Talent management starts long before that new worker signs on the dotted line.
A positive sign of growth, hiring new employees is always an overwhelming time for a business. But with growth comes big responsibility, since employees are a vital part of what the company represents. For small businesses, it is one thing to be able to hire and another beast altogether to keep the hired talent.
Here are 3 ways to nurture and keep your workers happy.
1. Seek an outsider’s perspective
From viewing the big picture to getting the right fit, hiring experts do more than filter résumés. Often, they give a much-needed outside-looking-in outlook for the business. One of the most basic mistakes Noelle Johnson, founder of My Interview Buddy, has seen when business owners take the hiring themselves is the likelihood they will employ their twin, instead of who the business needs. Then they will expect their new hire to act and react identically to themselves. This ends in disappointment for both the company and the new worker.
Hiring is a costly process, even when it’s done right. In a survey by The Society of Human Resources Management (SHRM) of more than 2,000 HR experts, the average time to fill a vacancy was 36 days in 2016 while the average cost-per-hire peaked at $4,425. That was a $300 boost from the previous year. Time and money are resources; small businesses can’t afford to waste. So invest in the help you want today to spare yourself the headaches of tomorrow and ahead.
2. ‘Hire character, train skill.’
By no means are we trivializing talents? In a perfect world, you would hire somebody whose character is as high as their skills. But since we do not live in an ideal world, we will have to decide. “No brilliant jerks” is how we review the hiring policy. The right character will develop your business. The right skill usually only becomes itself.
History has repeatedly told us how one dishonest employee could be all it takes to transform an organization’s culture and bring a behemoth to its knees. There is a reason why Warren Buffet famously said that when he looks to hire, integrity is the most fundamental trait. Without it, intelligence and energy will perish. As amoral devices take over more functions at work, it looks apt that the right human touches are now more relevant than ever for businesses to stand out.
3. Inspire every employee to lead
Richard Montañez got a janitorial position at a California Frito-Lay plant in the 1970s. As the story goes, one day he noticed a companywide video wherein, then-CEO Roger Enrico supposably said, “We want every worker in this company to act like an owner. Make a difference. You belong to this company, so make it better.”
Montañez took the message to heart. When he ventured upon a batch of unflavored Cheetos at the plant, he brought it home, experimented, and called Enrico to pitch a new flavor idea. Enrico took his call and stuck to his words. Thus, the beloved Flamin’ Hot Cheetos was born. Montañez has since been promoted from his old role.
Build your people, and they will build your business.
By sharing your thoughts and goals with your workers, you empower them to flourish in ways you can only imagine. When it comes to his workers, legendary leader Brad Smith, the executive board chairman of Intuit, stands steadfastly by this adaptation of the African proverb: If you want to go fast, go alone. If you are going to go far, go together.