Paul Raggio | Get the right people equation!


I started a business and grew it, but one of the hardest issues was getting people equations right. Many companies are now facing this same problem. There is excitement in the air about the business recovery and the potential income growth that follows. Jobs are plentiful, but for many industries there are indifferent future workers. Much of the labor shortage is due to a pandemic cataclysm. The need to adapt the pre-pandemic office work environment to a virtual telecommuting environment has had a lasting impact on many labor pools. The workforce is capricious in reverting to the old way of doing business.

The accuracy of people’s equations is essential to the sustainability and long-term growth of a business. For 14 years, while running several companies, I coached executives in 10 steps. It has grown from less than 10 to over 2,000 in 41 states and 2 foreign countries. We have always hired, hired, promoted and, in some cases, fired employees who are underperforming or have ethical issues. I am convinced that these 10 steps to correcting people’s equations have produced our exponential success over these 14 years.

Step 1. Correct your organization. Businesses often build organizations the same way they add rooms to their existing homes. The house is like a patchwork of space, lacking in synergies, flow and purpose. Add-ons act as a quick fix to address looming capacity issues. However, they hamper productivity and lack long-term durability. How do you fix this? Create a model organization from scratch and modify it to fit the size of your business. Identify the key functions performed by the workforce and technology, adhere to the principles of unified command and span of control, and design as if they were continually extended.

Step 2. Good leadership. The most difficult factor when scaling up is finding the right leaders to inspire employees to do more than a single team member can accomplish on their own. Invest in leaders with the expertise, experience, emotional intelligence, interpersonal communication, and culture they nurture.

Step 3. Get the job posting correctly. Over the years, I’ve reviewed hundreds of job postings posted by hiring managers, read the ads, then asked who would like to work for us and challenged them. If you want to do the best job, start posting attractive job postings that encourage the best applicants. Wear gloves to make a correct job announcement Step 4, get the candidate filter correctly. Create ideal candidate avatars for jobs that maximize your organization’s productivity. Use candidate avatars to filter unqualified candidates from unqualified candidates.

Step 5. Maintain Properly.. For businesses with more than one person in an organization, the most important factor is human capital. So don’t change the short interview process! Use the candidate avatar to rank the top candidates and do homework for each. Call and talk to former employers, professors, and teachers. See their publications on social networks. Use behavioral assessments and technical tests to determine their suitability. Organize several types of interviews for a single candidate or a large number of candidates, face-to-face with a panel of future colleagues.

Step 6. Get the offer correctly. If you want the best, your offer should reflect this philosophy. And don’t think of the offer as just a salary. Consider including paid time off, incentive compensation, health, retirement, education benefits, other business benefits, and your organization’s long-term growth potential throughout the package.

Step 7. Perform the integration correctly. More post-hire is lost because companies are not doing enough work to bring them on. New employees get a feel for the organization as soon as they accept the letter of offer. Makes the onboarding process very positive. Assign sponsors to provide a comfortable environment with workstations and all the peripherals you need to work.

Step 8. Get the trial period properly. There is a required acclimatization period anticipated, regardless of the demographics the employee enters the organization. Create employee plans with goals for 30, 60, 90 days and more as needed. Train and certify systems, processes and procedures. Clarify the best possible communication within your organization and the availability of supervisors and sponsors to meet challenges.

Step 9. Make a correct performance evaluation. Conduct frequent reviews, establish your credibility, encourage open dialogue, provide positive and constructive feedback for the good of the organization, and be open. Always recognize the desires and growth paths of employees and systematize them in development plans.

Step 10. Promote Properly. Balance the needs of the organization based on the model in Step 1 with the aspirations of the employees identified in Step 9. Prevent bias and lead based on benefits, opportunities, organizational needs and cultural relevance.

Getting the right people on the right bus and in the right direction is one of the toughest challenges for an organization. Follow these 10 steps to fully understand people’s equations and see your organization thrive. This is how you guide, think, plan and act. Let’s chase him away!

Retired Colonel Paul A. Raggio, along with his sister Lisa, is co-owner of One True North INC Leadership and Business Coaching Solutions. Paul and Lisa guide and guide business owners on the principles of leadership and management to achieve and maintain business growth and profitability goals. [email protected]

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