Episode 27

Avoid the HR Mistakes That Sink Small Businesses | 027

If you’ve been hesitant to grow your team because of the overwhelm, confusion, or fear of “doing it wrong,” this episode is your new go-to guide.

In today’s episode, I’m joined by Jessper Maquindang, a leadership and HR consultant who breaks down complex HR jargon into simple, actionable steps any small business owner can use to build self-led, high-performing teams that don’t just do the work, but help your business grow from the inside out.

From tax forms to team culture, Jessper delivers a mini masterclass in building a business rooted in clarity, trust, and shared values, while also tackling the tough stuff like misclassifying employees, missing documentation, and the costly mistakes that can sink your business even when your product or service is something that really sells.

Plus, Jesper shares his powerful Behavioral Elements Assessment, a simple but game-changing tool to help you understand not just who your employees are, but what motivates them. (And yes, he’s giving it to you for free)

If you’ve ever said “I’m not a people person,” or “I just want to do the work, not manage people,” this episode will change the way you think about leadership forever.


Key Takeaways:

  • HR isn’t optional: Avoiding compliance or skipping foundational steps can cost your business.
  • Start with culture: Define your mission, vision, and values before bringing someone onto your team.
  • Hire for fit, not just skill: Someone can be talented but not align with your company culture or goals.
  • You can't manage what you don't define: Clearly outline roles, expectations, and performance indicators.
  • Documentation is your secret weapon: Employee handbooks, SOPs, and onboarding processes set everyone up for success.
  • Leadership is a revenue strategy: Investing in your team's growth directly impacts your bottom line.
  • Performance needs structure: Regular check-ins and measurable KPIs help employees thrive.


Unlock the Secrets to Building a Resilient and Profitable Business at the Profit Connectors Club - https://profitconnectors.club/


About the Jessper:

Jessper Maquindang, SPHR, is a leadership and HR consultant who equips entrepreneurs and executives with the strategies and mindsets to build high-performing, self-led teams. With an Executive Master’s in Leadership from the University of Southern California, Jessper blends academic rigor with real-world insight to elevate leadership, strengthen company culture, and enhance team performance. His mission is simple yet powerful: To help leaders drive growth by investing in and developing their people. Outside of work, Jessper has completed 16 marathons and visited all 50 U.S. states—proving that leadership, resilience, and perseverance aren’t just professional values, but a personal way of life.



About Sharon:

Sharon Galluzzo, Profit Growth Strategist at Profit Connections, is the author of several Amazon Best Selling books including “Legendary Business: From Rats to Riche$.” She ran a successful multi-six figure, award winning business for more than a decade before selling it for a profit. In her more than 19 years as an entrepreneur, Sharon has coached professionals across the country from franchisors and solopreneurs to businesses on the verge expansion. 


http://sharongalluzzo.com/

https://www.facebook.com/sharonagalluzzo/

https://www.instagram.com/sharon_galluzzo/

https://www.linkedin.com/in/sharongalluzzo/



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Transcript
Sharon Galluzzo:

Foreign. Welcome in, everyone. This is

Sharon Galluzzo:

going to be a very cool podcast episode. I'm so glad that you

Sharon Galluzzo:

joined us for this one. If you have a business and you have

Sharon Galluzzo:

employees, are thinking about having employees, or you have

Sharon Galluzzo:

questions about having employees, this is the podcast

Sharon Galluzzo:

to listen to. I have an amazing expert with us today. His name

Sharon Galluzzo:

is Jessper Maquindang, and he is a leadership and HR consultant

Sharon Galluzzo:

who equips entrepreneurs and executives with the strategies

Sharon Galluzzo:

and mindsets to build high performing self led teams. Oh,

Sharon Galluzzo:

that's nice. They're they're leading themselves. What you

Sharon Galluzzo:

were to have to get into that Jasper um desperate blends

Sharon Galluzzo:

academic rigor with real world insights to elevate leadership,

Sharon Galluzzo:

strengthen company culture and enhance team import in enhanced

Sharon Galluzzo:

team performance. Easy for me to say his mission is simple yet

Sharon Galluzzo:

powerful, to help leaders drive growth by investing in and

Sharon Galluzzo:

developing their people outside of work. Jesper has completed 16

Sharon Galluzzo:

that is one six marathons. How many times around the world.

Sharon Galluzzo:

Have you been 16 marathon? Okay, that's mad. 16 marathons and

Sharon Galluzzo:

visited not 10, not 20, not 30, but all 50 states proving that

Sharon Galluzzo:

leadership, resilience and perseverance aren't just

Sharon Galluzzo:

professional values, but a personal way of life. Welcome.

Sharon Galluzzo:

Jesper Jaron,

Jessper Maquindang:

thank you for having me. I'm honored to be

Jessper Maquindang:

here, and I'm looking forward to our conversation today.

Sharon Galluzzo:

This is great. So one of the goals that I have

Sharon Galluzzo:

for this podcast is to give business owners, especially

Sharon Galluzzo:

small business owners, tools and information and a leg up on how

Sharon Galluzzo:

to run your business like a business. And so a lot of times

Sharon Galluzzo:

we're into some things that are a little bit more esoteric,

Sharon Galluzzo:

which are also important for your business. This is like a

Sharon Galluzzo:

nuts and bolts things we are going to be talking about, HR,

Sharon Galluzzo:

human relations. That is right, right? Human Relations,

Jessper Maquindang:

human resources. Human relations as

Jessper Maquindang:

well. Listen to

Sharon Galluzzo:

me, human resource, I'm like, something is

Sharon Galluzzo:

wrong with what I just said, human resources, aka employees.

Sharon Galluzzo:

How what do you do? What do you have to do in your business when

Sharon Galluzzo:

you have employees? If you should have employees, what kind

Sharon Galluzzo:

of employees should you have? And most important, what do you

Sharon Galluzzo:

do with those employees? And how do you make that employees an

Sharon Galluzzo:

asset to your business, and not something that drains you and

Sharon Galluzzo:

makes gives you a headache, right? So Jesper, tell us a

Sharon Galluzzo:

little bit about the HR like, let's just say we are brand new

Sharon Galluzzo:

to having employees in our business talk walk me through if

Sharon Galluzzo:

