The Two-Month Trial Before You Commit

responsibility. Like, either it's not just on them. Like, it's on you as the leader. Maybe you aren't clear. Maybe they were lazy. But one thing that we institute is like, it's almost like, we don't call it probation. But it's like, hey, let's try this for two months. Right. So we give them salary for two months. And then at the end of the two months, we kind of have this post mortem, just to like check in, see how they're doing.

If they're not meeting expectations, it's like a clean, easy goodbye. And if they are, they stay on the thing. And I always like to say, after two months, just ask yourself this question. Knowing everything that I know about this person and working together with them

every day for the last two months, would I hire them again? And if you can't unequivocally say like, yes, then my name may make a change. For sure. And I think that's one of the biggest things I also learned from my