What is up? Welcome back to build. And today I want to talk about something super tactical for those

business owners in my audience, which is how to onboard new hires. So the reason I want to talk about this

is I have gotten so many questions recently. And one stood out to me in particular. And it was a question

with a gentleman who came to one of my workshops. And he was

asking me what to do about this person who, you know, they're three months in. And he's like,

they're just definitely not a good fit. And when he described everything, because I answer so many

of these questions, as he's describing what this person's doing, he's saying, oh my gosh,

they're not doing this right.

They're not doing this.

They're acting like this.

They're talking to people like this.

And what I asked him is I said, okay, heard.

Like obviously those things are not what you want.

But I guess my question for you is, you know, did you tell this person what you expected of them. Did you let them know when you saw them do this thing that was against your culture, that it was against your culture? Did you give them feedback? And the answer was no. And it really got me thinking about a topic that I hadn't talked about a while,

but it's just so important to literally anything that you're doing in business, which is onboarding

new hires. I know it sounds dry and it sounds boring, but like, I think one of the

best decisions I ever made was to put an exorbitant amount of effort on onboarding more than a lot of

other companies do. And the reason specifically that I want to do this is it's somewhere like

20 to 40 percent of new hires actually quit or are terminated in the first 100 days.

And so what that means is if you're not actively, you know, creating the onboarding experience,

then you're essentially, there's an experience. It's just not the one that you wanted, right?

And essentially, you're burning all the money and all the time that you spent trying to find

...