HOW DO I GET (AND KEEP) THE PEOPLE THAT WILL GROW MY BUSINESS?
Hiring. Does it strike fear into your heart? You’re not alone.
Hiring issues are one of the biggest (and most expensive) pitfalls for anyone looking to build a team. No matter how many interviews, tests, evaluations – if you’re not looking at the right metrics, you might face hiring only to have the person leave in a matter of weeks or months, starting the cycle again. Or, even worse: instead of hiring the right employee, you hire the wrong person and then they proceed to wreck whatever you’ve built. And you can’t get them to leave.
Here we look at employee retention strategies, the ways to ensure you get the right people in the right places – whether that’s on the job or in your personal relationships. It breaks down to just three parts: Can Do, Will Do and Team Fit.
HIRING THE RIGHT EMPLOYEES: THE LOGIC BEHIND CAN DO / WILL DO / TEAM FIT
Say we’re going to hire someone to work for a company. Most of us know it’s not the person that you hire that destroys a company – it’s the person you fail to fire. The wrong people can take the best product or service and destroy it. Think of that server at the five star restaurant who basically ignored you or the director that never followed through making some promised contacts.
On the flip side, hiring the right employees can take a terrible company or service and make it amazing. The same logic applies to intimate relationships and friendships – it’s also the reason why so many of us go through multiple partners and friend groups throughout our lives. You need to select the right people and have them at the right time. And that means asking the right questions.
Here we’ll stick with hiring, but remember – the same principles apply to all the relationships in your life, not just for employee retention strategies
QUESTION 1: CAN THEY DO THE JOB?
Usually a resume and getting some background tells us who will be ideal for a job. If they truly have the skill sets and the ability you need, this question can be answered pretty rapidly. And if the person doesn’t have the right skill set already, can they learn it – or will they struggle to understand and execute effectively?
QUESTION 2: WILL THEY DO THE JOB WELL LONG-TERM?
This question is a bit more complex. Basically, will they stay? To figure this answer out, you need to understand what the person’s goals are as well as their true nature. If the job feeds that nature, chances are they’ll stick around. That’s the secret to hiring the right employee.
For example, can an introverted person become an effective salesperson? Of course. Will they sell effectively long-term? No. Why? Because people’s nature rarely changes. When you find a position where a person’s nature is rewarded by the job itself and they possess the necessary skills, you’re well on your way to making a good hire. But they need to pass the final question.
QUESTION 3: ARE THEY THE RIGHT TEAM FIT?
Lots of companies have vague wording or concepts about what “team fit” means. At its base, fit comes from a person meshing well enough with the rest of the team to be valuable contributor and productive asset to the whole. Having variety is crucial for a team to function, but if the person will drag down the whole team with them, they’re not a fit.
KNOW YOUR OWN NATURE
Of course, evaluating someone else becomes even more difficult if you have no sense of your own nature and patterns. How can you think about hiring the right employee if you’re unclear how you work yourself? Learn about what motivates people; it’s the root of employee retention strategies that work. Also crucial? Understanding business identity types that are different than your own — all are key components of becoming an effective leader.