Hiring Performers Who Fit Your Culture
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Hiring Performers Who Fit Your Culture

Hiring Performers Who Fit Your Culture

There are really only three resources in any business: People, Time, and Money. The difference between an average performing business and a world-class business most often comes down to the quality of the people and how they spend their time. You'll find that the highest producing teams within these organizations have the right people, doing the right things, for the right reasons, and the right amount of time.

So let's talk about hiring the right people.

First, don't hire just to fill a role. Look for the right people for your organization. Look for people who have the right combination of behaviors, attitudes, skills, knowledge, and experience that align with your culture. Then make sure they have what it takes to be successful in the role and potentially beyond.

There are typically four types of people you can hire:

  1. Low performers / low cultural fit (warm bodies)
  2. Low performers / high cultural fit (great to be around)
  3. High performers / low cultural fit (corporate terrorists)
  4. High performers / high cultural fit (unicorns)

The first type and the last type are a little easier to deal with, so let's look at the two in the middle - low performers who are great to be around and everyone loves them, and high performers who are a bad cultural fit and they're toxic for your team.

As managers and leaders, we often find ourselves frustrated because we have high performers who aren't cultural fits and cultural fits who aren't high performers - and we can't figure out how to make it work together.

We feel bad to let go of someone who is "great to be around," and are worried to let go of someone who's terrible for morale but who brings in revenue because of the bottom line. Often, the result is going into a mode of either making excuses or being a savior to fix the problem. This erodes culture, trust, and teamwork. Ultimately, neither person should have been hired in the first place.

Think of your team and organization as your family. Have a fierce drive to protect them from outside influences that could erode trust. Look to recruit people who will contribute to the culture you are cultivating, and avoid feeling pressured to "just to fill a role." Look for the people who either have what it takes to perform at a high level and have a positive impact on your culture (the unicorns) or look for the people that have the right behaviors and attitude to develop the knowledge and skill sets and develop them.

 Dan Iosue is an associate of The Rawls Group, a business succession planning firm. Dan specializes in dealing with the issues that must be resolved by business owners to implement succession strategies geared towards building business value. For additional information, visit www.rawlsgroup.com or call 407-578-4455.

Published: April 24th, 2019

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