I'm going to hire somebody, what kind of people am I looking for,

Sharon Galluzzo:

and what do I need to do and what do I need to have

Sharon Galluzzo:

corporately, walk us through that

Jessper Maquindang:

absolutely. And before I begin, I want to

Jessper Maquindang:

share why I believe Human Resources is important to small

Jessper Maquindang:

businesses, and it comes with this idea. I've lived. I have

Jessper Maquindang:

yet to meet a entrepreneur or small business owner who walks

Jessper Maquindang:

up to me and says, Jasper, I have an idea for a business, but

Jessper Maquindang:

just for this moment, let's just put my service and product

Jessper Maquindang:

aside. The the big goal, my desire, is just to manage

Jessper Maquindang:

people. Just I discovered the cure to cancer, but let's just

Jessper Maquindang:

put that aside. This idea of managing people, that's, that's

Jessper Maquindang:

the way to go. I've never, I have yet to meet a visionary

Jessper Maquindang:

entrepreneur who has that desire. I mean, I'm passionate

Jessper Maquindang:

about managing people, but to find people with that same

Jessper Maquindang:

passion, I think that would be great, but I have yet to meet

Jessper Maquindang:

the entrepreneur, so that's why I feel it's important. Because

Jessper Maquindang:

when it comes to entrepreneurship, many small

Jessper Maquindang:

business owners form their business, their venture, because

Jessper Maquindang:

they have an idea. They have a solution to a problem. It's rare

Jessper Maquindang:

that a business owner comes up with a business just to lead

Jessper Maquindang:

people for that sole purpose. It's really that mission,

Jessper Maquindang:

vision, and that's where I find that gap. It's when I find

Jessper Maquindang:

business owners they're really focused on the mission. They

Jessper Maquindang:

weren't prepared or set up to build a team that's an

Jessper Maquindang:

afterthought, because they were focused on their product or

Jessper Maquindang:

service. On that note, now that we've established why I think

Jessper Maquindang:

that's important, because

Sharon Galluzzo:

that's really, that's that really, is truly

Sharon Galluzzo:

about that was so brilliant. Thank you for saying that.

Sharon Galluzzo:

Because whenever it. By the point we get that we need to

Sharon Galluzzo:

hire employees, whether that's day one or year three, when we

Sharon Galluzzo:

get to that point of bringing employees and team members into

Sharon Galluzzo:

the mix, we're thinking about, how do I get the job done? What

Sharon Galluzzo:

do I do? It's not about, how are you leading and managing and how

Sharon Galluzzo:

are you creating an atmosphere with the thought that, how do I

Sharon Galluzzo:

bring out the best in everyone so that we can all succeed

Sharon Galluzzo:

together? So I think as a critical, critical point, that

Sharon Galluzzo:

was excellent.

Jessper Maquindang:

Thank you. And back to your original

Jessper Maquindang:

question. When it comes to finding the right people, we do

Jessper Maquindang:

have a starting point. That's okay. We tend to look for people

Jessper Maquindang:

who have relevant skill sets, but what we want to look for is

Jessper Maquindang:

that culture fit. And what I mean by that is every business

Jessper Maquindang:

owner or every entrepreneur should at least have a vision,

Jessper Maquindang:

mission and values that they're striving for. We do have

Jessper Maquindang:

solutions to the problem, but how we approach those solutions,

Jessper Maquindang:

they're very unique to how we approach the world, and to get

Jessper Maquindang:

other people on the same page, we want to make sure there's

Jessper Maquindang:

that connection with that. So when it comes to finding other

Jessper Maquindang:

employees in addition to their skill sets, we want to make sure

Jessper Maquindang:

that one, they actually enjoy the role, and two, they

Jessper Maquindang:

understand the long term vision that we're striving for. So it

Jessper Maquindang:

really comes to really seeing that bigger picture. SME would

Jessper Maquindang:

say, start with, why?

Sharon Galluzzo:

Yeah, so really you're starting with the end in

Sharon Galluzzo:

mind, like it's not so whenever we especially task oriented

Sharon Galluzzo:

business owners, it's get somebody in, get get, them in so

Sharon Galluzzo:

we can do the work that we need done. And what you're saying is,

Sharon Galluzzo:

don't just pick anyone. Make sure we've created the

Sharon Galluzzo:

environment and they fit that environment before we bring them

Sharon Galluzzo:

in. It's a really good point.

Jessper Maquindang:

That's right. It reminds me of an

Jessper Maquindang:

interview I had before and Sharon, you've heard that

Jessper Maquindang:

interview I've had, we're saying, just picking some random

Jessper Maquindang:

person off the street and saying, Hey, Jasper, you're

Jessper Maquindang:

you're my director of marketing, that can cause some trouble. On

Jessper Maquindang:

the other hand, if we're intentional and searching for

Jessper Maquindang:

the right people in the right places, with that right skill

Jessper Maquindang:

set, looking for that right role, that's where you'll see a

Jessper Maquindang:

lot more progress taking place,

Sharon Galluzzo:

yeah. And that's, actually, I love the way

Sharon Galluzzo:

you describe that. It reminds me of the book, Good to Great. I

Sharon Galluzzo:

don't know if you've read that one, and that is that, that's

Sharon Galluzzo:

Jim Rohn, right? I think. Anyway,

Jessper Maquindang:

Red Sea, red bus,

Sharon Galluzzo:

yes, have the right person on on you put

Sharon Galluzzo:

people on your bus. You gotta have the right person in the

Sharon Galluzzo:

right seat, just a different visual of what Jesper just said,

Sharon Galluzzo:

and how critical is that, if you have somebody that is amazing

Sharon Galluzzo:

with people, and you have them in the back doing tech stuff,

Sharon Galluzzo:

and you got the tech head out front trying to interact with

Sharon Galluzzo:

people the it's not as as good a fit as it could be. So look at

Sharon Galluzzo:

where their strengths are. You know, their strengths lie in

Sharon Galluzzo:

conjunction with the entire T of your business and your business

Sharon Galluzzo:

culture and what's going on there. Because you might have

Sharon Galluzzo:

somebody that's really amazing however they don't that match

Sharon Galluzzo:

the culture of your business. We I remember when we would

Sharon Galluzzo:

interview for people, we would have people come in and they

Sharon Galluzzo:

were like, Oh, I'm so good at XYZ, and this is my passion, and

Sharon Galluzzo:

this is what I this is what I long to do, and this is and

Sharon Galluzzo:

they're so passionate. And I'm like, um, that's amazing.

Sharon Galluzzo:

However, we're hiring for ABC, and ABC does not fit the same

Sharon Galluzzo:

mold as XYZ. So as great as that person was, they weren't right

Sharon Galluzzo:

for the role, and they weren't the right they weren't the right

Sharon Galluzzo:

person in the right seat on the bus, sure, and

Jessper Maquindang:

I like how you brought that up. There are a

Jessper Maquindang:

lot of talented people in the world, but it really, it really

Jessper Maquindang:

is important to match their talent to the right. As you

Jessper Maquindang:

mentioned, the right seat and the red bus, getting the right

Jessper Maquindang:

person.

Sharon Galluzzo:

Yeah, absolutely so. So before we hire

Sharon Galluzzo:

anybody, first of all, we want to figure out who we are. What's

Sharon Galluzzo:

the culture? What what are they? What do you want the experience

Sharon Galluzzo:

of the employees, the the people, everyone who works

Sharon Galluzzo:

there, the people that come in, your customers, what is what?

Sharon Galluzzo:

What's that whole experience you want them to have? If you define

Sharon Galluzzo:

that and create that before you bring people in, then you will

Sharon Galluzzo:

bring in the people that will match that culture. Because

Sharon Galluzzo:

you've already answered the question,

Jessper Maquindang:

Sharon, I like how you brought up the

Jessper Maquindang:

entire experience. It reminds me of a rhyme that I came up with

Jessper Maquindang:

recently, and it's, success is sweet when you keep the receipt.

