I think we can all agree that the focus in the last few years has been on attracting, retaining and engaging top talent. All of which have been extraordinarily challenging. But what if I told you that there was a better way for you to be prepared for winning in those three areas, attracting, retaining and engaging top talent? In this video, I’m going to share with you three of my ideas on how you can win in each of those three areas.
Hi, this is Jody Ann Johnson from ActionCOACH Team Sage, where I help business owners to be more profitable and have more free time. Before I start, please subscribe to my channel and be sure to leave a comment, I’d love to interact with you on that.
During the recession, business owners were completely focused on how to be more efficient in their businesses, how to use technology so that they could create profitability, and they were very focused on their business models. In the last few years, all the sudden they’re going like, OK wait a second, we have a good business model, we have the technology, but where’s the talent? And the challenge has been in attracting talent and retaining that talent. We’re down here in Miami, where the average length of time that someone stays in a job is three years, and engaging that talent, where seven out of ten are either actively sabotaging your business, or are at best neutral. So what can you as a business owner do about this?
When I speak to you about this concept of people’s strategy, as a shared in one of the other videos, my business owners that I typically work with are thinking: well, this is how much I think I should pay for this job. But they haven’t actually gone out and looked to see what are the national averages, how much experience, what educational level this person should have, what’s the low, mid and high range for that role. Just doing that alone is going to be an asset because when we go to create the annual plan for the business, we have to account for these salary increases, if you’re going to retain talent or what it’s going to take for us to be able to afford talent we need to bring on.
I like to think of it as building the case for that role. If the salary has to be (I’ll make up something) $50,000, based on your gross margin, what is that person actually need to produce or take off the plate of someone else in order for them to give a return on that role? Sometimes you hear people talk about 2 percent, 2.5 percent, 3 percent return on salary. It’s a good benchmark, but actually I like to see it even higher.
The other thing to keep in mind is that with the advent of technology and changes in business model, we have to be very, very clear on our strategy for growth and what is the training that’s going to be required for the people that we have on our team and the intellectual capital that they have, which is enormously valuable, and then make sure that they get that training. Most people complain that they haven’t had an investment in their training in development, even when they’re asked to do more.
So on either side of this, salary side or strategy side, in the middle is looking at what can we do with our people to make sure that they’re paid well, that they’re crystal clear on what they have to produce in order to cover their salaries and then the training that they need in order to continue to be an asset. When people feel that they’ve been invested in, they’re more likely to be engaged. And I can’t say it enough. If you’ve got people actively sabotaging, if they’re a bad apple in your team, just letting a bad apple go could improve the morale on your team and engage people even more. So think of it from a recruitment place: that we’ve planned in advance for this person, that we’re crystal clear on what we need them to do, what training they’re going to need and then are they clear on our strategy, so that they actually are an asset.
That’s it for this episode of Coffee with Jody. Please leave a comment if you’ve had a good experience with either recruitment, with training with your team and how that’s going. What you’ve done and done well, so that others can learn from you, and if you’ve had a negative experience with that, then please also leave a comment . I’m happy to interact with you on how we can resolve those challenges for you and your business.
I think we can all agree that salary conversations with candidates and employees can be intimidating and worrisome for all business owners. What if I promise you that there’s a better way to go into those conversations, being really prepared for just exactly what to expect and what you can offer? In this video I’m going to share with you three considerations and resources, so that you go in armed to have a great outcome in conversations with candidates and employees when salary comes up.
Hi, this is Jody Ann Johnson of ActionCOACH Team Sage in Miami, where I help business owners to be more profitable and to have more free time. Before I start, please subscribe to my channel and make sure to leave a comment. I would love to interact with you!
So I know that right now you’re looking for talent, because everybody in business is looking for talent. And the biggest concern that I hear business owners share with me is where am I going to find them, and then how am I going to pay for them when I do? I want you to know that the candidates that are applying for your positions are online looking at what should I ask for in my salary and how will I know whether or not the person is offering me a good enough salary. So they’re using online tools: they are using glassdoor dot com, salary dot com, payscale dot com, and they’re putting in this information so when they walk in to meet with you, they have a pretty clear idea of what they want to make.
