You assign a task. Send the email.

Then delete it from your mental to-do list.

Zero follow-up needed. Zero micromanaging. Zero stress.

That’s a “send-delete” employee.

I learned this term from an 8-Figure Franchisee last week at our Philly event.

Most owners have the opposite.

They have “send-follow up” employees.

Send a task. Worry about it. Check in twice. Redo half of it yourself.

That’s not delegation. That’s expensive babysitting.

The bottleneck in most businesses isn’t marketing, systems, or capital.

It’s the owner who can’t let go.

“I can do it faster myself.”

“They won’t do it right.”

“I need to stay involved to ensure quality.”

Sound familiar?

Every time you say this, you’re choosing to stay small.

What send-delete employees look like:

• You assign a project Monday. It’s done by Friday. Done right.
• They ask clarifying questions upfront, not halfway through.
• They bring you solutions, not just problems.
• They own outcomes, not just activities.

Send-Delete means someone with high accountability + get shit done.

They do what they say they’re going to do.

This builds trust so you can just send and delete.

Freeing up mental space to focus on bigger goals

Stop asking “How do I stay in control?”

Start asking “How do I find send-delete employees who can run the business without me?”

Your business grows when you (the owner) become irrelevant for daily operations.

Send-delete employees make that possible.

They are out there looking for a better opportunity.

It’s your job to find them.

Cheers!

Brian

P.S. Want my help finding “Send-Delete” employees?

My Talent Acquisition workshop shows you exactly how I attract A-players who make me irrelevant. Click here to get it.

Brian Beers

​Find me on X, LinkedIn​
​YouTube, Instagram​

​

113 Cherry St #92768, Seattle, WA 98104-2205
​Unsubscribe | Preferences​