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Terri Driedger | Remote, Small Business COO

@terridriedger

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I teach you what to do once growth breaks your systems
Team • Systems • Data
AI-forward ops, real-business tested

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Sometimes people see the client wins and the team and the million-dollar run rate and assume it was always like this.

Trust me, it wasn’t. We built our first business on lunch breaks, pee breaks, and cold construction shifts. Then we rebuilt our second one in the middle of cancer, chemo, and starting over from scratch.

And now we’re here leading CCI together, building something bigger than either of us ever could’ve done alone.

If you’re new here or this is the first time you’ve really seen who we are behind the scenes, say hi in the comments!

Who are you?
What business are you building?
And what’s the big goal that’s pulling you forward right now? by @terridriedger

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10 months ago

If your core values live in a PDF new hires read once, they’re not really your values.

Make them a daily habit:
• Praise publicly when someone shows a core value. Keep constructive criticism private.
• Add shout-outs to your team meetings or rallies, where team members recognize peers who lived out a specific value.
• Check yourself: are you intentionally modeling your values every day, through the small stuff?

Comment SCALE and I’ll send you my YouTube video on building a team culture that scales with you.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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3 days ago

A new hire should generate 2–3x their salary. If they’re not, your business isn’t scaling. It’s bleeding money.

Don’t hire just because you feel overwhelmed. Hiring without a plan for profitability usually ends with having to let that person go.

Before you hire, step back: which roles can you delegate so you can focus on revenue-generating work? And how will this new role directly generate 2–3x its salary?

Comment SCALE and I’ll send you the YouTube video on how to hire profitably.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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4 days ago

Your new hire’s 90-day probation period isn’t a formality. Treat it as a data-driven process.

Set clear KPIs for 30, 60, and 90 days. Make sure they have all the tools, resources, and mentorship to succeed.

If they’ve had the support and still aren’t hitting their KPIs, let them go before the 90 days are up.

The goal is a team of profitable people who add value, not people who take up space and cost the business money.

Comment SCALE and I’ll send you my YouTube video on hiring profitably.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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5 days ago

A chaotic first day sets the tone for a new hire’s whole experience with your company. A smooth one makes the entire onboarding process better.

What a good day one looks like:
✅ A day-one email with a simple, focused set of steps (1, 2, 3), not an overwhelming list
✅ A day-one checklist so they know exactly what to work on
✅ Clear 30-60-90 day expectations they can see from day one

What it doesn’t look like: dumping everything on them at once. Overwhelmed people don’t absorb anything.

Comment SCALE and I’ll send you my YouTube video on onboarding your team the right way.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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6 days ago

Make a quick first hire, dump a pile of tasks on them with no onboarding, and watch your stress triple and your Slack blow up with questions.

Before you onboard anyone, get your SOPs in place. Map out exactly what the new hire will be doing and give them step-by-step instructions for how each task should be done.

Comment SOP to learn how to build out your own systems.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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7 days ago

Don’t assume someone will stay in the role you hired them for forever.

The person you hired for finance might have a marketing degree, and thrive if they made the move.

Use your one-on-ones intentionally. Ask:
• Are you happy in your role?
• What’s your ideal role here?
• Do you have ideas for other departments?
• Where do you see yourself in the company in five years?

Those conversations give your team space to show you where they’ll shine most.

Comment SCALE and I’ll send you my YouTube video on building a team that grows with your business.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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10 days ago

Before you let someone go, ask yourself: am I 100% confident I gave them every tool, resource, and bit of mentorship they needed to succeed?

Then ask: did they know exactly what was expected? Clear, measurable KPIs and deadlines, spelled out so they knew the performance level required.

If the answer to either is no, hold off on firing. That’s yours to fix first.

Comment SCALE and I’ll send you my YouTube video on building and leading a team that scales.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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11 days ago

Hire fast and you’ll usually end up firing fast. Here’s how I pace it:
1️⃣ Give it two weeks to collect applications before you start interviewing
2️⃣ Start with a 15-minute culture interview. If they’re not a culture fit, they’re out, no matter how skilled they are
3️⃣ Follow up with a longer, skills-based interview to confirm they can actually do the role
4️⃣ Onboard properly: give them the tools to succeed, not just a list of tasks
5️⃣ If they don’t hit their KPIs in the first 90 days, let them go. Don’t keep them hoping they’ll improve

Comment SCALE and I’ll send you my YouTube video on hiring and building your team the right way.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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11 days ago

A lot of business owners want to hire a clone of themselves. That’s the wrong goal.

Build your team with people who have the strengths you don’t.

You won’t get to $50K or $100K on personal hustle alone. Scaling means learning how to onboard, manage, and bring out the best in your team.

Hit your hustle ceiling? Comment SCALE and I’ll send you how to onboard and build a stronger team.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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13 days ago

The same hustle that gets you to $20K months will burn you out (or break you down) at $50K.

You can’t keep scaling completely on your own. Getting to the next level takes support and structure: a team, plus real systems and operations.

And if you scale without knowing how to manage a team, systems, or operations? It turns into a dumpster fire, fast.

Comment SCALE and I’ll send you the YouTube video on how to get started with systems and operations.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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14 days ago

90% of businesses should start with contractors. That’s usually the right first move.

But contractors legally can’t work full-time for you (that can mean a legal conversation waiting to happen), and paying multiple part-time contractors can end up costing more than one full-time salary.

Employees bring more loyalty, longer retention, and a deeper investment in the business, because they get to grow with it.

The real skill is knowing when to stick with contractors, and when it’s time to make the switch.

Follow along for more on building the right team, the right way.

#femalecoo #femaleinbusiness #coo #scalingyourbusiness #remotework by @terridriedger

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17 days ago