On the other hand, most of the business owners that I work with go into that and they have the conversation from “this is what I think I can pay, this is what I’ve paid in the past”, and they’re unclear about just exactly how prepared that person is when they walk in the door. I want you to know something. You may have a bookkeeper who comes in and wants fifty thousand dollars, which will be at the high end of a bookkeeper in the Miami area anyway. And if you know that, you could say: “I will actually pay forty thousand, and here are some of the benefits that you can count on”, that they would be interested in, because sixty seven percent of millennials will take less in pay if they’re going to have certain job opportunities, growth opportunities and perks. So the more prepared you are for the salary conversation, the better it’s going to be for you, and the more likely you are to be able to get that talent.
So let me share with you a couple of the sites that you can go to. As I said, payscale dot com, glassdoor dot com, salaries dot com, apple one dot com, in which I met two of the people who were in the branch down here in Miami, and they’ve got tremendous tools on their website for you to be able to see just exactly whether or not you should offer that person more money to stay if they got offered another job by somebody who’s giving them more money, including how much you should be able to pay these people for their roles and experience.
But there’s a whole bunch of other ones, so keep in mind that you have these resources, the same as they do, and that you can identify perks that actually don’t increase your workman’s comp, don’t increase your taxes that you pay, but are benefits that you can give to people that are very meaningful to them.
One last thing: when you’re recruiting, make sure that you talk about the career pathway that you have within your organization, and the exact criteria for advancement, so that they know that growth opportunities are present in your company.
So that’s it for this episode of coffee with Jody. I would love to hear from people who have had great salary conversations with candidates or with their team members. And I’d also like to hear from people who have had some not so great conversations with candidates and their team members when it comes to salary. Have a wonderful day!
Hi, this is Jody Ann Johnson with ActionCOACH business coaching in Miami. And here’s another episode of Coffee with Jody. In this video, I’m going to share with you about the impact of underperforming employees and the why, how and what you can do about it.
So first of all, let me tell you a story. We had a big crisis time crunch for production that needed to get done, and the team was rallying around it. One of the employees who we hired about six months ago was just kind of slowly going through the motions, while everyone else was up to speed. The manager was absolutely frustrated and annoyed as he could possibly be. So we’re looking out why is this employee, who when we first hired was great, bright and actually overeducated (which may be the starting place), wasn’t really right for the role. He had no experience in what it was he was hired for, but he was good natured and we thought we give them a try.
When you look at this situation, how does it go from six months ago being great, to now being somebody who’s just going through the motions? As I mentioned, he was overqualified for the job and although we can go into all kinds of things with him, like, do you really want to do better, and do you want to get promoted, and do you want to do something else in this business, the last thing you should do is underperform. But we can’t make a difference with him directly.
What we can do is look at what you as a business owner or manager can do about situations like this. So why? The first, as I said, hiring the wrong person for the wrong role. The second thing is, does he have clear expectations of the role? Have we made it crystal clear for him and given him the key performance indicators and targets? The next thing we can look at is do we have a meeting rhythm, where we can actually be assessing where things are and how he’s doing related to the other people on the team? So you start to see aside from the recruitment aspect. We also are looking at operations and what we as business owners have or don’t have in place in order to be telling somebody where they are in terms of our expectations, that we can go back and look at, what is the actual morale on the team? Is this guy being treated badly because he doesn’t really know what he’s doing and the rest of the people do and they’re kind of annoyed with him and all his questions? So that’s kind of a form of people bullying the newest kid on the block, rather than bringing him in and having him win. Additionally, what’s our onboarding and training program? Have we looked at what is it that this person needs to know and created an actual plan of action, and made sure that he caught that? Then, we can look at all this and say: OK, if we haven’t done any of those things, how can we possibly expect him to be able to perform? We can’t. It’s not fair.
If we put all of those things in and he still continues to underperform, then we’ve got to be prepared to take the action of letting him go, because during this crunch time the morale on the rest of the team was awful. They were so annoyed that they were having to carry more than their own weight, with his work that wasn’t getting done. And in the end, yes, the job got done, but it was so stressful.
