Do you struggle to attract enough good people? After you hire, can you keep people engaged and morally committed? If you are like most employers, this is a challenge that keeps you up at night. But it doesn’t have to be this way. Two small changes can ease your pain.
SMALL ANSWERS CAN BECOME THE CHANGE YOU NEED
When faced with a very big problem, we tend to look for big answers to create big change immediately. But what if the answer to this particular problem isn’t one big answer or a single big change. What if this problem can be (or even needs to be) solved with a lot of smaller changes that add up to be the RIGHT solution?
Maybe the right thing to do is to combine a whole lot of small change together. It’s less scary. Easier to accomplish in chunks. It’s something we can get our heads around. And, it might be the only real way to get it done. Some things in life are like that.
Think about the last time you needed twenty dollars to pay the delivery pizza guy, and you couldn’t find a $20 dollar bill in your wallet.
You didn’t look at the guy and say “I’m sorry, I can’t take delivery because I don’t have a $20 dollar bill with me.
That wouldn’t make any sense. Instead, if you are like most people, you scrambled around for a minute. Then you probably pulled out all your smaller bills, searched for quarters, dimes, nickels, and pennies, and figured out how to make it work.
We know there is more than one way to get to twenty dollars. So, let’s apply the same thinking to this problem. Lots of small change can get us there.
Next time you take a bath or shower consider that over 604,226 pennies can fill your bathtub. That’s over $6000 in pennies.
These two (2) small changes will help you attract more candidates and keep more people:
If you are struggling to attract and keep people inside your organization, start with these two small changes:
(1) Define the characteristics and hire for attitude and culture fit
Take the time to understand what you care about most (as a company) and create a list. Use that list to hire new employees.
Let’s say you value highly collaborative people who accept responsibility, share what they learn with their peers, and aren’t self-important jerks. Great. Now create a set of questions that will help you determine if they will fit into your culture, or not. Integrate these types of questions into your interview process if you haven’t already. Use your list to guide you toward the right people for your organization.
Too many of us forget to interview for attitude and culture fit. Skills are important, but when we also hire for attitude and fit we get more of the right people hired more of the time.
(2) Learn what pulls people into your company and pushes them away
Let’s be honest. There are things about your organization that are great – and there are other things that stink. Look at all the good AND all the bad. Start this list yourself, and then have others around you add to it. Ask some of your high-performers to add to the list.
It might end up being longer than you wish. That’s okay. Everyone’s list gets too long. It’s better to be in the truth than in the dark. Right?
Once you have a full list, separate it into all the good (attractors) and all the bad (detractors). Everything on the good side helps people stay motivated, engaged, happy, hard working, morally committed and so on.
Attractors pull people in and detractors push people out.
Everything on the bad side makes people want to leave early, cut back on hours, not show up, stop from giving 100 percent, or want to quit.
Once you understand EXACTLY what keeps people inside your organization – and pushes people away – you can begin to chip away at the bad, and magnify or enhance the good.
You are on your way to becoming a “Talent Magnet”.
There are dozens of small things you can do to improve your ability to attract and keep more people inside your organization. You can complete the two above. Can you really do it? Yes. Is it easy? No. If it were easy everyone would do it. But the good news is that if you have enough small change, eventually you have big change.
Keep this in mind the next time you see your bathtub.
If you liked this article by Christopher Mengel, you might also appreciate one of these:
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