Episode D5.011 (AA) Quick at Separating Mismatches from Business

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Introduction

People are the powerhouse behind everything, they are an intrinsic part of your business, and your everyday life. If you can't engage and work with them in a mutually beneficial style then everything suffers.

I passionately believe in not only ensuring your people are engaged, but in putting people at the centre of the work equation. Whilst the business, or product, or service, is still vitally important, it is the people that will ultimately make or break your company's success.

Many Business owners forget this, and get too heavily involved in metrics, ignoring the empathetic leadership that is needed to build a successful company culture. Culture is king especially now that the new generation of workers want to feel connected, valued and able to make a difference in their organisations…...or they move quickly.

In today’s show I will take you through the steps for giving you many different ways in which you can structure your business to make sure it is able to identify Mismatches early, and remove them as efficiently as possible.


Show Objectives

A business mismatch is not just people and beliefs, it can also be processes and implementation. Both are key parts of what can make or break your business, so by the end of show you will have;
 

1. A strong grasp on the key processes required to identify mismatches early
2. Clear direction for developing your business processes in the best possible way
3. Clear direction on how to recruit, train and develop your employees in a way that  matches the business needs as well as their needs
4. A range of ideas that you can implement in your business as soon as possible.
5. The understanding of how to provide clarity and accountability through performance  reviews, KPI’s and contracts, that are positive and sustainable.

Key Issues to be identified in your business

1. do the standard operating procedures and positions contain clear performance standards? Who owns these?
2. Are performance 1:1 meetings occurring between leaders and their direct reports?
3. Is there documentation on performance? 
4. Is there a policy or informal rule for 'probation'? 
5. Is there an arbitration clause in employment contracts? 
6. make the decision sooner rather than later, focus on performance.

What You Need to Do

Ensure your hiring managers/leaders are involved in all steps of the recruitment process. With a key focus on the correct Job Descriptions, and performance reviews during probation

Recruitment:

• Agreement on role characteristics against KPI’s/team fit/JD
• Development of short list criteria
• Division of tasks- HR vs recruiting manager
• Advertising- sign off requirements and authorisation
• Candidate selection- short list
• Phone interviews
• Face to face interviews
• Offer
• On boarding
• Probation review

So to summarize, some of the key things that you need to have in your business to quickly remove mismatches (and get the best results) are;

1. Robust recruitment process with engaged hiring managers
2. Up to date, fair and consistent JD’s, Contracts and KPI’s
3. Consistent and Fair performance appraisals
4. Structured induction with regular reviews and performance check points with the hiring manager for the entire probation period
5. A clear and actionable probation process
6. Engaged and culture driven leaders to monitor and apply all of the above
7. Documentation must be clear, relevant and kept

Something for you to think about as you assess your company moving forward is;
Work gets done through people and highly engaged employees result in lower turnover, higher morale, increased productivity and enhanced business results. This is what you want to achieve.

Some businesses, once they have achieved robust systems and processes for identifying mismatches early which are firmly in place, then take the step to build a safety mechanism for continual review, sort of a resilience nerve center, audit review, or risk management process. This allows them to ensure the key aspects of identifying mismatches early, in both people and process are continually reviewed and don't get forgotten.


Shows
Previous: Episode D5.010 Retaining the Best Talent  
Next: Episode D5.012 Summary of Season 2 People Stage V 

Written by Lisa Askwith

The Director of ApexBRS | ApexBRS, Regional Director of See Global Media, Chair of  EGN Singapore, and Associate Professor Cambridge Corporate University | At the Age of Change, providing the HR component of the Global Executive MBA.

You can connect with Lisa on any of her platforms

LinkedIn Lisa Askwith - Director - Apex BRS
https://www.apexbrs.com/
https://www.facebook.com/lisa.askwith

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