So for you as an owner, first thing to look at is: even if we have a big strong immediate need, every time that we hire the wrong person into the wrong role, it will bite us on the ass, inevitably every time. Secondly, make sure that person has clear expectations of what they are supposed to do in that job, and how they’re going to be measured. Make sure that we have an onboarding process and a training process, and that we’ve indoctrinated them into the culture and made sure that they would have somebody who was going to be their champion and situate that they won.
So those are some things to consider outside of whether or not he should underperform or move like slow molasses or whatever, from our side it’s always a leadership issue. What can we provide to make the difference in an underperforming employee?
If you like this video, then like me on Facebook, share it, subscribe to the YouTube channel and let me know if you had situations like this and how you resolved them. Or if you’d like to ask me what my thoughts are about a particular incidence, be sure to e-mail me at firstname.lastname@example.org. Or call to make an appointment: 305-984-2414; this is my cell. The office number is 305-285-9264.
If you’re struggling to get everything done then this video is for you.
Hi, it’s Jody Johnson with ActionCOACH Team Sage and today I’m talking with you about the ability to get more done in your day.
Now, many times I’ll go in and I’ll speak with a business owner and they’ll tell me: you know what, I just don’t have the funds to hire an assistant. I can’t hire them right now.
Meanwhile, they’re drowning in a calendar schedule that they can’t possibly get done. Or, they’re working late and getting up early to try and get stuff done before they go into work in the business.
And, they are dropping the ball and missing key things in the business. And then people argue with me that they don’t have enough money to hire somebody to be an assistant for them.
What we say here at ActionCOACH is “Saving a Wage is Costing you a Fortune”.
Now, I’m not saying go and get a general manager to take everything off your plate. What I’m saying is that if you have an assistant who can take the low skill, low value to the business tasks off of your plate – the first of which should be bookkeeping; the second which should be anything administrative that doesn’t require your level of knowledge or your level of skill – actually frees you up to be able to go and do higher level work such as business development or being able to complete work and charge for it and so on.
So, the concept of having someone come in and having them be an asset so that you can free up your time is to get really clear on what are those low level tasks that you’ve been engaged in and be really honest with yourself.
I’m going to the bank. I’m entering things into the database, or into contact management system. I am writing up quotes. I am whatever it is that somebody else could do that, if you systemised it, would free you up so that you can do that work which only you can do.
For instance, I have an assistant that when I’m driving from here to there I can call and go through my emails with her and I say answer this person from me saying this or answer this person from you saying that, or delete that, or file this, or archive that, or whatever it is. And go through and in half an hour I can knock out something that would have normally kept me sitting at my desk trying to get to or perhaps never getting to.
That’s just a simple for instance. There are so many things that we engage in that suck up our time that can be done by having an assistant.
I will tell you that the first assistant I had, I actually did the numbers in it, had me be 35% more productive than I was before she came in and she easily covered her salary.
So, if you want to get more time in your day to do the High-Level work, go out, create a list of all those things that you’d want that person to take over – low skill, low value to the organization, or you just plain don’t like it – and then we go create a position for that and recruit for that with somebody who has the natural wiring and the interest in doing those things for you.
If you got value from this video: like it, share it, subscribe to it.
And, call me if you want to talk about how can I get productive and get the right assistant for me at 305.285.9264 extension 301.
Transcript: If you haven’t got a career pathway for your employees then this video is for you.
Hi. It’s Jody Johnson with ActionCOACH Team Sage.
Today I want to talk with you about employee engagement, career pathways and why it matters to the younger generations that you absolutely, positively have a clearly laid out career ladder and pathway for them.
The young millennials, and the generation after them, are very, very interested in learning and advancing their careers as quickly as they possibly can. They’re OK with working hard. Contrary to popular talk, they actually are OK with working hard as long as they know where that effort is going and take them in the long run. So, if you leave them wondering what’s the next step for me, then more than likely they’re going to learn whatever it is that they can learn and they’re gonna move on to the next career, to another job, to advance their career.
People want to know what’s next so that they can either go get the training they need to do that or any experience they need to do that. And, they want to stay with you as long you have a good culture and they’re clear that you’re passionate about them and their growth. But, if they don’t feel that, and they don’t see that and they don’t know what the next step is, then they’re already looking, very quickly, after they come to work with you.
