When we say “People”– there are three levels that are all important to get right as you build your team of A-Players:
For each of the 3 levels, there are three elements to “get right” as part of an aligned team for growth.
1. LEADERS- define clear accountability for every role
- One Page Personal Plan– Each leader should examine the 4 key areas of life/work to ensure their personal goals are being met
- Functional Accountability Chart [FACE] – This tool helps you map the key functional areas of your business, to make sure that everyone has a person accountable for results
- Process Accountability Chart [PACE]- This tool maps your core processes in your business, again clarifying who is accountable and how the function should be measured for success.
2. MANAGERS- Retain and super-charge A-Players with good managers
- Keeping People Engages– Play to their strengths, remove obstacles to performance, align individual work to company goals, recognize and reward them for great performance
- Develop people from Day 1 – create a first 90-day onboarding plan, create training plans and show managers how to develop their team and transfer skills
3. TEAM- Hire A-Players at all levels
- Clarify Roles: Define the job purpose, outcomes, competencies. I like to call these roles- Responsibilities- Results.
- Blend specialists into a complementary team and cross-train as much as possible.
- Attract the Right People who fit the job AND your culture/ core values.
- Update your selection system with a more systematic process to evaluate Job Fit and Culture Fit, attract A-Players with opportunities to grow and make an impact
I hope this helps you visualize how you can get all three levels of your team- leaders, managers, and staff aligned and rowing in the same direction.
Next step- develop your “human” resources by:
1. Get the Right Managers—to engage with these 5 critical activities:
To retain A-Players, you need great managers.
• Help people play to their strengths, i.e. do what energizes them.
• Remove obstacles that hinder performance.
• Set clear expectations and help people see how their work links to the company goals/priorities.
• Recognize and appreciate people.
• Don’t hire many average employees. Hire the best, pay them above-market rates and invest in developing them.
2. Develop people.
- Invest at least 2-3% of your payroll on training.
- Use onboarding to inculcate your new staff into your company culture, expose them to the organization’s key work areas and connect them with other colleagues.
- Leverage modern learning platforms and start weekly coaching conversations to focus, train and develop your people.
I have seen the “best places to work” do all of the above, and those that don’t commit to getting the right managers and developing people [by great managers] continue to struggle with attracting, retaining and motivating their staff.