Managing Employees 101 (Part 2) – Why Management Is Mentorship

Audio Transcription

Get ready to enter the thrive time show

All right. Thrive nation. Welcome back to managing employees. One

one I’d chop. I want to put a few business coach statistics on the show notes. Get that I know annex anecdotally, but there are statistics that I think most people aren’t aware of. So statistic number one, according to research conducted by Gallup, 70 percent of American employees hate their jobs. Put it. We’ll put them on the show notes so you can click the link. You can verify that this is a fact and not just my hyperbolic opinion. The second, the second fact I want to share is Marshall, what percentage of business coach employees, according to a CBS News and, uh, the US Chamber of commerce steal from the workplace, a whopping 75 percent.

so 75 percent of employees steal from the workplace. And I think that’s the ones that admit it. Seventy percent of employees hate their job. So, but I am going to take the employees side of the argument during this entire six part series called managing employees. One on one management is mentorship. Period management is mentorship. Now I wrote a book called will not work for food, where I can sit there and just blast you with statistics that share with you about the brokenness and the place where most people come from. But what happens is in our culture is most people don’t want to accept the reality of how bad the world is. And so by not accepting the reality of how bad the world is, what you are doing is you are creating a false, a false hope, that life will be different than it is. And you’re trying to manage based upon that, that false reality.

So as an example, if you believe that all of your employees have not gone through some really, really troubling and stressful things previous to coming to work for you, then you’re wrong. Then you’re going to be in a bad. You’re going to be in a bad, a bad position, so I’m going to give you some statistics that will blow your mind. Okay. And Chuck, just try to take note of um, as we, as we go. Okay. This is all cited in my book will not work for food and I’ll read it nice and slow because the pros go slow. If you’re trying to hide something or falsify numbers, you kind of go fast. But let me just go nice and slow. Everybody can can marinate on this. Okay. According to the Centers for Disease Control and Prevention, one in four women have been sexually abused before the age of 18.

One in four g’s and one in six men have been sexually abused before the age of 18. I am included in that list. So that means that more than 42 million people out there have had some type of sexual abuse previous to coming to work for you. Do you remember as a kid when your, when your father told you how life worked? Well one out of three of your employees don’t. One. And what this was according to fatherhood.org. And the US Census Bureau, the US Census Bureau and Fatherhood Dot Org, one out of three people live in a home where the biological father is absent. One out of three kids today don’t have a debt. Yup. Now, according to the Fulton County, Texas Department of Corrections Department of corrections is the Fulton County Texas Department of Corrections. 80 five percent of inmates didn’t have it at 85 percent of their inmates. Which means if you don’t have a father, you’re 20 times more likely to go to jail and one at a three of your employees didn’t have a dad.

Another example, according to a study done by the Department of the United States, Department of Justice, 70 percent of youth who are in in state institutions for crime, but they can’t go to jail yet because they’re not old enough. Right? Seventy percent of them come from fatherless homes. Did you ever remember what it was like to study with your parents to get ready for school? You know, maybe you struggled with spelling or still study with math and your mom and dad would help you with it? Well, according to an arb, an article written by Laurie Huff, Lori Hoff, it’s l o r y h o u g h and the Harvard School of education found that 50 percent of the 18 through 24 and 24 year olds surveyed by national geographic could not find New York on a map. Fifty percent of Americans between the ages of 18 and 24 according to Harvard, cannot find New York on a map. Now, according to USA Today, an article written by Michael Winter, Michael Winter W I n t e r now shows that just 40 percent of high school students meet the basic benchmarks needed to go to college.

Forty percent. Do you remember what your parents taught you right versus wrong? Yup. Well, according to a USA Today, article one in for teen girls in Chicago have a sexually transmitted disease, one at a forum in Chicago. According to a Reuters article, 16 percent of Americans between the ages of 14 and 49. So this is 16 percent of Americans between the ages of 14 and 49 have genital herpes. Sixteen percent and newsweeks story that Newsweek did a cover story called I crazy. It was revealed that one quarter of employees now use the Internet during the work day to visit pornography websites, one at a four. Do you remember when your parents told you not to lie? Well, according to research that was shown in ink magazine, 80 percent of people lie on their resumes. Do you remember when your parents taught you that a quitter never wins and a winner never quits?

Well, according to a study that came out in the Harvard Business Review, we show that now more people are quitting their jobs than are being fired, and this was true even at the peak of the recession. So in the American economy was the worst it has ever been. You know, when the economy collapsed, more people quit their jobs, then we’re fired. Do you remember when college was supposed to make you more intelligent and more hireable? Well, according to a USA Today article by Mary Beth Mark Lane, it’s m, a R K l e I n research now shows that just 50 percent check this out. Research now shows that students are spending 50 percent less time studying at college today than they did just in 2001, so the dropoff from 2001 to 2018. The average student spends 50 percent less time studying than they did in 2001. Whatever happened to common sense.

