Part 1 - If it could talk to the job you want at the right of the Team Lead
How many of your employees are really good at their jobs? The clearer we look forward to every day at work and members of the team expect? Those who wish to work for which they were brought on board? No matter what the job, there are many colleagues, employees or groups, other left scratching their heads and ask "what have you?" Or: "I wonder what images of management, he or she has, because there is no way this is done, because he deserves itApplicability. "In a small business or start-up, the first person took the entrepreneur is critical to success. The sad thing is most of the time the entrepreneur makes a strategic error in choosing the team select someone as much as he / she leads. This is both conflict and waste of resources.
The process of adding the team is the same whether you are a small business or a multinational battle with thousands of successful employees.Let's work and priorities determine the type of person to recruit for the team. Here are some key questions to ask how someone new to take account of your team to bring:
What does the person need to know to add value to the company / team? How much value you expect the new team member, the company / team? What qualifications must a person be good for the team? How is the leadership and the team members know if the new team membermet expectations? Rewards to motivate the person to work hard and keep the team? Should the person, task-oriented or people-oriented? If the person is more introverted or more extroverted? If the team member the right to work in a fast pace or slow and steady is winning the race? It is the right person would have a large photo of the person or persons of a portion of a person?
There are many ways to discover what kind of person toOn-Board. The less efficient than most companies of all sizes use trial and error. It is not only ineffective, but the owners of more entrepreneurs and managers, once the person is on board. Sometimes in less than one day, and almost always within the first month, is a recruitment and one to join the team, it's a good game or not.
This is already the first problem. It's hard to admit when you have doneError. The mistake is to try to recoup the investment strengthened. In a sense, not as a man blackjack or slots in a casino and win, continues to play again in the hope of your loss. This is the surest way to disaster in gambling and casinos to be something to fund their activities. This is also the surest way to disaster in addition to a team member. The odds are roughly equivalent to an effective recruitment success stackedmember of the team to trust their gut instincts or their slots. According to the Ministry of Labour, there are about a 1 in 6 chance to rent a good one.
These errors can be costly recruitment. Do you have recruitment failures in the last 12 months? How many positions reversed? How many positions should not have? If you want a reasonable estimate of what such a turn-over of the costs you or your company, the Labor Department have proposed to increasethe amount paid for the individual to as much as three times the pay. In the best (lowest cost), you can multiply by 1 ½ times their salary. Even at the lowest (least likely to be exact) the cost is a huge loss of money. If you have the time, cost management / owners to establish the value of the loss is increasing. Then there is the cost of lost sales, the company may have lost the services of a vendor that fit poorly. Add the cost of newTeam Member ramp-up efficiency (usually 3 months).
It is often said that the definition of insanity doing the same thing the same way and expect different results. In the next article we will try 11 for a healthy and easy solution for the recruitment and development of team members effectively.
Part | could | talk | want | right | Team | Lead |