Jessper Maquindang:

I'll say that again, and I'll explain it. Success is sweet

Jessper Maquindang:

when you keep the receipt. What that means is it's important to

Jessper Maquindang:

document and operationalize the process. Of what's working well,

Jessper Maquindang:

because when you know the steps it takes to get there, it's

Jessper Maquindang:

easier to follow those steps. So success is sweet. Absolutely.

Sharon Galluzzo:

When you keep the receipt, when you keep the

Sharon Galluzzo:

receipt, you are speaking my language. I'm all about systems

Sharon Galluzzo:

and processes and documentation. These are such critical things

Sharon Galluzzo:

because, and I know you would say this, if we got this far,

Sharon Galluzzo:

even creating a document, a handbook, if you will, what do

Sharon Galluzzo:

you expect them to do, and how do you expect them to do it?

Sharon Galluzzo:

It's a pain in the butt whenever you're creating it. However, if

Sharon Galluzzo:

you create it, then they have something to follow, and then

Sharon Galluzzo:

that that mitigates expectations, unrealistic

Sharon Galluzzo:

expectations, if you didn't train them properly and give

Sharon Galluzzo:

them a step by step guide, and unrealistic expectations on the

Sharon Galluzzo:

part of the employee if they don't know what they're doing

Sharon Galluzzo:

and then they're feeling frustrated because it wasn't

Sharon Galluzzo:

clear. So yeah, that's totally part of the process. Let me just

Sharon Galluzzo:

take a step back before we start interviewing and hiring people.

Sharon Galluzzo:

What do you have to have in your business before you can hire

Sharon Galluzzo:

someone like a federal identification talk? Can you

Sharon Galluzzo:

talk about that?

Jessper Maquindang:

Oh, yes. So if you're talking about eins and

Jessper Maquindang:

setting up your business, you want to make sure your business

Jessper Maquindang:

is legally structured. There are coaches available that can help

Jessper Maquindang:

you decide between sole proprietorship, s, Corp, C,

Jessper Maquindang:

Corp, LLC. You would just want to make sure you have the right

Jessper Maquindang:

tax identification so you can move forward with your business

Jessper Maquindang:

legally.

Sharon Galluzzo:

Yes, excellent. So I just wanted to bring up the

Sharon Galluzzo:

EIN number. That's a federal number that you have to have.

Sharon Galluzzo:

Generally, if you have a bank account, you have to have that

Sharon Galluzzo:

anyway, however. You do need that. That actually ties into

Sharon Galluzzo:

HR. So we have to, we're we've got our culture. We got our ein

Sharon Galluzzo:

we're set up. We can bring people in. Now, what kind of

Sharon Galluzzo:

people can you bring in? Like, what is the what are the

Sharon Galluzzo:

options? We have contractors. We have people that are full time

Sharon Galluzzo:

employees, part time employees, what? What are the options and

Sharon Galluzzo:

what it what are the recommendations? Like, you could

Sharon Galluzzo:

have an internship, like, how, where do we go for when we're

Sharon Galluzzo:

when we start bringing people in town?

Jessper Maquindang:

Yes, so many ways to choose from. And I'll

Jessper Maquindang:

add to that, there are W, w2, employees. There are

Jessper Maquindang:

contractors. There are also virtual assistants, there are

Jessper Maquindang:

internships, just a wide variety of people we can choose from.

Jessper Maquindang:

And it really depends on the needs of the business. If you

Jessper Maquindang:

need, if you have a certain project that's going to be a

Jessper Maquindang:

full time venture, that's where you would consider a full time

Jessper Maquindang:

employee or part time, depending on the time needed. When it

Jessper Maquindang:

comes to contractors, if there's a certain project that you need,

Jessper Maquindang:

that needs some type of creativity on their end, with

Jessper Maquindang:

control on their behalf, that gives you an opportunity to

Jessper Maquindang:

choose a contractor. And if there are specific tasks that

Jessper Maquindang:

you need from a virtual assistant, such as marketing

Jessper Maquindang:

emails, that are specific and defined you need for a very

Jessper Maquindang:

specific amount of time, that's where virtual assistants can

Jessper Maquindang:

come into play. And

Sharon Galluzzo:

a virtual assistant, in case you don't

Sharon Galluzzo:

know, I think everyone knows what a VA is a virtual

Sharon Galluzzo:

assistant. It's someone that that doesn't necessarily come

Sharon Galluzzo:

into your office. They're not physically with you in your

Sharon Galluzzo:

business. However, they will take care of tasks generally

Sharon Galluzzo:

they have to do with administration or marketing and

Sharon Galluzzo:

those kinds of things. And so you you create a relationship

Sharon Galluzzo:

with someone who's not physically where you are, thus

Sharon Galluzzo:

virtual, and they work as your assistant for whatever purposes

Sharon Galluzzo:

you need them to do. And as Jesper said, it's really

Sharon Galluzzo:

important to know exactly what you want them to do and give

Sharon Galluzzo:

them a step by step guide of how you want it done, because if you

Sharon Galluzzo:

can say, I want you to send out emails. They might send them out

Sharon Galluzzo:

on Wednesday at midnight when you wanted them to go out on

Sharon Galluzzo:

Monday at 8am so you gotta be really clear with with any buddy

Sharon Galluzzo:

that you have doing work for you, whether they're employees

Sharon Galluzzo:

or virtual. You need to, you need to have real clear

Sharon Galluzzo:

communications with them. Can you talk about the difference

Sharon Galluzzo:

between a w2 employee and a contractor? What, what, where

Sharon Galluzzo:

they're different, and how you would choose either one, and

Sharon Galluzzo:

what's the right way to

Jessper Maquindang:

do it, absolutely so when it comes to

Jessper Maquindang:

an employee and contractor, it's really the control of the task.

Jessper Maquindang:

And what I mean by that is, with an employee, employee, you have

Jessper Maquindang:

a specific job description with specific task and specific type

Jessper Maquindang:

of responsibilities and a specific way of doing it. And

Jessper Maquindang:

for a contractor, on the flip side, that's where they have

Jessper Maquindang:

some of you. Little bit more of creative control over their work

Jessper Maquindang:

or process. So what I mean by that this, when we apply this

Jessper Maquindang:

into the real world, let's say you have a you have a certain

Jessper Maquindang:

project that you're working on, and you see, you understand the

Jessper Maquindang:

ways it can be done and should be done. And you know the

Jessper Maquindang:

process of making that happen, in the case of employee that

Jessper Maquindang:

would be showing those specific processes and having them do it.

