It starts with hiring process. Most companies hire when they need someone and then are in a position of weakness. The best people are not looking for jobs; they already are in a good jobs and most are happy. The best companies are recruiting and looking for good candidacy everyday. Its a culture of finding good talent that separates good hiring practices. Once you find good talent, a good interview process is critical. Candidates should go through several interviews before being hired.
Once hired, then a training program is needed. Training should be both initial and on-going. How much time does your company invest on initial and on-going training? Do you have a detailed training process? If not, why? After initial training, there should be an structure on-going training program that develops talent and the next generation of leadership.
As part of on-going training, employees should be ranked to determine who is performing and who is not performing. I use A B C. A people are the best performers and the company must have a plan to retain them. They are superstars that drive the company. B are good, solid performers and must have a plan to move them into A. C are under-performers that must be terminated.
The company must reward performers (A).
Some quotes on people:
- Your staff is a direct reflection of you
- Having the right people is 99% of success
- Everyone says they want "good" people but don't have a list of skills, traits, and backgrounds they are looking for
There is nothing more important than working on and with your people. Do your priorities match this?
CJT
