Hire slow fire fast
Hire slow fire fast
When we employ enough staff, we start to realise that employees are transitional. They come and go based on their agendas, lifestyle, circumstances, competence or even just boredom.
Hiring people is an art form. Get it wrong and you will be going through a tough time. Hire well and it can be extremely rewarding and fruitful. Good staff and stability is a great measure of how you run your business.
If you consider staff to be friends then lines can get blurred. Complacency, familiarity and lack of progress are tell-tale signs that the job isn’t the job hoped for and must be guarded against.
Building a team of people that complement each other or generate a powerhouse of work completed takes time, awareness and attention.
The question is, who does that for you and what systems do you use to ensure great productivity? How much do you develop a relationship with staff or them with each other for optimal performance?
It could be considered formulaic. However, people are people and by that, I mean, we are all different. We may have skills that are needed to compliment others or complete a team. Overall though we need to feel human, fulfilled, valued, cared for, respected, listened to and appreciated.
Even if you are all the above, turnover of staff will occur. Loyalty cannot be bought. Life changes outside work and life impacts.
When trust breaks down, fire fast. No employee should be allowed to continue in their job if the trust has gone. It is better to pay them all they are entitled to and change the locks and passwords. If you find yourself compromised, shut up shop. Get rid and move on.
The opposite is true. Hire slow. Take your time to find the right person. Do not react by getting in the first person you can. Take your time. You could be with them for years to come. Valuable people are out there. People who have skills that are rich and useful and underutilised do exist. People who are looking for a breath of fresh air and want to be part of a company that is fertile ground that enhances their natural abilities and captures their great ideas are keen to be with you.
Where would you like to work and under what conditions? Create the type of environment that people will want to come to. They will want to work hard and feel appreciated. That must be better than trying to fill the bank account with enough money each month, just to get by. That style of thinking will never serve your businesses, the employee or others who work there.
We can stifle great people. We can micromanage them to the point of strangulation. I could not think of a worse job.
When selecting someone to take on board, they need to be self-starters. Batteries included. Your role in making that happen is important and worthy of investment.
Ask the candidate, how do you see yourself in three years’ time. You already know what you want to hear, and they will already know what you want to hear too. However, those that can easily answer and are excited about the prospect of growth and learning as well as being able to articulate that in a way that you know isn’t contrived should be sought after, cared for, protected, nurtured, cherished and included in your vision for the future.
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