The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It

by Michael E. Gerber

1. A scripted presentation communicating the Boss’s idea in a group meeting to all of the applicants at the same time. This presentation described not only the idea but also the business’s history and experience in successfully implementing that idea, and the attributes required of the successful candidate for the position in question. 2. Meeting with each applicant individually to discuss his reactions to and feelings about the idea, as well as his background and experience. At this meeting, each applicant was also asked why he felt he was superbly appropriate for the role the position was to play in implementing the Boss’s idea. 3. Notification of the successful candidate by telephone. Again, a scripted presentation. 4. Notification of the unsuccessful applicants, thanking each for his interest. A standard letter, signed by the interviewer. 5. First day of training to include the following activities for both the Boss and the new employee: • Reviewing the Boss’s idea • Summarizing the system through which the entire business brings the idea to reality • Taking the new employee on a tour of the facilities, highlighting people at work and systems at work to demonstrate the interdependence of the systems on people and the people on systems • Answering clearly and fully all the employee’s questions • Issuing the employee his uniform and his Operations Manual • Reviewing the Operations Manual, including the Strategic Objective, the Organizational Strategy, and the Position Co...