Jessper Maquindang:

On the flip side, if you're working on a project and you

Jessper Maquindang:

don't have a specific outline, but you're willing to give

Jessper Maquindang:

creative control to someone who does understand the process and

Jessper Maquindang:

have it do them their way, giving them a little bit more

Jessper Maquindang:

freedom and independence and flexibility of how to execute

Jessper Maquindang:

that project. That's where you can get a contractor. Now I'm

Jessper Maquindang:

saying neither is right or wrong. It's really an

Jessper Maquindang:

understanding of what process or what project or task is involved

Jessper Maquindang:

and how you want to get that completed, and how much control

Jessper Maquindang:

you want to either have or give other people that control in

Jessper Maquindang:

really using their experience in making that certain project

Jessper Maquindang:

happen. So it's really a matter of understanding the roles and

Jessper Maquindang:

responsibilities and how much involved in independent work is

Sharon Galluzzo:

awesome. So let me ask you a further question on

Sharon Galluzzo:

that, because I these are the conversations that I hear

Sharon Galluzzo:

business owners having. Well, I don't want to pay employment

Sharon Galluzzo:

taxes, so I'm going to hire a contractor. I'm going to so that

Sharon Galluzzo:

they're looking at it as just whether, who they have and how

Sharon Galluzzo:

they're categorized, however, and correct me if I'm wrong, my

Sharon Galluzzo:

understanding is that an employee, a w2 employee, you get

Sharon Galluzzo:

to tell them when they're when they come to work, when they

Sharon Galluzzo:

leave, what they're doing and how they're doing it. However, a

Sharon Galluzzo:

contractor, you can't tell a contractor, hey, I want you to

Sharon Galluzzo:

work between eight and five, and I want you here Monday, Tuesday

Sharon Galluzzo:

and Friday. When you hire a contractor, the contractor gets

Sharon Galluzzo:

to say when they work, how they work, and what they're doing.

Sharon Galluzzo:

And that's the differentiating part that I've understood, is

Sharon Galluzzo:

that correct,

Jessper Maquindang:

that's correct. So it is that control.

Jessper Maquindang:

So with the employer, you get to set their hours for the

Jessper Maquindang:

contractor. They have that they have more freedom and

Jessper Maquindang:

flexibility to how they can set their work standards.

Sharon Galluzzo:

Yeah, because I just don't want people to, you

Sharon Galluzzo:

know, as they're bringing people on thinking, oh, you know, I'm

Sharon Galluzzo:

going to steal from Peter to pay Paul by using a contractor

Sharon Galluzzo:

instead of a w2 employee, when actually they have not

Sharon Galluzzo:

structured the role to fit a contractor instead of a w2

Sharon Galluzzo:

employee.

Jessper Maquindang:

That's right, and it can lead to a lot

Jessper Maquindang:

of legal troubles if employees or contractors are

Jessper Maquindang:

misclassified.

Sharon Galluzzo:

Can you talk to that for a minute? Absolutely.

Jessper Maquindang:

I just know that, for example, if you're if

Jessper Maquindang:

you have an employee that you're categorizing as employee, but

Jessper Maquindang:

the actual contractors or they're setting their own hours,

Jessper Maquindang:

they're setting their own standards. If that gets audited,

Jessper Maquindang:

employment records that can lead into trouble, because if

Jessper Maquindang:

compliance is not in play, that just adds to the complexity of

Jessper Maquindang:

the troubles that could come in. So compliance is very important

Jessper Maquindang:

when we classify our employees or contractors or any other team

Jessper Maquindang:

members correctly.

Sharon Galluzzo:

Awesome. Thank you for for digging into that a

Sharon Galluzzo:

little bit. And speaking of employment tax, I know that's

Sharon Galluzzo:

probably one of the things. When people are looking at, do I hire

Sharon Galluzzo:

someone as a w2 employee? And a w2 employee means you fill out a

Sharon Galluzzo:

w2 form, not a 1099, so we won't get into all the tax forms

Sharon Galluzzo:

today. However, also contractors are some times called 1099,

Sharon Galluzzo:

employees, because that's the form you fill out. So whenever

Sharon Galluzzo:

you have, when you have an employee, a w2 employee, then

Sharon Galluzzo:

you do have to pay the taxes. And I will tell you that can be

Sharon Galluzzo:

very stressful, just because, for me, it was always very

Sharon Galluzzo:

stressful because it's handling people's money and getting the

Sharon Galluzzo:

tax numbers right. Can you talk about all of the resources that

Sharon Galluzzo:

are available that can help a business owner who wants to hire

Sharon Galluzzo:

employees or has employees? Talk about the kinds of resources

Sharon Galluzzo:

that that are out. There so it doesn't feel so overwhelming.

Jessper Maquindang:

Absolutely. And I just want to share that

Jessper Maquindang:

yes, Sharon, when it comes to employment taxes, that can be

Jessper Maquindang:

stressful, but I would say non not complying to tax law is a

Jessper Maquindang:

lot more stressful,

Sharon Galluzzo:

way worse. I literally, literally know

Sharon Galluzzo:

businesses that have have gone out of business because they

Sharon Galluzzo:

didn't follow the rules that way. I mean, you can lose your

Sharon Galluzzo:

business,

Jessper Maquindang:

that's right, I I've seen fines as high

Jessper Maquindang:

as six figures for employment infractions, and for a six

Jessper Maquindang:

figure business owner, that's, that's, that's very drastic.

Jessper Maquindang:

That's destructive. So as stressful as some HR processes

Jessper Maquindang:

can be, it's much better to be in compliance than not to be

Sharon Galluzzo:

that is so true. So what kinds of resources

Sharon Galluzzo:

are out there? Because I know that technology has advanced so

Sharon Galluzzo:

much, it's probably so much easier than when I was doing it

Sharon Galluzzo:

by hand.

Jessper Maquindang:

Absolutely, there is software out there,

Jessper Maquindang:

bamboo, HR, I'm not sponsored by any of these softwares, just

Jessper Maquindang:

sharing what's out there. Gusto they provide when you log in,

Jessper Maquindang:

it'll give you just different forms to fill out, but it'll

Jessper Maquindang:

make the process easier. That way you're not too stressed out

Jessper Maquindang:

about finding every single detail. It's all centralized in

Jessper Maquindang:

their system. So there are, there is software out there to

Jessper Maquindang:

support you with just different aspects, whether it's benefits,

Jessper Maquindang:

whether it is taxes or anything other, anything related to

Jessper Maquindang:

payroll as well. There are resources out

Sharon Galluzzo:

there, awesome. And then, of course, you can

Sharon Galluzzo:

always hire an expert, like a human being, who comes in and

Sharon Galluzzo:

helps you out with that as well. But as Jesper said, this is

Sharon Galluzzo:

really a critical piece. It's really important to do HR the

Sharon Galluzzo:

right way. Sometimes there are things that you don't have to

Sharon Galluzzo:

follow the rules. It's okay if you fudge it a little bit. This

Sharon Galluzzo:

is one of those categories where you really do need to know, what

Sharon Galluzzo:

you need to know and and what what you don't know can get you

Sharon Galluzzo:

in trouble. So find out whether you educate yourself or bring in

Sharon Galluzzo:

a professional or get some help. Make sure you have some help in

Sharon Galluzzo:

this area, which is one of the reasons I wanted to have Jasper

Sharon Galluzzo:

on today talk about these kinds of things.

