Speaking of Strategy Blog
Hire for Passion, Protect the Culture! - by Larry Mietus
Hiring is currently a major challenge for businesses no matter what size they are, what sector they operate in or who they serve. The labor market is tight. The economy is good and unemployment rates remain low. It's an "employee market" given that people aren't willing to change jobs for a lateral move or a slightly better opportunity. They will entertain the thought of considering employment opportunities that are SIGNIFICANTLY better than their current position.
That said, I always advise my clients to hire for passion and protect the culture. Depending on the research you view it takes anywhere from 18 -36 months to create a healthy corporate culture that sticks. Yes that's work but work that reaps tremendous rewards. A group of individuals who pool their talents in pursuit of well defined corporate goals and operate as accountable, proactive team members is priceless (although you will see an impact on profitability).
Employers can't put "fire in the bellies" of employees. Employees need to "bring it" to work everyday. Employers can "fuel the fire" by creating and sustaining learning and development opportunities . When it comes to task completion people really only have three options:
a) I don't know how to do what you need me to do
b) You taught me what to do and I'll do it (with guidance, input and coaching/mentoring from supervision)
c) You taught me what to do and I don't want to do it
In the workplace the overwhelming number of people I've met have said they would rather work harder alongside like minded (focused, productive) people as opposed to working alongside SOME like minded (focused, productive) people while carrying the "dead wood" (unfocused, unproductive) people every day (often rewarded by similar paychecks). That equates to protecting the culture.
So do the math. Tight labor market + culture that seeks and retains high performers = even more time needed to hire.
Resist the urge to cave in, to settle, to "fill a spot" on your team. Hold out for the best available talent currently available in the marketplace that brings passion and fits your culture.
Performance Reviews - by Larry MietusReviews
One of the cornerstones of a high performance workplace is feedback. People need regular feedbackregarding their behaviors/performance in the workplace in order to gauge their level of success and their impact on the organization, which are directly tied to their level of satisfaction. The majority of that feedback should ideally come in the form of frequent casual conversations. However there should be a formal written performance appraisal of every associate conducted at least once per year. Copies of those appraisals should be stored in each associate's HR file.Remember, performance appraisals are not the same as compenastion conversations. An annual performance appraisal is not a guarantee of a raise. Compensation adjustments can come at any time of the year based upon the performance of the individual versus their goals/benchmarks and the financial health of the company.
Every associate should complete a self-review and receive a review from their direct supervisor. At times a peer review may be appropriate based upon who the associate has regular contact with..