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Albert Einstein had said, “If he had only one hour to save the world he would spend 55 minutes identifying what the problem is and five minutes solving it.” Each company has a different problem when it comes to employee retention and that must be distinctly identified before implementing any solution. The solution to Hiring “A” level team players comes in three stages– the before unit, the during unit, and the after unit.
The Before Unit: In this unit, you want to develop a highly-customized hiring process. Resume is the last place companies should look to evaluate key players. In the beginning, you must clearly identify what you want and build a job scorecard. A comprehensive job score card consists of key activities of the new hire along with their unique abilities, technical skills, how they can be a cultural fit, the outcomes, the mission, experience, and other essentials. Moreover, you don’t want to start any interviews until you have a system of narrowing 20 “A” level players other than looking at resumes. Now you want to carefully evaluate the 20 “A” level players and narrow down to 5 candidates you want to put through the interview process to get the best of the best. During the non-resume evaluation process, it is very important to know what do you stand for and what values are you looking for in the candidate. Values and attitude based hiring process can eliminate more than 70 percent of the bad hires. Typically, a three-interview hiring process works best. Anything longer is an overkill for some of the smart candidates and they leave mid-way in the process. What’s your percentage of bad hires?
The During Unit: In this unit, you want to have a clear system and path of professional progress. This must be developed and presented in the initial interviews as smart and “A” level players always look to the future more than the present. It should give an opportunity for the individual to customize the path as well. Considering instilling coaching in leadership skills, financial improvement and health, skill development, health, and ultimately building happiness at work. Have a recognition system that is unique and different from every other competitor in your industry. The most common mistake made by companies is to have an event or recognition day and award all the recipients. It doesn’t motivate the team. On the contrary, consider a variable rewards system. Also, many companies don’t have a system to have a formal “performance appraisal.” Have a handbook for the same that ties into every value that the company stands for. Do you have results based training?
The After Unit: In this unit, you want to have a clear process of exit. Many great employees may have to leave for some good reasons. At this stage, don’t let them just leave, but have a system in place to have them bring the type of “A” level replacement before they leave. Have an exit interview for everyone that leaves the company, including the ones that you terminate. Feedback is key to improvement and change in employee retention. Change what’s not working and improve what is working. Surprisingly, despite the well-documented benefits of regular performance feedback, many firms fail to implement an effective review process. An effective review process can help bridge the gap that exists between the leaders and the team. Do you have a system with the “A” level people who left to continually feed you “A” level players?
Hope this brought great value to you. To get started on building and retaining “A” Level team players please visit www.MentorMyTeam.com
You can reach Bimal via email at bimals@bizactioncoach.com or cell at 954-579-1254. Multiply your Team’s happiness with his book, The Daily Happiness Multiplier.