Jessper Maquindang:

Sharon, you brought up a good point ignoring

Jessper Maquindang:

the laws out there and saying you didn't know that can still

Jessper Maquindang:

get you into trouble. So very important to be aware of what

Jessper Maquindang:

you need to be aware

Sharon Galluzzo:

of. Yeah, absolutely. So moving away from

Sharon Galluzzo:

like that, nuts and bolts of hiring. You know, I wanted to

Sharon Galluzzo:

dig into this. And I warned him before he came home, we're going

Sharon Galluzzo:

to dig into some of these things and get really nuts and bolts on

Sharon Galluzzo:

having employees. So be okay. Now we've got, we we've done the

Sharon Galluzzo:

steps. We've we've got the right category of the right person in

Sharon Galluzzo:

the right job. We've hired someone, whichever side they

Sharon Galluzzo:

are. We're all set up with our compliances. What then? What's

Sharon Galluzzo:

then? What's the next step? What do we need to think about them?

Jessper Maquindang:

Now comes the process of training and

Jessper Maquindang:

onboarding. Now that you're you have your employees with you,

Jessper Maquindang:

there is no magic wand that just says they're magically prepared

Jessper Maquindang:

for every piece of detail. They're still new to your

Jessper Maquindang:

business, so it is very important to train them on what

Jessper Maquindang:

your business stands for, what your business does, what your

Jessper Maquindang:

products and services that you offer, everything related to how

Jessper Maquindang:

you run your business. That's very important so they can see

Jessper Maquindang:

the big picture. Because if you're just bringing someone on

Jessper Maquindang:

board and stepping aside and saying, Hey, Jasper, good luck.

Jessper Maquindang:

You got this again, that magic wand does not exist if to be an

Jessper Maquindang:

effective business owner, as I said in the beginning, when we

Jessper Maquindang:

operationalize and standardize our processes, we'll have

Jessper Maquindang:

documents in place that'll really help new employees, new

Jessper Maquindang:

contractors or new assistants to really understand what work

Jessper Maquindang:

they're expected to do once they're with the team.

Sharon Galluzzo:

Yeah, two things that I thought of while

Sharon Galluzzo:

you were talking. One is that there's amazing tools out there

Sharon Galluzzo:

now, and there's you could even use AI to help you start your

Sharon Galluzzo:

you know, obviously you're going to have to go in and, you know,

Sharon Galluzzo:

tweak things and make it specific towards your business

Sharon Galluzzo:

and exactly what you want done. However, you could go to chat

Sharon Galluzzo:

GPT or some other AI and, say, create a an employee handbook

Sharon Galluzzo:

for me. And they will, I mean, it will give you whatever the

Sharon Galluzzo:

more specific you can be in in in instructing the AI you can

Sharon Galluzzo:

create that, and that's a great starting place, because there's

Sharon Galluzzo:

nothing worse than staring at a blank screen and knowing you

Sharon Galluzzo:

have to write all this stuff. That's that's hard. So it's

Sharon Galluzzo:

really, especially if it's, you know, an employee, and you have

Sharon Galluzzo:

like, you already know. Like your vision, and you've got

Sharon Galluzzo:

culture, and you've got processes and stuff in place

Sharon Galluzzo:

that you can input, that can really give you a leg up into

Sharon Galluzzo:

creating that where so it doesn't feel so heavy and so

Sharon Galluzzo:

much work to do. So you're just not going to have an employee,

Sharon Galluzzo:

because you don't want to create a handbook, and we don't want to

Sharon Galluzzo:

create standard operating procedures for everyone to

Sharon Galluzzo:

follow. There's there's so many tools and resources out there

Sharon Galluzzo:

for you right now that I highly encourage you to do that. And

Sharon Galluzzo:

the other thing is, what you need to know as a business

Sharon Galluzzo:

owner, particularly a small business, when you hire someone

Sharon Galluzzo:

your your sales, your productivity and your overall

Sharon Galluzzo:

things will probably go down a little bit, because as you bring

Sharon Galluzzo:

a new employee on your resources, meaning whoever's

Sharon Galluzzo:

working there now, whether it's you or someone else that's

Sharon Galluzzo:

training, The new person is going to have to focus on

Sharon Galluzzo:

training that new person, and the new person isn't up to speed

Sharon Galluzzo:

yet, so that, overall, will create a slight decline as you

Sharon Galluzzo:

onboard and train new employees. Just know that, because if you

Sharon Galluzzo:

don't know that, you can you, and it happens, you could be

Sharon Galluzzo:

freaking out. Give you, oh my gosh, what happened? Plan for

Sharon Galluzzo:

that. Know that when you bring someone on that it will reduce

Sharon Galluzzo:

your productivity and your sales slightly, maybe when, depending

Sharon Galluzzo:

on how you what, what position they're in, it might bring

Sharon Galluzzo:

everything down just for a little bit as that person is

Sharon Galluzzo:

onboarded and trained. And if you do it right, and you follow

Sharon Galluzzo:

all the things that Jesper is recommending, once they get up

Sharon Galluzzo:

to speed, they'll actually take you even further. Just wanted to

Sharon Galluzzo:

point out that little dip as you bring people on, sure,

Jessper Maquindang:

and those are excellent points. And I

Jessper Maquindang:

wanted to add to that for the first thing, AI is an excellent

Jessper Maquindang:

resource to start with. I would also recommend, when you have

Jessper Maquindang:

any handbooks or legal documents, have those reviewed

Jessper Maquindang:

by an HR professional legal counsel or an attorney just you

Jessper Maquindang:

just want to make sure they're in compliance with any relevant

Jessper Maquindang:

laws and regulations. And Sharon brought up a good point. There

Jessper Maquindang:

is a slight dip at the beginning, and that's because

Jessper Maquindang:

new employees are acclimating to this new environment. They still

Jessper Maquindang:

need to understand what makes the organization succeed or your

Jessper Maquindang:

business succeed, and once they have a better understanding of

Jessper Maquindang:

what they need to do and how they can help you get there,

Jessper Maquindang:

that's where you'll finally see the connection and getting them

Jessper Maquindang:

on pace to thrive with you.

Sharon Galluzzo:

Awesome. Yeah. So now we have them, we have

Sharon Galluzzo:

them. We've hired them or onboarding them. Can you talk a

Sharon Galluzzo:

little bit about, I know, in addition to HR, like the

Sharon Galluzzo:

mechanics of HR that we're talking about right now, you

Sharon Galluzzo:

actually have a wider vision and a wider mission. So can you talk

Sharon Galluzzo:

a little bit about those wider views,

Jessper Maquindang:

wider views for the entire

Sharon Galluzzo:

leadership and like those beyond, beyond the

Sharon Galluzzo:

mechanics, what kind of a leader do you need to be? How do you

Sharon Galluzzo:

need what do you need to do in those other aspects of hiring

Sharon Galluzzo:

people, having having a staff?

Jessper Maquindang:

Excellent question. So when it comes to

Jessper Maquindang:

human resources, the emphasis is on human and to have an

Jessper Maquindang:

effective human resource entity, it's important for business

Jessper Maquindang:

owners entrepreneurs to have a enhanced sense of leadership.

