“Hire the best candidate”, “how to find the best fit for the organization”, “Hiring great employees”– We’ve heard it all! And if you’ve ever tried to make any of these statements a reality, you know how difficult of a task it could be! And it’s even more difficult to hold on to that employee for a long time. If you look at the records all famous entrepreneurs have built a flourishing company with great employees by or their side as no founder can grow a winning enterprise single-handedly.
Hiring and retaining employees is an oft-discussed topic but keeping employees motivated and productive is important to any business’s sustainability since disengaged employees produce lower quality work that scrapes away company profits.
How to Find Supernova Employees
According to Alan Hall, there are basically 7 C’s to find best-fit employees;
1. Competent- This is still the first major factor to consider. Does the potential employee have the required skills, experiences, and qualifications to successfully complete the tasks you need to be performed?
2. Capable- Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? Being capable means the employee has a great scope for growth and the ability and willingness to take on more responsibility.
3. Compatible- Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be an issue.
4. Commitment – Is the candidate really serious about working for a long period? Or is he or she just passing through, always looking for something better? A record of past jobs and time spent at each provides clear insight on the matter.
5. Character- Does the person have values that align with yours? Are they loyal and honest? Are they above reproach? Are they selfless and team players?
6. Culture- Every business has a value and culture or a way that people interact with each other. Culture is based on certain values, expectations, policies, and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
7. Compensation- As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, he may feel underpaid and thereby underperform. Be careful about granting stock in the company; if not handled well, it will create future challenges.
What After You Hire Your Supernova Employee?
Now that we have learned about how to recruit great employees it’s time to understand how to retain them. It’s equally challenging to hold on to extremely talented employees for a longer period. The best way to retain employees is to start from the ground up by hiring the right employees, followed by providing the management structure necessary to keep them on board. This may require a different mindset in the hiring process than what is traditionally used.
Here are a few pointers to keep in mind in order to retain your best employees;
- Give Your Employee Something to Believe – Many companies have a core set of beliefs and values that they perpetuate. These can be broad or specific, but they must resonate with potential hires, and current employees expect them to be taken seriously and acted upon. Joining a company with beliefs that mirror its own is a strong motivating factor for many employees.
- Share Regular Feedback – The ability to tactfully share feedback when needed is a core managerial skill. Providing regular, helpful feedback is paramount to employee engagement because it ensures that employees receive praise when they excel and receive a course correction if they’re venturing off of the path.
- Respect in the Workplace – Respect in the workplace breeds a healthy work environment. A professional, respectful work culture encourages productivity and growth. The staff works optimally knowing they are valued and respected for their ideas as well as their role within the company.
- A leader worth following and emulating – Great leaders are made, not born, so the adage goes. According to a survey, 80% of employees who are dissatisfied with their immediate supervisor are disengaged. Poor leadership can have some fatal effects on your team. Anyone who holds a position of authority has the responsibility to ensure all team members are working together towards a collective goal.
Proper Training at all levels of Career Growth – As mentioned above, many employees desire feedback, and a number expressed a wish for a leader to take them under their wing and train them. Traditionally, senior-level employees have been privy to quality training, but entry-level employees who have less responsibility have not received the same level of training. By building your employees up through training from the ground up, you have the opportunity to ingratiate them to your company, retain them longer period, and sculpt their skills to the needs of the business, making the whole organization function more efficiently.