This question and answer series of articles provides scenarios for business owners to find answers to business frustrations.
Q: Finding good staff is a constant challenge and yet I’m sure they are out there. We have had mixed success in the last two years. Do you have any advice?
You’re right. It’s a bit like finding and starting a new relationship – finding the right person makes a difference and committing to the wrong one can be a nightmare. In business it all boils down to having a really good recruiting and hiring system. It takes time and effort but then again so does patching up mistakes and getting rid of a wrong hire. Better to spend it at the front end of the process where you can be positive, than at the other end where you will be annoyed and frustrated. I have two key pieces of advice.
The first is take your time and never hire out of desperation or urgency. This is when you overlook or ignore the little warning signals, telling yourself they are only minor and won’t really make any difference . . . and anyway, you’ll be able to address them later on. Wrong.
The second is to interview for qualities. Once you have determined your required skill and experience levels, set down a list of the qualities you want in this employee. Think back to the best you have had and write down the qualities that made them so good. Then interview for these. Depending on the position, some qualities are likely to be enthusiasm, strong work ethic, willingness to learn, attention to detail, team spirit, attitude and a whole swag more. And take some cues from the other two answers on this page.
Q: I am frustrated. I know my business is a good one and our services are good, but recently I seem to be losing staff to competitors or businesses outside our industry, which results in me starting all over again finding and training a new person. Is there something I should be doing to stop the outflow?
Without knowing the full situation I can’t answer this precisely. Perhaps you can consider what keeps people in a position. The real answer is rarely money – that is more often the excuse. Many of us think that pay is one of the strongest motivators and for some it can be. Sometimes people won’t take a job if the pay is too low, but high pay isn’t what motivates them to go above and beyond the call of duty.
Most people are more motivated by opportunity for growth and advancement, recognition, interesting work and responsibility. With that in mind, ask yourself if you are building a culture that promotes these motivators and values. Are you communicating them to your staff? Or, are these things being promised in the initial hiring interview and not carried through or being lost in the rest of the daily pressure? Don’t you hate people who answer a question with a question?
Watch for Part Eighteen…coming later this week!
Until next time…
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