Here's a fact, almost three of four hires disappoint their employers in the first year. Over the years, many of these business owners have referred to these people as "losers."

Before we discuss how to Stop Hiring LOSERS, it's important to understand what a LOSER is. To help define, here's an acronym I've created:

L = Lazy (requires external motivation from your managers) O = Obtrusive (stands in the way of your peak performance & profits) S = Selfish (aren't interested in your company's goals, but their own) E = Error Prone (constantly make mistakes & just doesn't "get it") R = Rebel (can't follow your organization's rules, spreads apathy & creates conflict) S = Simply Shouldn't have been hired in the first place

Now, do we really need an acronym for the word LOSERS? Not really. We all know what they are and who they are. They're the ones that even though they were hired to increase your productivity, profits and make you $$$, they've ended up robbing you of your time, energy and costing you $$$.

Sure, they may be outgoing, friendly people but you didn't hire them to be your friend. You hired them to make your organization more successful.

Along with causing you stress, headaches and sleepless nights, the losers in your company have made it impossible to grow your business. Even though you'd like to be spending your time improving your productivity and increasing your revenues, the average manager spends most of their time babysitting LOSERS.

84% of Employees Cost YOU $$$

Studies have shown, in the average US Organization, only 16% of their staff can be considered TOP Performers. This means 84% are "Average" Employees (comprised of what I refer to as "Workplace Survivors" & Mis-Hires).

Think about it, the only real reason to hire a new employee is to make you money. Sure, the employee's main responsibilities may include: service your customer, attract new clients, manage a team, recruit candidates, fill orders, answer the phone, drive a truck, etc. When done correctly, your productivity, sales and revenues will increase. But when the employee can't or won't perform as expected, they will hinder your growth.

Why Businesses Stop Growing

According to the SBA, the majority of US Small Businesses grew an average of just 3% last year. Now, when I say majority, I'm not talking about 51%. In this case, "majority" is used to describe over 95% of small business.

Then there are their business counterparts. Companies that not only grew, but doubled, tripled and quadrupled their revenues. And most of them did nothing more than what Jim Collins tells his readers to do in his best selling book Good To Great; "Put the right people, in the right seat, on your bus."

Those that are hindering your growth whether because they don't fit your culture (reliability, work ethic, etc.), their team (unity, communication, etc.) or the job (natural productivity) must be replaced. Whether you decide to find a position they better fit within your company or let them go and start over, this is a difficult management decision that must be made if you want to grow your business.

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