Only Hire People Who Fit Your Business and Culture For A Smooth Ride
If you’re a leader of a retail company that’s at a standstill, you should focus your attention on the people around you – and especially those with the right talent. It’s a harsh fact of life that most companies hire individuals without the abilities and strengths to make a great impact on their business strategy. The most important question to ask yourself is “are you struggling with teamwork and results?”
By comparing companies to buses and the leaders to bus drivers, Jim Collins found that those who hire people for experience and qualifications over talent just end up with a bus full of underperforming staff.
In my experience, people truly are your best asset. All great leaders of retail businesses ask: “first who and then what?” Here’s how to ensure you adopt great hiring decisions and retain the right people on your bus for the long-term.
- Fill your bus with the right people
As a retail leader, it’s your job to be extremely careful when selecting the right people for your team. Thorough evaluations are key, so make sure you invest plenty of time in interviews, evaluating references and making background checks on each candidate. After all, you don’t want to end up in the same boat as Myer back in 2014 when they discovered that the man they hired as their General Manager of Strategy and Business Development had faked his resume. If you have any doubts about a potential employee, don’t hand them a golden ticket onto your bus.
Unless you’re confident that you’ve found the right people to take your company from good to great performance, let the seats go unfilled. It’s always better to take on extra work if necessary until you have found exceptional talent that can take your bus further on down the successful retail road.
- Get the right people in the right seats
Every bus will have key seats that represent the biggest opportunities, and yours is no exception. You can’t just overcrowd your bus with superior talent and wait for the magic to happen. You need to be sure that you give the right people the right seats and only keep them there if they prove they are going to drive your business in the right direction.
If at any time you feel someone isn’t pulling their weight in a key spot on the bus, give them the chance to prove themselves in a back seat. It’s perfectly ok to give them the boot from a prime seat if they are underachieving – or even a one-way ticket off the bus if they don’t appear to be great in any specific role.
- Kick the wrong people off the bus
Harsh, but true. At the end of the day, you want a highly successful team and business – without the hassle of babysitting and tightly managing the wrong people. You don’t have to be ruthless in chucking individuals off your bus, though. Try to be rigorous in the decision and implementation to ensure any of those who have left your bus can exit with dignity and still feel positive about your company.
When you eliminate the wrong people and have a bus filled with the right potential, it will become less a question of where you are headed – and more of how far your team can take your business. Plus, you’ll learn not to make the same hiring mistakes in the future.
- Maintain the right people on the bus
It’s crucial to give your hand-picked bus crew the opportunity to shine and exercise their talent and skills. The right people need to be self-motivated by an inner drive to produce great results and be part of a great team, which comes only with having the right people aboard. You also need to put your best people on your biggest opportunities, rather than on your biggest problems.
Regardless of where the bus goes, Jim Collins says that those who build and maintain a great company can also build a great life. For this to happen, you must build respect and empower your team by making sure they receive the recognition and rewards they deserve.