# "My Employees Don't Take My Business Serious...Why?" ## Метаданные - **Канал:** Alex Hormozi - **YouTube:** https://www.youtube.com/watch?v=JDkiAxSd5Ms - **Дата:** 30.07.2022 - **Длительность:** 4:58 - **Просмотры:** 34,122 ## Описание Download your free scaling roadmap here: https://www.acquisition.com/roadmap-yta222 The easiest business I can help you start (free trial): https://www.skool.com/hormozi Business owners: Want to scale faster? We provide in-person advisory for companies doing at least $1M per year: https://www.acquisition.com/workshop-yta222 If you're new to my channel, my name is Alex Hormozi. I'm the founder and managing partner of Acquisition.com. It's a family office, which is just a formal way of saying we invest our own money into companies. Our 10 portfolio companies bring in over $250,000,000+ per year. Our ownership stake varies between 20% and 100% of them. Given this is a YT channel, and anyone can claim anything, I'll give you some stuff you can google to verify below. How I got here… 21: Graduated Vanderbilt in 3 years Magna Cum Laude, and took a fancy consulting job. 23 yrs old: Left my fancy consulting job to start a business (a gym). 24 yrs old: Opened 5 gym locations. 26 yrs old: Closed down 6th gym. Lost everything. 26 yrs old: Got back to launching gyms (launched 33). Then, lost everything for a 2nd time. 26 yrs old: In desperation, started licensing model as a hail mary. It worked. 27 yrs old: "Gym Launch" does $3M profit the next 6 months. Then $17M profit next 12 months. 28 yrs old: Started Prestige Labs. $20M the first year. 29 yrs old: Launched ALAN, a software company for agencies to work leads for customers. Scaled to $1.7mmo within 6 months. 31 yrs old: Sold 75% of UseAlan to a strategic buyer in an all stock deal. 31 yrs old: Sold 66% of Gym Launch & Prestige Labs at $46.2M valuation in all-cash deal to American Pacific Group. (you can google it) 31 yrs old: Started our family office Acquisition.com. We invest and scale companies using the $42M in distributions we had taken + the cash from the $46.2M exit. 32 yrs old: Started making free content showing how we grow companies to make real business education accessible to everyone (and) to attract business owners to invest or scale their businesses. 34 yrs old: I became co-owner of https://Skool.com, which is a platform for people to build communities online, making a living doing what they love, with people like them. 36 yrs old: I did a $106M book launch selling 3.6M copies of my $100M Money Models book, in 72 hours, breaking the Guinness world record for the fastest selling non-fiction book of all time. Today: Our portfolio now does $200M/yr between 10 companies. The largest doing $100M/yr the smallest doing $5M per year. Our ownership varies between 20% and 100% ownership of the companies. Many of them we invested in early and helped grow (which is how we make our money - not youtube videos). To all the gladiators in the arena, we're all in the middle of writing our own stories. The worse the monsters, the more epic the story. You either get an epic outcome or an epic story. Both mean you win. Keep crushing. May your desires be greater than your obstacles. Never quit, Alex DISCLOSURE Information shared here is for educational purposes only. Individuals and business owners should evaluate their own business strategies, and identify any potential risks. The information shared here is not a guarantee of success. Your results may vary. Copyright © 2025. ## Содержание ### [0:00](https://www.youtube.com/watch?v=JDkiAxSd5Ms) Intro in this video I'm going to give you three ways to guarantee that people do not do what you want them to do especially employees in a business every one of us every day has tried to influence people internally in the business to do things that we want them to do we try to influence them with money praise and accolades with a big Vision so that they get internally motivated to do the stuff but some people don't do it and so in this video what I want to do is break down the three best ways to guarantee that no one does what you want them to do you can take this process and you can reverse it if you want them to do what you want them to do but if we think about the things that we can do to get them to not want to do what we want them to do then it's much funnier from ### [0:30](https://www.youtube.com/watch?v=JDkiAxSd5Ms&t=30s) Communicate the expectation the top the easiest way to make sure that they do not do what you want them to do is don't tell them don't communicate the expectation don't even let them know that you want them to do it if you even do let them know that you want to do it make sure you don't record it because if you just say it in passing or say it on a conversation or a zoom call and it's not written anywhere you can still virtually guarantee that they're not going to do it especially if you don't repeat it don't ask about it frequently one line item on a quarterly report that happens versus you checking in twice a day about a statistic like if you do that they're definitely going to think it's important so don't do that just try to ask for it as infrequently as possible even so not even give them the metric to track so that's number one ### [1:05](https://www.youtube.com/watch?v=JDkiAxSd5Ms&t=65s) Dont train them number two is make sure they don't know how to do it so if you want them to do something give them the task it's clearly communicated you repeated it you did it in a recorded fashion you do it frequently in terms of how