So, as an owner, or as a business leader, really thinking through what is that matrix, that if they’ve got this skill set, and they have this skill set, that would actually qualify them for these tasks and this pay grade and then to the next level, and the next level, and the next level.
Not everybody wants to climb up to be the general manager of your organization in 10 years, or even in five years, or whatever they think, but many people do want to know what that next step is. And, then some people just want to become experts at the thing that they love to do and are most passionate about.
So one domain is climbing the ladder of responsibility in your organization. Another domain is actually what’s the expertise that’s required to be “The Expert” at this in your business. Both of them have to be created because there are people who are going to want one or the other of that.
I can tell you, years ago, when I was in the emergency department, and I was clear that I wanted to advance, I took my job description, looked at everything that they were evaluating me for at that, and then went and got that training, went and did those things. And then, I got the next level, and went and did those things and just started climbing, climbing, climbing till I reached the point where I no longer wanted to go further because that was going to be taking me away from the patient bedside and into management, with a lot of responsibility and zero autonomy.
So, I had reached where I wanted to go at the hospital and ultimately left there and started this business.
But, your team members really do need to know what do I need to do, and who do I need to be, in order to be able to advance in the organization. And, if you provide them with that, then you can hang on to them for good long while. Today that’s more important than ever because we have one of the lowest unemployment numbers in 20 years.
So retention is the name of the game, and that’s a key way that you can retain great talent.
If you got value from this video: like it; share it; subscribe.
If you would like to talk with me about creating a pathway for your team then call me 305.285.9264 extension 301 and I’ll be happy to have a strategy session with you about that.
If you have employees that seem to be stuck and their productivity is low, listen to this Coffee with Jody because this episode is for you.
Hi, this is Jody Johnson with ActionCOACH Team Sage.
Today we’re going to talk about what to do when your team is stuck and the productivity is low and you don’t know why.
Sometimes, when the team’s productivity is low and they just don’t seem like they’re motivated, or they’re able to move forward with something, and you don’t really know why, it’s because there’s something incomplete for them from the past.
Either something happened and they didn’t get to talk about it or they have a concern that is in the background that they haven’t actually been able to resolve. So what I like to do is go in and get to the heart of what’s blocking them ,what’s in the way.
Oftentimes I’ll use the above and below the line, which you probably heard me talk about on many occasions in the past in other videos. The concept of: OK who are you blaming or what are you blaming; what are you making excuses about or who are you making excuses about; and then where have you been in denial about the results. Below the line is all of the reasons why something isn’t moving forward the way that we are committed to it.
Then, the above the line of what we’re taking ownership, accountability, and responsibility. And that doesn’t necessarily produce the result but it does produce the condition in which results can happen.
OK let me give you an example of where this can happen in a business.
I had a client that was going and creating their annual plan and the team was just down. They were they were off. They were not the generally energetic and joyous team that I know them to be.
What that tells me is that they’re incomplete with something that happened in the past and it’s in the background as a concern or a consideration about how to move forward.
So what I recommend to the owners is let’s look at what are you feeling, what are you thinking? Because, whatever it is that they’re concerned about, they’re getting it as a vibe, or a feeling, from you.
This particular business owner was able to say gosh you know what I felt like we really failed last year even though they were pretty much at the same even numbers, they felt like they had failed.
And the team was feeling like they failed them.
Now there’s no way in the world for me to be able to help them to create an annual plan and have them energized by it until we’re clear that that is complete for them. Then they can create.
When we try to create, as business owners, on top of something that’s incomplete it’s a mud pie. It’s murky. It’s like being in quicksand.
So the best way that I know of for team members, and owners, people in general, to get complete is to do that above and below the line exercise that you’ve heard me talk about before.
But just to reiterate quickly who or what have you been blaming, who or what have you been making excuses for, and what have you been in denial about.
And then actually looking from there, at everything, and then saying alright now what can I take ownership, accountability and responsibility for, that’s going to allow the condition in which I can move forward and create.
Unless that work gets done, everything that they do going forward has the energy of something that isn’t working.
So what do you do when the employees seem to be stuck?
You stop the action.
You get into a conversation.