Do you remember when common sense was common? Well, and a $2,000. This is crazy, and a Newsweek article business coach research was conducted with interviewed 10,000 US citizens at random, a thousand US citizens and Newsweek did a study and they found that 29 percent of the people that they pulled aside could not name the vice president and 73 percent of the people that pulled aside couldn’t explain why we fought the cold war or what the Cold War was. According to a Newsweek article, it shows that now 50 slash 56 percent, according to Newsweek, 56 percent of us adults do not have a budget and one third admit to never paying bills on time. One third of Americans admit it, yes, there’s many more that don’t right now. This is a fun one for you. This is from USA Today. It now shows a Mary Beth markedly and again writing Mary Beth and M, a R K l e I n she shows that nearly half of the nation’s undergraduates.

These are people who graduated from college. Okay. Under to have a degree. You go to four year college, you get a degree and let’s say, I don’t know, psychology, history, whatever marketing they show that after their first two years of college, almost all of the students research. Okay. They researched all of the students two years into their college. Okay? They researched them all. They showed that half of them showed no gains at all in critical thinking, cognitive thinking, or any skill after two years of college. Now, another example today in college, through this report by written by Mary Beth Markley now shows that among the top activities that students spend their time doing now on college campuses because they’re not headed off time to study anymore, right? Twenty four percent of the people surveyed said they spent most of their time sleeping or socializing, so okay, now remember when you were taught that if you work hard and you commit yourself to excellence, that you can achieve the American dream will now post malone is the American dream.

The guy’s got tattoos on his face. He’s talking about partying like a rockstar. He’s an idiot. The American dream now consists of trying to be a social media celebrity. The dream now consists of trying to keep up with the jackass is there’s not very many people that want to be the definition of success. Back in the day you were deemed to be successful. If you stayed happily married, you can provide for your family and you achieve financial freedom. Now you’re considered to be super successful if you get tattoos on your face, act like a jackass and have tons of drug issues. So now you have people like post malone that are now the ideal. When back in the day, people like post malone used to be like the bottom feeders of society, but now because of their, their social media marketing gurus, these are just a few statistics that I will make available.

I’ll put it on the show notes and we’ll make it available for everyone to download. A free ebook. Copy of my book will not work for food. You can get the book if you just go to thrive time show.com. You can get the book free to download. If you can’t find the book, you could email us to [email protected], and every single statistic that I just shared with you is cited it sided. Okay, but everything I just said, if you hire employees, you got to understand people aren’t coming to you from a place of brokenness. So Marshall, you cannot manage people today unless you are committed to mentoring them. Why is that such a hard idea, marshall, for many people to grasp, they just want to give people a paycheck and think that they’re going to do well, but it doesn’t work that way. Why is it so hard for people to grasp?

Well, it’s because the people that, uh, a lot of businesses look to hire our high end talent, high end skill, but maybe they don’t have the character, okay. And the skill that they are hiring is not actually the skill that is of practical value to them. They’re leaving college without the marketable practical skills that they need to operate the business. So one of the things that we do in our group interview is we actually hire for attitude over skill and experience over skill and experience. And so if you come with a great attitude to the workplace everyday and a humility to learn, we will actually train everybody in the thing that they need in order to be successful at their job. And so mentorship is going to be a constant engagement with your employees in order to train them up to a level of proficiency that will allow them to produce revenue within the business.

Why is it so not healthy Chubb to believe that your employees don’t need mentorship. I’m talking about people that grow in people who are growing up without dads. They do not have any confidence. They don’t have any communication skills. People cannot. Most of the key people that I have grown up over the years in our companies could not previously used photoshop before working for us, but yet they had gone to college to learn graphic design. Most of the key people that are now great communicators in our organization previously could not publicly speak, but yet they graduated from college, were speaking, was taught most of the people who are now the best search engine optimizers in our company graduated from college where they were learning. They taught, they were taught marketing or internet marketing, search engine optimization, and yet we have to teach it to them. You cannot hire people who have the skills you want. You have to mentor people. You don’t understand. People have big gaps. They didn’t have dads. They didn’t have any role models. They didn’t. They weren’t taught. Their teachers were crap. They’re college professors were mentally absent. They’re business coach school teachers were terrible. Their parents were not at home. Do you get this idea if you want to manage people today? It is mentorship, chop and his mentorship,

and if you’re hiring for skill only, then you’re going to put up with a lot of, well, that’s not the way we used to do it or a lot of baggage or a lot of ego and so if you can get into that mindset and have a proactive business where you’re advertising, where you’re getting new customers where there’s actual revenue and profit, then you can actually hire people for their character and you don’t have to deal with all of their baggage. You can train them up like clay saying they need this and those a players are out there and they’re willing to learn and be coached, but you’ve got to actively recruit them.

