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Where Do You Find Good Qualified Staff? |
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That question can be so tough a puzzle for some business owners that
they come to believe there is no answer; to believe that finding a good
worker is a matter of pure luck; to believe that all you can do is hope
someone half-decent will turn up.
If you drop your standards and hire "anyone with pulse" they'll send you
broke and ruin your health. If you hang out hoping the ideal staff
member will turn up, you end up trying to do too much work, and you ruin
your health.
So what is the answer? How do you find a steady supply of good,
qualified people with whom to grow your business?
The answer is surprisingly simple.
In fact there are a series of answers, any one of which will work.
Here's the first in a series, the short version of which is, "They are
hiding amongst your Customers". The longer version follows:
2 Birds 1 Stone
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Take a sheet
of paper, draw a line down the middle to form two columns.
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Head the left
column "Attributes" (they're the things your new staff member was
either born with or had beaten into them by loving parents); head
the right column "Skills, Experience, Qualifications" (they're the
things they've picked up along the way.
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Starting with
the most important items first, fill in your wishlist of attributes
and skills for your ideal newest team member.
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Shuffle your
list around until you are satisfied with the order in which you have
your items, then go down each column and mark the point at which you
would take someone with all of the items above it and none of the
ones below it.
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Write a
letter to a typical customer, describing your perfect new staff
member candidate and ask them if they know of someone like this who
is looking for an excellent business that is committed to providing
only the best service to its customers.
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Now
distribute the letter to every past and present customer on your
database.
What do you think
will happen?
What will all of those people think of you and your business if you are
THAT fussy about the staff you bring into it?
What might happen that you had not originally intended to happen?
What is this strategy likely to cost you?
Write down four good reasons not to do this.
Bottom Line
If you think the
process outlined above is too elaborate for your business, please write
the annual pay packet value of the person whom you are seeking, then
multiply that by four (e.g. $55,000 x 4 = $220,000). The number you end
up with is the cost to you of hiring the wrong person and taking a year
to get rid of them.
On the other hand, put in the time and effort to get it right, and the
right person could add that same number to your business value each
year.
For more answers of this calibre, get a copy of "Solving
the People Puzzle" and get the lot!
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Just for Fun |
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The Plan
In the beginning was the Plan.
And then came the Assumptions.
And the Assumptions were without form.
And the Plan was without substance.
And darkness was upon the face of the Workers.
And they spoke among themselves, saying,
"It is a crock of sh*t, and it stinks."
And the Workers went unto their Supervisors and
said,
"It is a pail of dung, and we can't live with
the smell."
And the Supervisors went unto their Managers,
saying,
"It is the container of the excrements, and it
is very strong,
such that none may abide by it."
And the Mangers went unto their Directors,
saying,
"It is a vessel of fertilizer, and none may
abide its strength."
And the Directors spoke among themselves, saying
to one another,
"It promotes growth, and it is very powerful."
And the Vice President went to the President,
saying unto him,
"This new plan will actively promote the growth
and vigor of the company
with very powerful effects."
And the President looked upon the Plan and saw
that it was good.
And the Plan became Policy.
And that is how sh*t happens.
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