You find out what their concerns and considerations are.
You get yourself clear.
You do an above and below the line exercise with them.
And then you take off and create.
If you got value from this video: like it, share it, subscribe to it and if you’d like to have a conversation with me about this in your workplace call me at 305-285-9264 ext. 301 and I’d be delighted to have a strategy session with you about it.
Hi this is Jody. Another episode of Coffee with Jody from ActionCOACH Team Sage and today I’m going to talk with you about the four quadrants of parent child adult and sociopath.
If you’re frustrated with your employees coming to you with every little complaint about their colleagues and co-workers this video is for you.
Today. I’m going to talk with you about restoring hHealthy employer/employee relationships.
Way back when, there was a book on transactional analysis, and it talked about low self-esteem on a scale to high self-esteem, and then low respect for others on a scale to high respect for others.
And in that lower quadrant, the low respect for self and the low respect for others is sociopathic. So we don’t want anybody like that on our team right.
But, when you have high respect for self and low respect for others that’s a critical parent type of role.
The opposite is low respect for self and higher respect for others which is more of a child’s position.
And when I go into businesses, I often see this parent/child dynamic where the business owner acts, inside of the title of a we’re a family like here, like a parent and then many times will say “Oh you just have to treat your employees like kids, you have to always be telling them what to do. Otherwise, they’re not going to get done what they need to get done.
That particular dynamic actually creates dependent employees who have to run to you as a business owner for every little thing and particularly when they’re not getting along with their co-workers.
It creates an environment where they hide when they’re not actually getting done what they need to get done and they hide mistakes because they’re in a parent/child dynamic where they’re avoiding you’re upset as an owner.
So what I like to do is, go up in the high respect for self and high respect for others quadrant. That’s where adult lives, where they respect themselves and they’re internally motivated to do the right thing as opposed to being afraid of getting in trouble with you.
And, you are relating to them as adults that are capable of solving whatever challenges are coming up in the workplace, whether it’s with their colleagues and co-workers or if it’s with something that they need to learn and that they don’t know yet.
So how do you do that? The best way is to ask a question because a question will always take someone out of their unconscious and into the adult part of the brain that wants to resolve something that’s unsolved yet.
The other thing that you can do, and I highly recommend, is when employees come to you complaining about something that happened with one of their co-workers is to say you know what, you’re both adults. You know what our core values are. I want you to go and solve it for yourselves and then come back and tell me how you’re going to do that.
Because the minute we go in to solve it we may solve it that day, but it’s not sustainable. If they solve it and they find a way to actually resolve their own differences, then they’re going to own that and you can keep building the adults and the environment and then you really have a team that’s an asset for you, as opposed to a bunch of like “feed me” little kids, which all of us business owners can’t stand.
So, that’s how you would go about it. Ask a question and punt back to them for them to solve it at the level of Team amongst themselves.
If you got value from this video today, like it, share it, subscribe.
And, call me if you’d like to have a conversation about how you can resolve this in your own work place at 305-285-9264 extension 301. I’d be delighted to chat with you about it.
Hi. If you’re somebody who’s struggling with how to write the job description, position agreement, or the role that you’re looking to fill in your business then today’s video is for you. I’m going to share with you three things to consider as you get ready to write that job description so that you can fill it with the ideal person for what you need to get done in your business.
Let’s get started.
Hi this is Jody Johnson with another episode of coffee with Jody. Today I’m going to share with you three things to consider as you go about writing that job description, position agreement, or role that you’re looking to fill in your business.
I want to take you all the way back down to the very basics, to the ground level, of creating the position agreement. These are all interchangeable words we call them positive agreements, so that’s what I’m going to do.
At the very basis you will want to look at what are the functions that you need to get done in your business.
We often encourage people to start from the lower levels of the org chart to free up your time or your supervisors time and allow for the functions that are not the best use of you or them to get fulfilled.
So we start at the bottom, what are the functions and then – and this is often overlooked – a second point, what are the natural attributes of somebody who would be good at this role. Many times if we’re not good at it we can’t imagine that anybody else would want to do those things we don’t want to do. However everyone is wired differently. So what are the natural attributes of someone who would be very good at that role.
