If you want to go fast, go alone. If you want to go far, together.
I have had 5-6 conversations with people over the last two weeks about employee issues and underperforming. I am going to post about some best practices I have used to overcome these issues in the past. Some are easier than others, but bottom line is without a strong employee base and culture, you are severely limited on your business growth and earning potential.
Today, it’s about finding good people.
Finding the right employees is tough but not the hardest part of leadership. It starts with building an environment and culture that attracts the right or best employees. Money is becoming less and less the # 1 priority of people. They want to enjoy what they do and where they do it just as much as possible.
Don’t believe me?
Give your worst/ most frustrated employee a 100% raise and see if it affects their effort and quality.
You have to work on systems, processes and expectations that make people excited to work for you. The image of your business online is as important to finding clients as it is to finding employees.You can hire recruiters and try to place the best ads for hiring on sites, but if what you have to offer isn’t up to par, you are going to struggle. Employees at this point are looking for the total package of being happy, having a good earning potential and growth as much if not more than the initial offer.Therefore, you need to be really, really good at selling the vision, story and mission of your business. In order to “sell” people on why they should choose your company over your competition.
Your “why”, your companies “why”, your reason for “why” clients buy what you are selling.
This is the most important part of the interview process in my opinion. It sets the groundwork for what we are going to talk about this week around expectation setting and accountability. However, if they have not bought in from the interview process, you will struggle with the wrong people.
I honestly spend more time selling people on why they wouldn’t want the job versus letting them sell me on why they do want it. Therefore, none of the negatives I bring up will be a problem for them. It makes for more interviews but less firing.