Step 4 or 4: High Performance Teams

Give employees a career instead of a job

“That’s just not fair!”

Whether it is true or not, this is not something you want employees to say.  Often is beyond a company’s power to control how employees feel.  However, company’s can avoid creating situations that might cause an employee to think or say this.  Companies DO have a great deal of control in which they hire and promote.

In my executive search business we often hear from executives who feel this way.  Either they have been passed over for a promotion or they have seen others passed over multiple times.  Sometimes their company never considered an insider for an open position. Whatever the reason, these people feel like a commodity instead of a valued contributor.  If this kind of perception starts to permeate the workforce the company is doomed – especially now that top talent is harder to find.

There are many reasons why a company would go outside to hire top talent; they don’t have a qualified person internally, they want fresh perspectives, they want competitor intelligence, etc…  Hiring outside is expensive, time intensive, and dangerous (see steps 1 & 2)! Often it can be avoided if companies have a career development culture instead of an open seat culture.

Hiring from your current employees only works if you diligently practice Step 3.  It also means a huge ROI on your labor expense.  When employees believe they have the opportunity to grow and advance they don’t spend time looking elsewhere.  When they enjoy a company development program they have greater confidence to take on more responsibility.  Employees will take their performance more seriously and pursue self-development agendas.  Giving an employee a career is a long-term investment strategy, one that every company must follow.

This is the final installment of the four steps to building a high performance team.  Putting these steps into practice will have tremendous impact on company profitability and competitive edge.  Don’t wait until your competition has all the top talent, beat them to the best people now!

Step 1 of 4: High Performance Teams

Farmer plowing in Fahrenwalde, Mecklenburg-Vor...

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Make recruiting a process that is structure and tracked

What would you think of a farmer who decided to skip all the plowing and sowing and jump right into harvesting?   You’d think the farmer was deluded and crazy?  How can a crop be harvested if the seeds were never sown?  How can crops grow if the soil isn’t plowed and watered?  It would be insanity to think a farmer could go straight to harvest without doing all the things necessary to cultivate their crop.

This is how many organizations approach recruiting.  They have a critical opening and suddenly they want to harvest top talent.  Like the farmer they too need to cultivate the talent pool and sow their employment brand long before they start to harvest.  This means that recruiting has to be a process that is incorporated into the overall company culture .  It has to be an ongoing activity that is measured and tuned.

Here are some simple ways high performing organizations sow seeds and cultivate a healthy crop of top talent:

  • Promote their company as a highly desired place to work
  • Create relationships with potential employees as early as high school
  • Advertise their jobs to attract top talent rather than screen out applicants
  • Profile key jobs
  • Establish an ongoing relationship with a niche search firm

Of course, there are variables specific to every organization.  But the faster companies begin to cultivate their talent pool, the faster they’ll have the right people to hire.