Let’s be honest: employees with a «5» with a probability of 80% will not come to your company.
Important note: this does not apply to market leaders. Do not agree?
Let me continue my thoughts:
- Employees at «5» are already working in their place, in business and receive decent money for this (which you most likely will not pull). And sometimes a good non-material package of privileges … As an application.
- Most employees on the «5» are already thinking about their business or are the owners of their own business. This is you, wake up. Let’s guess (this is for owners), you were once one of the best in your business (in the company, department). Do you agree?
- Two-thirds of employees at «5» are well aware of the «bright prospects» that await them at your wonderful (new) workplace. They know how to consider risks, assess the probability of success of a transition project to a new company. And remaining realistic, they remain in their warm workplace.
- Yes, there is a possibility that one of the army of «excellent combatants» suddenly became bored … And the prospect of putting things in order in your project will suddenly be to his liking. And he, like a real Hercules, will roll up his sleeves and go to your Augean stables. It’s possible, but let’s face it (honestly again) — unlikely.
Therefore, in order to save time, I propose the thesis “to think about”. Most likely, you and I (small business) should
To learn with employees on «3» and «4» to get results on «5»
What is it like? Let me explain. The day before yesterday there was a meeting with one client who wants to “plug” the holes as quickly as possible and find 5-7 new employees. What worked, to be corrected, to be efficient. The question is not difficult — 3 competitions, 10 working days and a sane amount of money. My answer was simple (and somewhat surprised the owner): no need to look for employees. It won’t lead to anything good. It is worth remembering the good principle of «3 P»:
The right people in the right system do the right things
And most (of us) try to start with the right people. It seems to me that it is worth starting with the right system, which is first designed “on paper”. And then (according to the drawings) it is brought to life. And if you “insert” the right people into the wrong system, nothing good (the right things) will come out of the output. The exception is that you will come across the right person who knows how to make the right systems. The price of such a specialist (so that you do not fantasize too much), according to my estimates, is from 250 USD per month.
Can you afford it?
Once again I say, this is not a “process artist”. And the one who really makes the processes the life of the company. Will bring the architectural concept (what he painted) to life. I’m talking about the process approach again, colleague. Which allows with employees on «3» and «4» to get a result on «5». This topic causes serious resistance among business representatives (from personal experience). And today I would like to answer the question:
- Understanding how the company works. Where failures occur, why and what can be done about it.
- Capitalization growth (EVA). The company described can cost many times more than the company not described. My friends are thinking about buying a franchise. In the price of the franchise, the narrative + brand cost almost 50%.
- Conscious improvement. Understanding “how it should be”, you can understand “what is missing” and “how to do better”
- Increasing profit. The described companies are more profitable than intuitive ones …
- Human factor. It is greatly reduced, and success becomes a manageable quantity.
What does your employee get from the process approach:
- Clarity of “what I am responsible for”. Calmness and understanding on the question “where is my job”. And «where is not mine» …
- Award for clear (measurable) indicators (KPI). According to my estimates, in half of the companies there are either no real bonuses, or they are paid according to the mood of the heel of the left foot of the boss.
- participation in development. People (especially on «4» and «5») want to be involved in this process
- Satisfied client. Not randomly, but regularly. As a result: he is not rude, pays quickly, smiles, does not flutter his nerves, recommends to friends and colleagues
- «Clear» management. The boundaries of «what is good, what is bad» are set. Clarity for what they punish, for what they encourage.
This is how the game turns out: «won-won.»
Details in my short video:
And if you want to quickly and not boringly (most books and seminars on this topic are really “hard” to understand) learn how to use the process approach. Understand how to unite the efforts of all employees in one direction, what kind of direction it should be. How to teach employees on «3» and «4» to get results on «5», how to describe processes for them so that everyone understands.