Jessper Maquindang:

And what I mean by that is, as a leader, you're leading people

Jessper Maquindang:

again, being intentional about how your team members, your

Jessper Maquindang:

employees, contractors, virtual assistants, how they relate to

Jessper Maquindang:

the business you're running, and really getting that sense of

Jessper Maquindang:

mission, vision and values. And as a leader, you have to be

Jessper Maquindang:

intentional about bringing those values and helping other people

Jessper Maquindang:

really learn about what it takes to succeed, and in addition to

Jessper Maquindang:

that, promoting their personal and professional growth, because

Jessper Maquindang:

for them to just do their task, yes, you can have them do that,

Jessper Maquindang:

but you want them to continually be engaged and to keep them

Jessper Maquindang:

engaged, you want to make sure they're learning and growing

Jessper Maquindang:

throughout the entire process. So having an intentional sense

Jessper Maquindang:

of leadership is very important for a business owner and

Jessper Maquindang:

entrepreneur.

Sharon Galluzzo:

I love that you said that, and it reminded me I

Sharon Galluzzo:

worked in retail. One time. I was working at a toy store, and

Sharon Galluzzo:

my the owner, had such a grasp of that concept of continually

Sharon Galluzzo:

learning and building the the skills of your employees. He he

Sharon Galluzzo:

had a book report. He would make me go read books, business

Sharon Galluzzo:

books, and then write a report and give them back to him. Um.

Sharon Galluzzo:

And then he gave me, you know, some kind of a bonus. I think it

Sharon Galluzzo:

was stamped in our card or something. It was some kind of a

Sharon Galluzzo:

little thing, but it but his goal wasn't just, I have a good

Sharon Galluzzo:

staff. His goal was, how do I take this great staff member and

Sharon Galluzzo:

continually improve them? Like there was all kinds of things

Sharon Galluzzo:

that he would challenge me on, like, typing on the keyboard

Sharon Galluzzo:

with one hand on the numbers, like the for the, you know, as I

Sharon Galluzzo:

was typing in prices and stuff, and I was like, I can't do that.

Sharon Galluzzo:

He's like, yes, you can learn it. Like, you know, he was

Sharon Galluzzo:

always about, what is that next level? How can I gently and and

Sharon Galluzzo:

and effectively move somebody beyond when they came in. So

Sharon Galluzzo:

when I left that job, not only did I know more about that

Sharon Galluzzo:

retail environment, I knew more about being a business owner and

Sharon Galluzzo:

a leader, so that when I started my own business, I had that

Sharon Galluzzo:

background around me, and what a valuable gift that is to to give

Sharon Galluzzo:

to your employees, because the more you pour into them, the

Sharon Galluzzo:

more they can give back to you. I

Jessper Maquindang:

wanted to add to that, and that reminds me

Jessper Maquindang:

of a concept leadership as a revenue strategy, because when

Jessper Maquindang:

employees or contractors or any team members are not upgrading

Jessper Maquindang:

their skills in today's fast paced world, they're going to

Jessper Maquindang:

get left behind. On the other hand, when we are intentional

Jessper Maquindang:

about their personal and professional growth, they'll

Jessper Maquindang:

gain the skills and experience necessary to really adapt to a

Jessper Maquindang:

fast moving society. And when it comes to leadership as a revenue

Jessper Maquindang:

strategy, their growth really affects the bottom line, because

Jessper Maquindang:

they're prepared to take on new challenges that come their way.

Sharon Galluzzo:

I love that. That's really great. I i really

Sharon Galluzzo:

appreciate this, because the conversation, this conversation

Sharon Galluzzo:

around leadership as part of being the business owner,

Sharon Galluzzo:

because sometimes we just think about leadership is, you know,

Sharon Galluzzo:

pushing the buttons and and and create, and actually these

Sharon Galluzzo:

concepts that you're bringing up enrich you, you because you're

Sharon Galluzzo:

you're giving, enriches your employees, enriches your

Sharon Galluzzo:

business, and actually creates an environment where people want

Sharon Galluzzo:

to work and people want to Stay.

Jessper Maquindang:

That's correct, and that plays a major

Jessper Maquindang:

role in engagement when they feel that they are continually

Jessper Maquindang:

learning and growing. Just reminds me of the concept

Jessper Maquindang:

between fixed mindset and growth mindset. For those who have a

Jessper Maquindang:

fixed mindset, they're just used to the current progress that

Jessper Maquindang:

they're making, and they'll fall complacent to what's been

Jessper Maquindang:

working for them in the past that doesn't last very long. On

Jessper Maquindang:

the flip side, when someone, a leader or a team, has a growth

Jessper Maquindang:

mindset, they understand that there's room for improvement,

Jessper Maquindang:

and when they understand that there's room for improvement,

Jessper Maquindang:

they can make those improvements, and when they make

Jessper Maquindang:

those improvements, progress happens on a regular basis.

Sharon Galluzzo:

That's right, and I so appreciate that whole

Sharon Galluzzo:

concept, because sometimes I get very narrow into nuts and bolts.

Sharon Galluzzo:

So these are just so beautifully overarching principles that

Sharon Galluzzo:

enhance your whole business environment. This is just such a

Sharon Galluzzo:

great conversation. And I have learned so much today. I hope

Sharon Galluzzo:

you listeners are learning as well. Jasper, this is amazing.

Sharon Galluzzo:

Are there any other things that we need to think about, or

Sharon Galluzzo:

principles, or anything that as as business owners, we need to

Sharon Galluzzo:

be in touch with around this topic?

Jessper Maquindang:

Yes, absolutely, as we were

Jessper Maquindang:

reflecting on the employment cycle, once we have our team

Jessper Maquindang:

members on board, we have them trained, it's important to

Jessper Maquindang:

manage performance, and when it comes to performance management,

Jessper Maquindang:

we do need a process to really define what success looks like

Jessper Maquindang:

in a specific task or project and measure how well that team

Jessper Maquindang:

member is doing on that specific task or project, and to do that

Jessper Maquindang:

on a regular basis, to make sure progress is being made

Jessper Maquindang:

throughout the year. And when it comes to managing performance,

Jessper Maquindang:

we want to make sure everyone's on the same page and moving

Jessper Maquindang:

forward.

Sharon Galluzzo:

So how often would you recommend? You have

Sharon Galluzzo:

like? Would you recommend, like a review several times a year,

Sharon Galluzzo:

or check in several times a year, in a review at the end of

Sharon Galluzzo:

the year. And how do you how would that structure look?

Jessper Maquindang:

Absolutely? There are several ways to do it.

Jessper Maquindang:

At a minimum, it is important to have regular meetings at least

Jessper Maquindang:

monthly. I would recommend at least every other week, and then

Jessper Maquindang:

having those conversations to see what progress is looking at

Jessper Maquindang:

like on everyone's end. In the big picture, it is important to

Jessper Maquindang:

keep check of KPIs for your business, key performance

Jessper Maquindang:

indicators.

Sharon Galluzzo:

Key Performance Indicators. Can you define that?

