February 1, 2006
Contact Sue Miller for permission to reprint this article.
Sue@SueMillerPresentations.com 800-749-1946 www.SueMillerPresentations.com
WORKPLACE WISDOM NEWSLETTER
Have You Been a Matchmaker?
You
sought the best person. You've hired the best person.
Now,
what do YOU do to keep this superstar?
As I work with companies in the selection process, I use different
tools to help
them make amazing “matches”. Making sure the job is a "good
fit" creates
loyal new hires.
What do I mean “make sure the job is a good fit”?
“The culture, the surroundings, the ethics and the management are
positively impressing
the new person on board…it’s an ideal match.”
As many as 50% of workers feel misplaced in their jobs and spend
an enormous amount
of time moaning, groaning, and complaining about “what’s wrong
around here”,
according to John Butler, author of Odyssey: The Business of
Consulting. That's shocking!
What does the SELECTION MANAGER need to hear?
There is A RIGHT PLACE for everyone to use their talents and
gifts. You must find the
person who is RIGHT for this job.
When a job doesn’t fit comfortably, an employee feels "out of
step" with the
organization's mission, culture, and values.
Over time, this will cause a drain on the employee's energy that,
otherwise, would be
directed to their job.
What does the ORGANIZATION need to hear?
Look for high performers who "fit" the job. Know the job
requirements well, and then "let
the job do the talking"!
How? Benchmark that job....determine what that job looks like on a
graph. Then, begin
to visit with job applicants about these requirements. You know
you are in a TARGET
AREA OF CONVERSATION because IT IS THE JOB SAYING, "Ask him
how he does
this.....; ask him how he feels about that....." IT'S NOT YOU
and YOUR PREFERENCES
creeping into the conversation. I use time-honored, well-validated
assessments to match
talent with job requirements. These assessments are used in
corporations and
organizations throughout the world.
What
do we do with high performers once we have found them?
Great Question! You see, once you've found the right person...and
made the hire, you'll
need to pay attention to the following strategies.
February 1, 2006
Contact Sue Miller for permission to reprint this article.
Sue@SueMillerPresentations.com 800-749-1946 www.SueMillerPresentations.com
10 Strategies to Keep YOUR Superstars on Board
Especially for the first 90 days!
1. Make sure their job description is clear and their tools and
resources are
available.
2. Show them other jobs in the organization and how each one is
connected to
the whole.
3. Introduce them to company supervisors, managers, and
executives.
4. Send out new information appropriately and timely…don't let them
feel "no
one told me".
5. Know what your superstars will and can do. Acquaint yourself
with them.
6. Give them plenty of encouragement publicly and privately.
7. Collaborate with them to create their ongoing developmental
plan.
8. Stay in personal touch with them. Don’t disappear!
9. Respect, recognize, and reward their outstanding performances
in a timely
manner.
10. Task them with meaninful work so they'll gain a sense of
contribution.
Organizations, of all sizes, are looking for "good
people". These well-trained
individuals who will remain loyal and productive are in high
demand. If you have
found an employee that "fits" - and is a high
contributor, please be aware of their
ongoing value to your organization.
In this case, "if you snooze, you lose!" You could wake
up and find them gone!
So...the message is this...
As you search for high performers, I encourage you to know what
the
job is asking for
...and then assess and evaluate your applicants well.
Make matches that "fit"!
And once hired, treat great performers superbly!
Yes, I’m in the match-making business!
The kind that makes individuals happier in their work!
The kind that makes organizations heroes to their stakeholders!
When
we love what we do, it doesn't feel like work at all!
Find
individuals who will love doing the work you need!