The Importance of Proactive Hiring: Building and Retaining a Strong Team
Before you get into the hiring process, you need to understand WHY you need to hire someone in the first place.
Are you adding a new role? Or backfilling a role that someone departed? Was it a surprise, or did you know it was coming?
The unfortunate reality is that more often than not companies don’t pay close enough attention to their employees and don’t realize that they might be sitting on several ticking time bombs.
They assume that if the work is getting done, then everything is great. This can be a big mistake. Or, they assume that “HR” is handling the employees. Or that because they have a nice break room and offer benefits, that they have checked all the boxes, and everything will be fine.
Are you and your managers engaged on a 1:1 level with your employees? Do you know what’s going on in their lives? What excites them about their job? What annoys them about their job? Who they like to work with? Who they don’t?
You can’t leave it up to the HR staff or assume that a new ping pong table or vending machine will do the trick.
If any of that sounds familiar, then those time bombs WILL start to go off and send you into reactionary mode.
If someone gives you notice to leave, it should not be a big surprise. You should be able to see the signs before the resignation letter is on your desk.
Maybe they weren’t feeling challenged. Or they were feeling over-worked. Maybe they don’t like their boss, or they are under pressure from their spouse or family to quit.
Life happens and there are some things not under your control, but there are plenty of things that ARE under your control.
It's easier, better, and cheaper to hang on to current customers instead of getting new ones; the same applies to employees.
It's always wiser to invest in the current team members you want to keep rather than finding new ones.
The reality of the situation has hit you and you shift into problem solving mode–more money, more benefits, other changes to their job.
In our experience, 90% of the time it is too late for these tactics. The employee has made the emotional decision to leave and more than likely has another gig already lined up.
The moral of the story is to start the process of improving the way you hire by not having to hire.
Take better care of your people and your teams by being engaged in an empathetic and personal way.
And, when you do have to make a hire, have a plan and a process for the hiring process and the new employee.
If you relate to any of these challenges and need support to overcome them, we are experienced and ready to walk through them with you. Let's Connect
The Importance of Proactive Hiring: Building and Retaining a Strong Team
Before you get into the hiring process, you need to understand WHY you need to hire someone in the first place.
Are you adding a new role? Or backfilling a role that someone departed? Was it a surprise, or did you know it was coming?
The unfortunate reality is that more often than not companies don’t pay close enough attention to their employees and don’t realize that they might be sitting on several ticking time bombs.
They assume that if the work is getting done, then everything is great. This can be a big mistake. Or, they assume that “HR” is handling the employees. Or that because they have a nice break room and offer benefits, that they have checked all the boxes, and everything will be fine.
Are you and your managers engaged on a 1:1 level with your employees? Do you know what’s going on in their lives? What excites them about their job? What annoys them about their job? Who they like to work with? Who they don’t?
You can’t leave it up to the HR staff or assume that a new ping pong table or vending machine will do the trick.
If any of that sounds familiar, then those time bombs WILL start to go off and send you into reactionary mode.
If someone gives you notice to leave, it should not be a big surprise. You should be able to see the signs before the resignation letter is on your desk.
Maybe they weren’t feeling challenged. Or they were feeling over-worked. Maybe they don’t like their boss, or they are under pressure from their spouse or family to quit.
Life happens and there are some things not under your control, but there are plenty of things that ARE under your control.
It's easier, better, and cheaper to hang on to current customers instead of getting new ones; the same applies to employees.
It's always wiser to invest in the current team members you want to keep rather than finding new ones.
The reality of the situation has hit you and you shift into problem solving mode–more money, more benefits, other changes to their job.
In our experience, 90% of the time it is too late for these tactics. The employee has made the emotional decision to leave and more than likely has another gig already lined up.
The moral of the story is to start the process of improving the way you hire by not having to hire.
Take better care of your people and your teams by being engaged in an empathetic and personal way.
And, when you do have to make a hire, have a plan and a process for the hiring process and the new employee.
If you relate to any of these challenges and need support to overcome them, we are experienced and ready to walk through them with you. Let's Connect
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