What do you do when you have a team member resistant to Clockworking? This question comes up much more often than we ever anticipated within our Accelerator group, so we figured we’d cover it here on the podcast in addition to the new module training within our program.
Three clues to know if this episode is for you:
You’ve decided to Clockwork your business but have a team member resistant to it.
You ask “how long does the Clockwork program take” instead of realizing Clockwork isn’t a task you add to your plate but actually becomes a part of your culture and a way of thinking.
You find yourself in a cycle of hiring + firing.
Remember, just because you’ve always done it that way doesn’t mean you should continue.
In this episode of the Run Like Clockwork Podcast, Adrienne shares 3 tips to either get your team member onboard or get clear on if they’re no longer a good fit for your company:
Make a list of all the benefits of Clockworking the business for your team member. Adrienne gives 3 really amazing examples to get your list started. Also, listen to the interview episode where Mike Michalowicz’s team member, Kelsey, shares how she Clockworked herself from personal assistant to President!
Communicate the benefits to your team member and have a conversation with them to hear their concerns and address them one on one.
If you’ve done the first 2 steps, then you must clearly communicate your company culture of Clockwork and make a decision if the team member is a good fit for your company as it moves forward and grows.
So whether you’re helping a team member get onboard with the Clockwork culture of your company, getting out of the hiring + firing cycle, or getting clarity on if/when to let that team member go, we hope this episode helps you!
Let’s continue the conversation over in our new free Run Like Clockwork Community! Let us know if this is something you’re currently experiencing and if you’ve tried these tips!