Sharon Galluzzo:

Break that down for us a little

Jessper Maquindang:

bit. Yes. So depending on what the business

Jessper Maquindang:

is. It's really the inputs on or outputs of what an organization

Jessper Maquindang:

is in defining their goals. So for example, let's say the goal

Jessper Maquindang:

is to have 200 sales calls a day. Well, yeah, a week. For

Jessper Maquindang:

this example, keeping track of the number of sales calls every

Jessper Maquindang:

week lets you, gives you a better understanding of how well

Jessper Maquindang:

you and your team are doing with those specific KPIs. So really,

Jessper Maquindang:

it's those mile markers that help people understand where

Jessper Maquindang:

they are with the progress they're making those specific

Jessper Maquindang:

milestones.

Sharon Galluzzo:

So what you're saying is, if, as a as an

Sharon Galluzzo:

employer, I put in place the parameters of all the goals that

Sharon Galluzzo:

we want to have, and we say, you know, like for the example, 200

Sharon Galluzzo:

calls a week, then we are creating structure around the

Sharon Galluzzo:

job description and giving something that can be measured.

Sharon Galluzzo:

Because if you could, you're an amazing customer service person,

Sharon Galluzzo:

and every buddy comes in loves you and wants to hang out with

Sharon Galluzzo:

you, and you make everybody feel great. That's amazing. And it's

Sharon Galluzzo:

also maybe not as measurable as what you're talking about. So

Sharon Galluzzo:

you're going to have some soft skills which aren't as

Sharon Galluzzo:

measurable. However, you do need to have some parameters around

Sharon Galluzzo:

it, number of complaints that were received about your

Sharon Galluzzo:

customer service, or if you wanted to go the more positive

Sharon Galluzzo:

way, number of you know, people who came in and said good things

Sharon Galluzzo:

about you. Some businesses will everywhere you go now, they'll

Sharon Galluzzo:

say, Here, fill out this survey. And the survey is, how was your

Sharon Galluzzo:

customer service? How did that person standing in front of you

Sharon Galluzzo:

do while you were standing in front of that could be a

Sharon Galluzzo:

measurable way that you could put in a KPI around customer

Sharon Galluzzo:

service, so you can create situations where you have

Sharon Galluzzo:

measurement in even soft skills.

Jessper Maquindang:

That's right, and it is, on that note,

Jessper Maquindang:

with the measurements we have in place, important to share that

Jessper Maquindang:

progress with our team members so they they have a better

Jessper Maquindang:

understanding of the direction we're going,

Sharon Galluzzo:

and when you do it consistently, like maybe

Sharon Galluzzo:

every other week is not realistic. However, once a

Sharon Galluzzo:

quarter might be realistic if you have a lot of employees, oh,

Sharon Galluzzo:

yeah, whenever, you when you are giving that feedback to them,

Sharon Galluzzo:

letting them know what our customer what, what is, what is

Sharon Galluzzo:

actually happening, and what are you seeing? And so, because

Sharon Galluzzo:

sometimes, especially in small businesses, we don't think

Sharon Galluzzo:

about, you know, putting all those systems in place. And we

Sharon Galluzzo:

just, while you're doing a good job, well, you're not doing a

Sharon Galluzzo:

good job, and being able to have ways of talking about what your

Sharon Galluzzo:

expectations are and whether or not they are meeting, not

Sharon Galluzzo:

meeting, or exceeding those expectations can make your job

Sharon Galluzzo:

easier. It's sometimes it feels like more work at the beginning,

Sharon Galluzzo:

like I said before, however, in the long run, it actually makes

Sharon Galluzzo:

your job a lot easier, because they know what the expectations

Sharon Galluzzo:

are. They can be like. Well, I came to work on time every

Sharon Galluzzo:

single day. I came back from lunch five minutes early and

Sharon Galluzzo:

whatever. And you're giving me a bad review. Well, yeah, you

Sharon Galluzzo:

didn't meet the sales numbers. Well, you if they don't, you

Sharon Galluzzo:

don't have sales numbers to say, this is what, this is what the

Sharon Galluzzo:

challenge is. Then you don't really have a way to communicate

Sharon Galluzzo:

that. And then they know what the expectations are, and they

Sharon Galluzzo:

can say, Yes, I'll meet those expectations. Or no, this is not

Sharon Galluzzo:

the job for me. So that's even, you know, that even can get

Sharon Galluzzo:

people to if they're on the wrong seat in the on the bus,

Sharon Galluzzo:

they can either move to another seat or get off the bus.

Jessper Maquindang:

Sharon, you brought up an excellent point.

Jessper Maquindang:

It's easier to make our case when we have information readily

Jessper Maquindang:

available. So like you said at your example, when we have a

Jessper Maquindang:

specific number in mind and employees not reaching that

Jessper Maquindang:

specific number, we can show that person that specific number

Jessper Maquindang:

and providing recommendations on improvement in really trying to

Jessper Maquindang:

find ways to upgrade what they're working on and how to

Jessper Maquindang:

get there.

Sharon Galluzzo:

Yeah, that's awesome. And these are, these

Sharon Galluzzo:

are really, these are advanced techniques, because so often we

Sharon Galluzzo:

just go in and we and we do it, just whatever we think needs to

Sharon Galluzzo:

be done. So I really hope that the the ideas and the principles

Sharon Galluzzo:

and the SOPs and all of these things that we brought up today

Sharon Galluzzo:

make you feel empowered and not overwhelmed, because it and it's

Sharon Galluzzo:

a process, and you don't have to do everything all at once. I do

Sharon Galluzzo:

recommend always having a system, and my recommendation is

Sharon Galluzzo:

as you're creating it for yourself, if you will write down

Sharon Galluzzo:

what you do and what works for you, like when you're making

Sharon Galluzzo:

handbooks or anything like that, or sales calls, if you will

Sharon Galluzzo:

document what you do as you do. It. Then when you're ready to

Sharon Galluzzo:

hire employees, then you have a framework, because you know

Sharon Galluzzo:

what's been working and it's already written down, and you

Sharon Galluzzo:

don't have to type it. There are there are softwares available

Sharon Galluzzo:

where you can just speak into the computer and it will type it

Sharon Galluzzo:

for you. There's ways to make it easier on yourself, but I will

Sharon Galluzzo:

tell you that this is I'll tell you a really short funny story.

Sharon Galluzzo:

My husband is a genius. You will hear me say this if you listen

Sharon Galluzzo:

to the podcast, the story will come up often. For the first I

Sharon Galluzzo:

would say, five years of our business, he remembered every

Sharon Galluzzo:

single customer and what job they had in his head without

Sharon Galluzzo:

looking at anything. I could say a name, and he could tell me

Sharon Galluzzo:

everything. And that's an amazing skill to have, and he's

Sharon Galluzzo:

brilliant. However, I used to say to him, that's great.

Sharon Galluzzo:

However, I can't walk around inside your mind and know what

Sharon Galluzzo:

you know, so I need you to write it down, so it's a way of

Sharon Galluzzo:

communicating between us. So what finally got him to start

Sharon Galluzzo:

telling me things was, I said, when we have employees, we need

Sharon Galluzzo:

to set up and work our business now as if we have employees. So

Sharon Galluzzo:

when we have employees, then we're already ready. So that's a

Sharon Galluzzo:

way, if you have, if you're not ready for employees yet, start

Sharon Galluzzo:

thinking about when I have employees. This is how I want

Sharon Galluzzo:

things to do. This is that to go. This is what I want to write

Sharon Galluzzo:

down, because this works, and this is the most efficient way

Sharon Galluzzo:

to do it.

