Do you have the right people working with you? These days, it’s even more important to ensure the sustainability of your company by only keeping the right people on the bus. The right people will do what it takes to ride out the storm, they have the right mix of passion and efficiency, they are entrepreneurial seeking opportunities when everyone else only sees stumbling blocks. They go beyond what is expected. They are a breath of fresh air and they energize you each and every day you are at work. They will fight alongside you. Ultimately, they get the RIGHT stuff done with a great attitude. If you don’t have these people on your team, you need to move on now and get the right people - they are out there. So, how do you find these people?
I’ve been blessed to work with great people. I’d argue that great people aren’t necessarily the most talented. They just want it more, they work harder, they work smarter, and they take great pride in their work. The best part is, they also associate themselves with those “A” players. That is, they are your best source of new talent. They also take pride in bringing in good people into company. So, get those “A” players from those same players.
If you don’t have any A players on your team, you need to interview for them. I’d go out of the way to ask candidates to complete tasks as part of their resume submission. If they can’t follow directions or take pride in submitting something specifically for your company, I doubt they’d be a good fit. For example, tell them in their cover letter to criticize your company. It tests their writing skills, their creativity, their thoughtfulness, and their approach to confrontation.
In interviewing them, I’d push the cultural fit - are they looking for a 9-5 job, or do they commit to getting the job well done? I’m not advocating working non-stop, but I am advocating people who will get the job done - there are times where there is more work and times when there is less work. Is the employee adaptable? One entrepreneur I met with said, if an employee asks about “work-life” balance, they are asking the wrong question. Life is not about part work and part life, seeing work as a piece of a passionate life worth living is the right perspective. Some of you may disagree, but I find work compelling, fun, exciting, and rewarding. Find people who take pride in their work and will do what it takes to do a great job, an excellent job. Doing so, you’ll be moving quickly in the right direction.
What do you think? Is the right team the most important? I’ll leave letting people go for another post, but I do think as a leader you do need to make the hard decisions as well quickly and decisively while at the same time humanizing it.
Excellent article Andy.
i completely agree with you, having such people at the early stage of the company is very critical.
As an entrepreneur i really enjoy reading your posts.
I would agree wholeheartedly. Unfortunately the HR function at many companies is grossly overlooked.
“tell them in their cover letter to criticize your company” I don’t think I have ever heard that before in many years of management & HR classes. That is golden. I like that. I not only forces them to do the things you mention, but shows you how much research they have done about your company and your company’s competitors.
I couldn’t agree more. I tend to really appreciate people with the following characteristics:
- the word “can’t” isn’t really in their vocabulary
- things that are “hard” don’t frighten them
- they are very curious how to do things better all the time.
Kelly Smith
Curious Office
one reason I like reading your blogs Andy is because I usually can take one or two lines from you and use it as a quote to motivate me or others.
thanks!
Surrounding your self with talented people is paramount to success! This is a very old adage that many people STILL do not understand. I have also been blessed over the years to have worked with some outstanding people.
Hi Andy,
You are absolutely right, in business, it is imperative that you surround yourself with the right people, who not only have the right skills, but also the right attitude. As an entrepeneur, I am obviously very particular about who I choose to employ. The candidate must have desire, energy and passion for what they do, as well as experience in the related field. For any business to prosper, you must look for people who want to work, want to better themselves and want to be part of something great.
Great post, I agree very much.
In addition to a cultural fit, I think it is also important that they share the values that drive the company. This not only is a great source of pride, but it keeps the company naturally aligned with its core values, even when its not the easy road.
I’m also blessed to be working with a great group of people, and I have to say that while this is a trying economy for any small business, it has been a pleasure to see the people around me rise to meet the challenges.
Wow good post and I couldn’t agree more. You must surround yourself with motivated people or you will end up not moving to fast. I learned this many years ago in Amway and it really holds true even with Internet Marketing as well.
If you don’t surround yourself with like minded people it will take you twice as long to get where you are going.
Good article but I’ve found that it is very hard to find good people. Most start out wanting it but can’t finish. I’ve found over the years I can’t count on anyone buy myself.
Having built a number of teams, i’m completely agree with ‘getting the right people on the bus’ mentality.
I conclude that great team > work by yourself > wrong team.
Things just fly once you find the right people. It’s easier to say than done though. It took me few times to figure out how to do it properly.
The most effective way to find the right people is to take on many, see if they work out and fire them if they don’t.
Just saying that is probably going to get me in trouble, I realize. But it really is the truth; you don’t know in advance if someone will perform the way that they say they will or the way you hope they will - actions speak louder than words. Hiring from interview is a flawed process.
So what is the answer? Payment by results. If the new hire doesn’t make much money, they won’t be around long. And If they are making lots of money, they will stay and make you successful too.
Is it really possible to use this model? Yes it is occasionally, but of course there is much resistance to the idea in most forms of employment. But then you could say, that such resistance is really a cover for low performance.
The other problem is that payment by results can lead to unscrupulous actions by the hiree in achieving high performance stats.
Finding good workers is a perennial problem, but the hire (0n commission only)/evaluate/fire-if-no-good model is worth consideration.
How to Hire a Really Good Salesman
It also depends on the company, if the company doesn’t value its people, do not recognize their efforts, and do not pay well… then i don’t think any person will give his/her 100% to such companies.
But let’s say the company is great, then agree with your points.
I’ve been freelancing for most of the past 15-20 years.
How should I handle the issue of overtime? With the persistent downward ratcheting of my wage-rate in the past decade, overtime is a very important topic that I’m reticent to bring up at any stage in the interview process.
I learned about seven years ago that someone in my position and function receives overtime compensation (by a statutory rule, not up to anyone’s discretion). However, only about half the companies in my field comply.
It seems many readers here are decision makers so I ask for your candid advice:
How best to approach a topic that may disqualify me as a candidate?
CrankyFranky, if you don’t ask, you won’t get.
I suggest that you re-look at what you can offer to an employer. If it’s valuable, make sure you present that with confidence. Let them make the play to obtain your services rather than the other way round.
There is a powerful technique in sales called ‘take-away’. In its simplest form it goes, ‘We’ve only got one widget left. Do you want it?’
To implement this, do plenty of prospecting so that you can tell each potential employer, ‘I’m looking at other offers’. You’ll probably get more than one bite.
Exactly, this is what it is all about
The best technique I have ever used for finding good employees is to keep your eyes open when you are out at stores. I have actually hired 3 different superstar employees from a hardware store I frequent. Turns out none of them were happy in their current jobs.
It’s so true that the talented people are not necessarily the best and that the hungry people are often the ones you want on your team. It’s very hard to stay motivated and one has to have that hunger and drive.
Hi,
really great post. We are just starting out with a small company that we founded and are now hiring our first employees. I never thought that this would be such a tough job. You post gives some good insights on problems that we are strugelling with right now. Your post can give us some orientation I think. thanks.