Mejuri’s Post

Because you’re doing client work, You don’t have time. Because you don’t have time, You can’t focus on signing clients. Because you’re not signing clients, You’re not generating cash flow. Because you’re not generating cash flow, You can’t hire a team. Because you can’t hire a team, You’re doing client work. The cycle will continue forever, Unless you: 1. Build a client acquisition system Or 2. Use tech to get out of day to day There’s no other way.

First day on the job and we have already hired a sales person, and gone multi-continental... apparently. Having a quick browse at the company's LinkedIn page we spotted 3 people had listed Damn Good Security as their workplace. Naturally, curiosity got the better of us and we had a bit of a dive... Looking through LinkedIn's help pages it seems that there is no way to remove fake employees. Sure, there's a way for larger companies (LinkedIn literally list themselves as an example) to do verified employees, but not smaller-medium sized businesses. Obviously sometimes these tags can be accidental, or jokes (look at me being a PA for 🐗 James Bore for example), but when you're trying to protect the image of your company, or weed out candidates that are lying about past experiences - LinkedIn doesn't do much to help non-corporates. Obviously we could do that start-up thing of pretending to be bigger than we are and using the mis-tag/fraudulent representation to our advantage temporarily... but that's not who we are. If we had the persons direct profile URL, we could report them to LinkedIn but - as LinkedIn block access to profiles far outside your own network - we're stuck with a random "salesperson" we didn't hire, want, or need (yet). So, until LinkedIn fully fix the problem, we have a sales person (and you might do too, go check) and have become a multi-continental business. ¯\_(ツ)_/¯

At the end, I will share a link to our Career page and will mention that we had a great year at Persona. But main reason for this post is to highlight something I am equally (if not more) proud of than our career opportunities and revenue growth. As an AE and Sales Manager, nothing frustrated me more than receiving my comp plan and territory six+ weeks into the year. This was wasted time. Approx. 50% of my first quarter and approx. 12% of my year was lost. Yes, I still had carry over deals to close - but I wasn't able to plan nor set that plan in motion until month two of the year. Wasted time. At Persona, we work diligently to release critical components of the annual plan as early in the new year as possible. Comp plan are sent to the Field in the first week and Named Accounts in the second. Last week, I did not hear AEs asking when the incentive plans will be released - I heard the team talking about attack plans and pipeline generation. Big thanks to Persona's exec, ops, finance and leadership team for their planning and execution. Here we go! And, yes, 2023 was a great year for Persona. And, yes, we're hiring across all Sales roles. Please see below if you have what it takes to be a part of this team! https://lnkd.in/gmsfwX5c

Sales Role becoming available....

To Hire or Not? A client of ours was interviewing a person for an RSM position. The candidate had worked in the same Region for about 20 years. Had risen from frontline sales position to Senior ASM position in his current company. The candidate was asked how he analyzed the success of his team members. His answer was whoever does the target is successful, the others were not. When asked him if how the target was achieved mattered? His answer: No Now the dilemma: 1. Don't hire, he doesn't understand distribution, just pushes any stocks and gets to target. 2. Hire: He gets the numbers done. 3. Nah, need more info. What would your advice be? Sandeep ZutshiSandeep Marwahasuresh venkatArvind VenkatacharySuresh RamachandranVivek BhatnagarJawed K

In our investor deck we said we would hire our first full time team member in April. We didn't. We thought about it a lot. We are aware of how important building a quality team is to achieve proper growth which is probably the main reason we decided not to hire. How can we help someone to fulfil their potential in a role when we are still learning about it ourselves? We are fortunate to have found ourselves with an awesome team, just none of them are directly employed by us. They are experts in their areas and we really trust them. Sidney Hiscox and I are now in a strange spot where we spend some hours of the day on the big picture strategy of Fera , the creative direction, operational planning etc and then probably as many or more hours answering customer service emails, chasing up fulfilment issues, creating barcodes for incoming products etc. Both of these are super important and you can't have one without the other. And in fact, being an expert in those seemingly 'smaller' operational tasks is really important, we are still working on it. That first hire is coming but only when we are as confident as we can be of their role and what it entails and most importantly our ability to equip them with the info/knowledge required to smash it.

What I learned from hiring a team - There is a big difference between working by yourself and leading a team. - Whatever you think your level of communication is, it's nothing compared to where it needs to go. - Don’t delegate tasks; delegate outcomes. - It's the leader's job to hold people accountable. - It's the leader's job to make clear how people can win. - Who you are as a leader highly impacts the performance of the team. - Vision is practical. - Trust is a requirement. - You are a control freak; you need to get over that. What have you learned working with your team? Or are you still doing it all by yourself?

Great job in Sports Nutrition

A good work environment is not: - Free breakfast and snacks❌ - Free lunch every other Friday ❌ - Free transport when you work extra hours ❌ - Work hard/play hard with your team ❌ A positive work culture is: - Doctor's appointment? See you in a couple hours. Don't need to ask my permission. ✔ - Burnt out and want some days off? Sure, no problem. ✔ - Family commitments later? All good, I'll make sure the meeting is recorded and there is a way you can still contribute towards the outcome. ✔ - Woke up unwell? We got you covered, rest up. ✔ A good leader in a positive work culture will not drive you to set hours, they work to set outcomes. A good leader in a positive work culture will make sure you don't need to ask permission to be an adult. If we need to have a tough conversation, it's not because you spent your morning at the dentist once in a while or were sick for a week. The world of working has changed and for those who don't change with it, risk being left behind when it comes to hiring and retaining staff.