frequently ask them but then just make sure they don't know how to do it it's the best way to set them up to fail don't train them around what you want them to do in general don't train them on how to prioritize their time so that they can get it done given their workload and then also make sure that you don't tell them how you specifically like it done because everybody has preferences right just make sure you don't train them on any of those things first two items in the Triangle Alex is how to make sure people don't do what you want them to do triangle the third piece of this ### [1:38](https://www.youtube.com/watch?v=JDkiAxSd5Ms&t=98s) Make them unmotivated triangle all right this is a killer motivation we want to make sure that they are as unmotivated as humanely possible and maybe even ideally motivated or incentivized to not do it a couple ways you can do that is one don't pay them or directly compensate them for doing it number two you want the work to feel as pointless as possible you want them to feel like they're digging a hole only to push the dirt back in at the end of the day and then have no one there to even see that they did it you want to definitely not praise them for digging a good hole and then not actually show them that hole is how you lay pipe how you lay electrical lines to turn a building on jez I'm just killing it right now you don't want to show how it benefits other people that they care about within the company so for example if I said hey John I need you to put the call notes in from your sales call because Susie in finance it makes her life five times harder have to go through all this stuff and she can't be with her kid because she's working overtime taking all these calls trying to glean all this data going through customer support logs to fill in the blanks that you could do in 5 minutes and I know that you're the type of person so we went from purpose other people they care about to now we're going to talk about their own self-interest which is like I know you're the type of person who is honest right of course well you wouldn't promise something that's not real right okay well what you're doing right now you might not know it is that you're not giving us the notes to actually fulfill on the promises you're making so appeal to values and then you can also appeal to self-interest in the most tangible way you make more money by doing this when you do this thing it actually helps us sort through the applications so you can close a higher percentage of people at higher prices so you make more money per hour if you take these 5 minutes does that make sense cool and on top of that there's a little nugget on your bonuses according to making sure that you fill out call notes for over 95% of sales calls if we did that we'd have a high likelihood that they would do it so you want to reverse that whole equation when you're thinking about having a lens through which to have the conversation with somebody who's not doing the things that you want them to do this is how I would approach it this is the scripting I got this from Ila all cudos go to her she has a great YouTube channel you should check it out is say hey Johnny it's not like you to not attend to the details is it that you didn't know you don't know how or is it that you don't want to one we protected the person's ego cuz we said it's not like you so I'm not attacking you I'm attacking the activity it's this tiny little shift that makes these conversations so much easier then you give them a context through which that they can reply is it that you didn't know I didn't tell you I didn't record it I didn't talk about it frequently and I didn't give you the metrics is that what it is or is it that training wise I didn't train you on how to do it how I want you to do it and how to do it within the context of your larger workload or is it the things that I just covered with motivation and training I stole from Andy Grove ruthlessly the founder of Intel and he wrote a book called high output management recommend a little bit Advanced and in that book he says the job of the boss is two things to motivate and to train in his mind he that either someone doesn't want to do it or they don't know how to do it I add in the third piece which is that they didn't know that you wanted to do it to begin with which I think happens a lot and so that has given birth to the ### [4:15](https://www.youtube.com/watch?v=JDkiAxSd5Ms&t=255s) The reverse triangle acquisition triangle of how to get people to not do the things that you want them to do on the flip side I'm going to reverse those things and make sure that you set expectations you record it you talk about it frequently you give them the metrics to talk about it about train them on how to do it you train them how you prefer they do it and then you train them on how to do it with within the context of the larger workload they have and then you motivate them from a global level of how this feeds the business the other people they care about employees on how it impacts their life in a real way how it's going to help the customer and their experience from a values perspective you are this way and by doing this you are aligning with these values that are true to you and then finally you align to their pocketbook hey and if you do these things you can get a $500 bonus right or $1,000 bonus whatever it is keeping awesome mosy Nation I love you all don't deserve you keep being great see you in the next one bye --- *Источник: https://ekstraktznaniy.ru/video/16531*