Jessper Maquindang:

That's right. That's right. And I

Jessper Maquindang:

wanted to share with everyone out there. I wanted to assure

Jessper Maquindang:

everyone that leading a team is fulfilling. Yes, there will be

Jessper Maquindang:

bumps along the way, obstacles. Some days, there might be a team

Jessper Maquindang:

member that'll lead you to scratching your head and

Jessper Maquindang:

probably screaming out the window. Yes, that'll happen.

Jessper Maquindang:

However, once you get the right places, pieces in the right

Jessper Maquindang:

place, and you have the right structures and processes flowing

Jessper Maquindang:

together, and everyone knows, uh, what direction they're

Jessper Maquindang:

heading toward. That's where you that's where you'll see real

Jessper Maquindang:

magic.

Sharon Galluzzo:

Yeah, absolutely I love that. Um,

Sharon Galluzzo:

thank you so much. This has been an amazing conversation. I've

Sharon Galluzzo:

learned so much. I hope my listeners have learned will take

Sharon Galluzzo:

this and run with it. Jasper, can you I know that you have a

Sharon Galluzzo:

gift for our listeners. Can you talk about that?

Jessper Maquindang:

Absolutely. So I am providing the behavioral

Jessper Maquindang:

elements assessment, and what it does, it gives you a better

Jessper Maquindang:

understanding of what drives other people's behavior, and

Jessper Maquindang:

that's important, because if you are leading a team, or if you're

Jessper Maquindang:

leading yourself, you'll understand how to delegate tasks

Jessper Maquindang:

better or relate to a certain task. So the behavioral elements

Jessper Maquindang:

is based on the natural elements of the world, and I'll explain

Jessper Maquindang:

what that means. So there's air, fire, earth and water, and these

Jessper Maquindang:

are applied to human behavior. So for a very specific example,

Jessper Maquindang:

fires, these are the people who are really passionate about

Jessper Maquindang:

competition. They feel this need to win. You give them 200 you

Jessper Maquindang:

give them a goal of 200 sales calls, they'll tell you, just

Jessper Maquindang:

for only 200 I can do 300 they're just motivated by that

Jessper Maquindang:

level of competition and contest the waters. These are the people

Jessper Maquindang:

who are driven to bond. They value the relationships. They

Jessper Maquindang:

value the people. If you can get if you want someone to be on the

Jessper Maquindang:

phone with a client or customer, you call up on a water who wants

Jessper Maquindang:

to build that relationship. Or if you're a water yourself, as a

Jessper Maquindang:

business owner, you'll see that you really enjoy the people that

Jessper Maquindang:

you're interacting with. Next up, we have the airs, and these

Jessper Maquindang:

are the people who are really passionate about ideas and

Jessper Maquindang:

innovation, as the metaphor goes. These are the people who

Jessper Maquindang:

like to throw spaghetti at the wall and see what sticks.

Jessper Maquindang:

They're really creative, and they want to see what works, and

Jessper Maquindang:

they will continually experiment. And lastly is Earth,

Jessper Maquindang:

and these are the people who are motivated by structure and

Jessper Maquindang:

organization, because when they realize everything is flowing in

Jessper Maquindang:

a very perfect order, that brings a sense of relief,

Jessper Maquindang:

because everything is working out in a certain in a everything

Jessper Maquindang:

is working out well in a certain way, and that just relieves

Jessper Maquindang:

stress. So these are the four elements, and the behavioral

Jessper Maquindang:

elements assessment will give you a better idea of what drives

Jessper Maquindang:

your behavior based on what those elements are.

Sharon Galluzzo:

That's excellent. What a great tool.

Sharon Galluzzo:

And it's this. This just all like that, like puts a little

Sharon Galluzzo:

bow on what we've been saying the whole this whole

Sharon Galluzzo:

conversation about having the right people, once you know how

Sharon Galluzzo:

they what their element is, it's it's easier to put them in to

Sharon Galluzzo:

the right place, and to know, especially if you're

Sharon Galluzzo:

communicating. With them. How best to communicate with them?

Sharon Galluzzo:

Because you like, if somebody is all about winning challenges,

Sharon Galluzzo:

well you know how you can motivate them and talk to them.

Sharon Galluzzo:

And if someone is about connection, now you know how to

Sharon Galluzzo:

motivate and talk to that person as well. What a powerful,

Sharon Galluzzo:

powerful tool. Thank you, Jesper, I'm really happy to give

Sharon Galluzzo:

this to our audience. So if you would like to get Jasper's free

Sharon Galluzzo:

gift, it's really easy. All you need to go do is go to our

Sharon Galluzzo:

community. Profit connectors. Dot club. That's profit

Sharon Galluzzo:

connectors, because you are the connectors in your business.

Sharon Galluzzo:

Profit connectors, dot, C, l, u, B, and go to that website, and

Sharon Galluzzo:

you can log in for free. And inside the community, you will

Sharon Galluzzo:

find Jasper's free gift. You'll find his contact information,

Sharon Galluzzo:

his bio photograph, along with all of the other guests that

Sharon Galluzzo:

we've had on the podcast, their information and their gifts as

Sharon Galluzzo:

well. It's easy to go in there. You can re listen to the podcast

Sharon Galluzzo:

if you want, and all that information will be in there,

Sharon Galluzzo:

and you will be able to get the this elements assessment. I

Sharon Galluzzo:

think that's amazing. It's a beautiful, powerful tool. It

Sharon Galluzzo:

sounds really easy, and it's really, really powerful. I love

Sharon Galluzzo:

that, Jasper, do you have any final words that you would like

Sharon Galluzzo:

to

Jessper Maquindang:

say? Yes. So there's something I like to

Jessper Maquindang:

share. It is a math formula. I know people are probably

Jessper Maquindang:

sketching their head, Jasper, you're making us do math. I

Jessper Maquindang:

assure you it's it's not going to get complete, complicated.

Jessper Maquindang:

But what I like to share with people is a formula, dreaming

Jessper Maquindang:

plus doing equals innovating. When it comes to dreaming, it's

Jessper Maquindang:

important to come up with new ideas, innovate, experiment and

Jessper Maquindang:

doing. It's not enough to just have those ideas. It's important

Jessper Maquindang:

to take action on the ideas that you have. When you have that

Jessper Maquindang:

together, the dreaming and the doing, that leads to innovating,

Jessper Maquindang:

where you have new ideas for your business. So dreaming plus

Jessper Maquindang:

doing equals innovating.

Sharon Galluzzo:

Oh, I love that. That was so beautiful.

Sharon Galluzzo:

Thank you so much. Jesper, I encourage you, my audience, to

Sharon Galluzzo:

keep showing up. Your future self will thank you, and

Sharon Galluzzo:

remember it's your business and your impact. Go, make it matter.

Sharon Galluzzo:

Thank you for joining us. You.

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Sharon Galluzzo