Then I want you to look at what’s the nature of your business culture. Are they going to be a culture fit into use words in their position description that resonate with the way that your business culture lives day in and day out.
Many times – this is the third point – people will hire based on experience. I want you to know that experience can be misleading. People can be wired for something completely different from the experience that they have.
And, yes, their experience amounts to something – they do have knowledge – but, they’ll only ever have baseline competence. They’ll never do this, unless they have a natural wiring for that role.
So when you go to design your next position agreement for the role that you need to fill in your business, yes, we need to look at the functions that you need that person to do, what skill sets they need, and what attributes should this person naturally have and make sure that you’re looking at all of that when you go through the recruitment process.
So let me tell you a little story about a bookkeeper that one of my clients had. So she’d been doing bookkeeping for quite some time and had baseline competencies in it. But what I would tell them is I want people who are naturally wired in execution and strategic thinking who have analytic skills.
People who have a natural sense of where productivity and profitability is leaking out of a company. Because, you can get somebody who will do data entry. You can get somebody who’s going to put in the numbers and hand you the report. But I want somebody who thinks like a number…
I have a son, he’s a fisherman. He thinks like a fish. He absolutely is a fish.
When you go to hire for that role, in this case we’re talking about a bookkeeper, you want them to think like a number. As, somebody who thinks like a number won’t let that be off by one cent. Everything has its place and they question: Does this make sense? Does that make sense? Oh my God we’re higher here than we have been in the last three months and they’re in it. That’s the kind of attributes that you’d want in somebody who is filling a bookkeeping position in your company.
So it’s not enough to get experience or skill sets. You really have to go all the way down to the bottom. Are they a culture fit. What are the natural attributes of somebody who would be good and excel in this role would have. Do they have the skills and do they have the experience but most of all are they wired for this and that.
You then write in, what are the key performance indicators that they need to meet in order for you to know whether or not they’re fulfilling the roles and responsibilities that they have
Now, I would love to hear how you go about writing a job description. If you used any of the things that I’ve talked about, and what difference made. Or, if you’ve had a disastrous experience where you maybe didn’t even give somebody a job description and just hoped for the best.
We do extensive recruitment, hiring and crafting of job descriptions, roles and key performance indicators here in our company and I’d be happy to have a conversation with you if this is an area that you’re struggling with. You can reach me at jodyjohnson at ActionCOACH dot com or on the phone at 305.285.9264 and the extension is 301. If you got value from this video please like it, share it, comment and I hope to be of service to you soon.
Hi. I’m often asked why employee engagement is such a hot topic these days, and is it really important?
Well if you’re somebody who has a workplace of disengaged employees who won’t collaborate with one another, who keep to themselves and only do what is asked of them, you might be dealing with just this issue. Many businesses are.
The average right now is about 16 percent of employees that are actually truly engaged. So where does that leave the rest of us.
If that’s you this video is going to cover the three things for you to be aware about employee engagement and why it’s important to you and your business.
So let’s get started.
Hi this is Jody Johnson and it’s another episode of coffee with Jody.
I’m often asked what drives employees engagement and does it really matter?
The answer is yes it does.
It drives innovation. It drives productivity. And it drives the profitability and growth of your company. It’s essential and it’s a very hot topic out in the business community right now. If you do a google search, there’s like five point six million searches related to it!
It’s a very, very important conversation.
So I want to share with you today three aspects of employee engagement that I think are very critical for you to know and to be thinking about in your business.
The first one is that the best ideas for how to make your business better come from the people who are actually doing the doing. The ones at the bottom on the ground who are actually doing the work in the business.
The second point is unless they feel safe they’re not going to come forth. Many times I see that people on the team, or employees, are afraid to come forth because if they make a mistake and they get yelled at, or they get punished in some way, shape or form, they’re unlikely to come forth with mistakes which can lead to innovation. And, they’re unwilling to come forth with their ideas because they don’t necessarily feel valued and appreciated, much less heard.
So employee engagement includes giving your team a voice. I use a program called Engage & Grow, it’s a 13 week program with teams.
One of the teams that I did this with had some issues where they were disengaged not only from the business, but from one another on the production floor.
