If you own a company or manage people, your role is clear—you are supposed to lead, guide, and direct. Not in the minutiae of “use your left thumb to press this button,” but in ensuring that quotas are met, projects are completed on time and within budget, and that the overall vision of the business is realized.
Recently, I encountered a business owner who mentioned they were tolerating an employee who outright refused to follow the established business process. Take a moment to reflect on that: “I have to keep an employee who is openly showing me they refuse to do their job.”
Another business owner shared a similar story. They wanted their manager to attend a training session to improve performance. The manager, however, dismissed the need for training, and the owner simply accepted the missed KPIs. Imagine that—an employee who is underperforming, says no to professional development, and yet remains in the position, continuing to underdeliver.
This, to me, is astonishing. Your employee is responsible for delivering results. They’re not delivering. They refuse training designed to help them deliver. And you allow this to continue?
Ask yourself, why would you keep such an employee on the payroll? Someone who not only misses their targets but also defies the very measures that could help them—and your business—succeed?
When laid out plainly, this scenario doesn’t make much sense, does it?
Imagine a world where you, as a business leader, know exactly what the top priorities are for your business every single day—where profit is maximized, your time off is abundant, and stress is minimized. The key lies in accountability and taking charge of your business outcomes.