I gotta I gotta just tell you this. I mean this is a huge deal. People talk about Phil Jackson, the former coach of the Chicago Bulls and Lakers and how he was able to guide Michael Jordan and Kobe Bryant to championships when nobody else previously could and nobody else ever did. After he retired and they say, well, how did he do it? That dude was a mentor man, right? He sat down and found out where every employee, in his case, basketball player had holes and he filled it with leadership and wisdom and guidance, and Marshall, you just cannot manage people if you’re not willing to cross the boundary and to get in to helping them become better people. You just cannot manage people if you’re not willing to mentor them. It’s not gonna work anymore. Well, typically the reason why maybe somebody would underperform or reject authority or not do what they’re supposed to be doing is a deeper level than, you know, whatever it is that they’re saying.

You have to actually go deeper and find out what is the root cause of this. And for some people that’s a, you know, a childhood experience or three, it’s, they don’t have a dad. They don’t have more. Women were sexually abused. One in four women sexually abused, one out of six men. I mean, look around your office. If you have 100 employees, 25 of them have been abused. Look around your church. You’ve got 100 people that go to your church. One of the four of those women were abused. If you have a church of 100 people, one at a six of those guys were abused, you have a church one out of three of those people come into church today, didn’t have a dad. Look around your office, look around your break room, look around your conference room because if you have 10, 10 employees there, if you have 10 employees in your conference room, three of them were abused and by the way, they won’t put their hand up and say, I was abused. They won’t do it. So they act in a certain level of dysfunction. They won’t make eye contact. They don’t know how to be on time. They not because they’re bad people, they just were raised by bad people. They’re raised by idiots. I mean a child doesn’t choose who raises them, right? So you’ve got to help build these people up. This is a huge idea. I feel like this is a big idea for somebody out there today.

It is a big idea, and again, we talked about this in an earlier episode, but overdelivering when it comes to mentoring your team is one of the most selfish things you can do as a business owner that you’re trying to build and replace yourself inside the business. You’re going to have to have those high character people there.

So I’m going to do now is I’m going to go ahead and play an audio. Uh, we interviewed one of our thrive employees and we asked them what, what’s it like to work at thrive now, this guy, his name is Noah. I’ve never heard this, uh, audio yet. I haven’t heard this audio yet, but Noah has worked at Disney world before. He works in our call center for elephant in the room. And we’re going to ask him what it’s like to work at thrive time, show at elephant in the room or any of the businesses that I own. So now that any further ado, here’s our interview with Noah.

My name is Noah murky and I work for elephant in the room and I’m a call center representative. So my experience working at thrive 15 show is amazing actually. I get to work with a lot of amazing people. Uh, so working for thrive time show is, um, it’s really different in the fact that you gain a lot of different experience and you learn different things from different people in different ways to cope with different ways of thinking. So like, um, making sure that you’re selling the correct thing and doing it in the right way. So the atmosphere here at the thrive time, a office is really just like a cool atmosphere. Um, you have a lot of like upbeat music and it’s really just gets you pumped for working here and it’s really cool. So the most challenging part of working at thrive is really just staying on top of your game because it’s literally like number one importance is making sure that you’re always doing your best.

The overall culture and the decor of the office is really cool. So it’s like more of like a rustic vibe and it’s getting like, I don’t know, the culture is just, there’s so many mixed match things that happen here and it’s, it’s kind of almost weird in a way that’s not weird working at thrive. You either have to really love it or you’re just not going to fit in because like I said, you have to be that goal oriented. You have to be like a hard worker and you have to always be diligent in making sure that you’re doing the correct thing. So if people are not doing that, it’s kind of against the grain and they don’t like that. So that’s why I think they wouldn’t like working here. My favorite aspect really is just getting to learn from all the different people like a John and clay are probably like my top right now.

Um, I kind of idolize both of them. I try to do like what they do and I try to mimic things that they do. So I’m really just learning from your business coach superiors and things like that and all the different things that you can just pick brains on people. So that’s, that’s probably my favorite way that I would describe thrive 15 to any one of my friends is simple and it’s awesome. It’s like one of the coolest experiences that I’ve ever dealt with and I’ve worked at Disney before. So that’s like a pretty, pretty high bar right there. And it’s, it’s honestly one of the coolest experiences that I’ve had in the working industry. Clay’s personality is I’m first and foremost weird, um, but also, uh, centric and really, I dunno, just like a down to earth, like he’s just, I don’t know, he’s just a really cool guy and it’s, it’s hard to explain clay and in so few words because it’s, he’s such a character really. My highlights from working at thrive 15 is really just all the amazing people that I get to work with, um, from the thrive team to the elephant team, um, to redmond growth. Everybody really is just amazing. And I, it’s, it’s really cool to just always be in their presence.

So whether you run a church or a nonprofit, a business of any kind shape or size management is mentorship. How do you manage employees? Management is mentorship. If the employees don’t think that you care, they won’t care either. Oh, you have to care about them if you want them to care about your product or service because nobody cares about haircuts. Nobody cares about mortgages. Nobody cares about real estate photography. Nobody cares about concrete. Nobody cares about optometry, they care about themselves, and if your employees feel like that, you don’t care about them, they are not going to come to work and it’s going to get weird. You have to care if you want your employees to care about your business, and now without any further ado, three, two, one, boom.