Time to do a goals and business plan review for 2023. There are headwinds coming. Check where you are now. Do you have the right people in the right jobs doing the right things for the right reasons? First, make certain you know the core competencies needed in the job. Depending on the role this could be anywhere from accountability for others to attention to detail or from conflict management to futuristic thinking.
Many businesses have not done a good job of selection and they will have a difficult metrics and results-based measurements of skills, performance, and interpersonal skills when they find that they must pare back. High performing employees will result in helping your organization meet its goals and will promote your brand to your customers.
Do what you can to retain your high performers? Then make sure you do stay interviews now. The high performers are a step ahead and might leave if the sense instability. On the other had those who are not high performers will not leave unless asked to do so.
If high performers leave you should not think that you have plenty of people to choose. You have more but you must find the right person for the job.
You should also spell out why a person would want to work for your company. List all the benefits and opportunities that you offer. You may think that you are a small business and don’t have much to offer. Consider these things: flexible schedules, broader job responsibilities, a family feel, an entrepreneurial culture, or the chance to learn new skills as the company grows. Obviously, structuring a competitive compensation package is critical.
Prior to interviewing develop a strategy for interviewing candidates. Write down some questions. Use open ended questions that get the candidate to talk and become more relaxed with you. You want to try to understand how the candidate will behave as an employee. The best way to predict that is to find out how he or she handled situations in the past. We do this by asking “behavior based” questions. These “behavior-based questions” will help you predict how a candidate will act as your employee. For example, if you want to learn about how well he or she would work with others you might ask this question. “Tell me about a time when you were asked to work with a group of people on a project. How did you contribute to the result? How did the group work as a team?” Your candidate will need to think and give a descriptive answer about his or her ability to contribute to a team.
Assessment tools are excellent, and I highly recommend them. Assessment tools such as “DISC” and “Values” are used in the selection process to learn about a candidate’s behavioral style and motivational style.
Here is the bottom line. Hire and retain smart. Select the best and then engage them and motivate them to do their best.
Are you ready for 2023? Learn how to hire and retain the right people.
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