We started this and it gave them opportunities to express what was working what was not working. They got feedback from their peers on what was great about them and what didn’t work about them.
Believe it, or not, it was their favorite part!
There was acknowledgement of what value people brought forth and then because we were focusing on both the people side of the business, you might say the heart of the business, and the process side of the business, they started coming forth with leadership acts and leadership initiatives that blew the owners away!
The third thing is your business growth is entirely tied to the synergy and the productivity of your team. So when they’re working together you’re not the one who’s trying to drag that business along. They’re actually pushing the business along and they’re happy about doing that.
This particular team that I was telling you about grew the profitability in the company by 244% the quarter that we were working on that. Astounding results!
And, they are a demand to keep that program going! So we’re doing a modified version of it going forward because they were a request!
Team engagement is probably one of the single most important things for you as a business owner to focus on if you want to grow your business this year.
Now, have you experienced any kinds of programs or tools in employee engagement. If so I’d love to hear about the ones that worked and the ones that fell short of your expectations.
I’d love to hear about the innovations that are actually coming from the ground up that will make a difference in your business and keep you competitive.
And if you’d like to discuss this with me further then please put it in the comment box.
If you have gotten value from this video share it, like it, thumbs up, all of the above and thank you!
You can reach me at JodyJohnson at ActionCOACH dot com or on the phone at 305-285-9264 extension 301.
Transcript: Lots of business owners I talk to, hire because they have a need, right now, and I need somebody right now to help me with that need.
If this sounds like you then let me share with you a way that you can minimize the mis-hire by using profiling in your recruitment process.
Today I’m going to talk with you about the three things that you need to include when you go to recruit to make sure that you have an employee profile that’s going to get you the right hire.
So the first point that I’d like to share with you today is that many people will hire based on experience and that can be a very misleading thing to hire people on. So let me share with you a story of one of my clients. They had a long term employee who the supervisor was complaining about. It was a new supervisor, maybe she’d been there about two years, but she was complaining about him. She was like, he doesn’t do what I ask him to do and he’s always out on the floor talking with the other employees.
The owner knew this man and that he had been working there a long time, she didn’t want to let him go, so she called me.
What can we do about this.
Well let’s take a look at this guy’s profile and as I read through it I said you know it doesn’t seem like he would be somebody who would be a troublemaker. Let me just find out a little bit more. What role does this guy have in your business.
And she said he’s in inventory control. He’s got a warehouse area where all of our inventory is kept and he brings the products in and lets them out to the team as their manufacturing.
I said well I can tell you exactly what’s going on with this guy. He’s 100 percent wired for people. He’s not wired for tasks.
So, when she brought him in it was a need that she had. And, if she had let this guy go, he would have gone to another organization who would have hired him for inventory management because that’s the experience and the skill set that he had. He would have been miserable and they would have been unhappy with his low productivity, because he’s wired for people.
So, what we did was, we took a look out what other roles were available in that organization that he could be a fit with so she could keep him there.
Customer service seemed like a natural fit, but this was years and years and years of somebody cast in the wrong role because profiling wasn’t available back then.
We use profiling not only on the people that have applied for the position but to actually craft the position. What are the attributes of someone who’s going to naturally excel in this role and profiling can help us to make a match for that.
The second thing is profiling won’t necessarily eliminate a mis-hire but it greatly reduces the chances of a mis-hire.
And the third thing is it gives you a natural easy way for this person to go about learning and getting better at their role through training and development program that speaks to their natural talents.
So now you’ve got somebody who’s wired for the role, in the right role and a pathway for training and developing them. And, if you do that at the onset, your life is going to be much easier. You’ll have happier employees, you’ll be happier and there will be a whole lot more engagement and productivity on your team.
And, that’s why you want to use profiling at the earliest stages of recruitment.
So I’d like to ask you: Have you used profiling in your recruitment process?
And, if so, can you share a story about that?
Have you hired the wrong person based on their skillset, or their experience, and then went you know there is something totally off here with this person?
If you have more questions, what I would suggest is that you have a consultation with me and we look at what are the attributes of that role to begin with and then what are the profiling tools that we recommend to all of our clients when they go about doing their recruitment. So please reach out to me, I’m happy to help you with that.