also don't stop.
1:28.4	You don't start people at the top of the pay scale because you don't have any room to accelerate
1:34.2	their pay when it starts to feel still when it starts to feel like the same thing over and over again.
1:38.4	You kind of want to leave yourself some room to negotiate, but you got to get really, really clear
1:43.1	on the tight. Do you want people come into you as your boss saying, yo, fam, you know, what's up?
1:48.5	Or feeling comfortable enough to tell you what they're not going to do until you do X, Y, and Z,
1:54.1	I don't want that kind of culture in my company. I want people to know that I love them and
1:59.2	respect them and care about them. And if they're struggling through a hard time, they can, they can
	...

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