ve tolerat staff with attitudes that exce Hire People who their talent because I thought they were irreplaceable, but after they left, the peace and joy that return made me realise that they weren’t worth the impact on the culture.
Culture matters. It’s the essence of your BRAND.
Hire people who are align with your values.
While we’re on the topic of staff, let’s move to the next lesson.
Lesson 4: Develop Your People
It’s only recently that I realis that I’m actually belgium email list in the business of growing and developing people, not marketing, digital marketing, or social mia.
We’ve always hir juniors, many of our top staff start out as juniors. I’ll bring you on board at any age and retrain you in digital marketing if you’re prepao earn peanuts while we do so.
And as you learn more, so you earn more… a fair exchange in my estimation.
This brings me to the the ultimate guide to the instagram algorithm: how to increase your visibility and generate leads lesson of juniors. I realis recently that having a few good juniors in the business is key for keeping the staff development relay race going.
Our juniors all start on our internal brands: Shift ONE, the Digital Marketing Academy, and the Dylan Kohlstadt brand (yes, they create my content for me, who has time). Once they’ve master those, they get movonto the 2-3 small clients that we keep on simply for this purpose.
to please and for little return, but they’re the best place to cut your eyeteeth as a junior digital marketer.
Once our juniors have nail this phase they are ready for a bigger account, either to support a lead Digital Marketer or to run an account themselves.
Developing juniors takes time
, energy, and effort to train, and within 3-6 months they should be able to move on to a small client. If not, you’ve wast that developmental spot and now you have a gap in your pipeline.
So the lesson was if you germany cell number bring in weak junior staff, the whole system fails when a staff member leaves or a new client is brought on board and you don’t have someone ready to step up.
So, we out the weak quickly and don’t keep them on just because they have great personalities or bring you coffee each morning!
It’s my job to consciously create opportunities to train and teach and share my knowge with the team, passing on what I know, which brings me to my next lesson.
Lesson 5: Be Involv
I’m not naturally someone who loves to execute – I’d much rather delegate.
After I completmy Gallup Clifton Top 5 Strength Finder Analysis it was confirm to me: I can do the work, but I’d much rather delegate.
When I realisthat it m