The Heart of the Problem
Whether we need one employee or twenty, who we add to our team must be a fit and share our vision. Our sales staff might be stable at the present time, but we always want to stay active in recruiting. This adds to our success.
“It is our philosophy that we owe it to our employees to always look for other good employees in all areas. Sometimes it is when you believe that you are at an okay state that you will miss your best candidates. If we continually look, we will continue to function at a high level. Also, in a strange yet positive way, it keeps the current staff motivated.”
“How is that?” I asked. “Aren’t your employees then looking over their shoulders?”
“Let me explain it like this,” Mr. Douglas replied. “First, we make no secret of our continued efforts to recruit. We clearly explain that we always desire the best staff. We believe and understand that our employees desire the same. Wouldn’t you want to work for a company that continually strives to have the most productive and efficient employees driving that company’s success? Is it not also our responsibility to provide the highest potential of success for the company to maintain stability for our employees?”
“It makes sense to me,” I said, “but I ask once more. Don’t some employees look over their shoulders?”
“Look,” he said, “I want employees with confidence, initiative, and direction. We clearly define expectations, and each employee will always know where they stand. If I have someone looking over their shoulder worried about keeping their job, that is their issue. It is our responsibility as managers to be direct and honest on employee performance. If someone is needlessly looking over their shoulder, we will refocus them and encourage them. But those that may warrant that perception are only exhibiting a behavior of their concern and attitude. We will give them every benefit of counsel, training, and time. But someone continually looking over their shoulder may be exhibiting a final behavior of giving up. So this actually works to us as an indication.”
“I understand,” I replied, “I guess as long as you communicate your policy and why.”
“We do,” he said. “I have worked in environments where management did not communicate. Our staff knows and believes that knowledgeable employees will understand our philosophy and have buy-in. We do our employees a service by eliminating any surprises. Let me ask you a question, do you like sports?”
“Yes,” I said. “I enjoy watching them, more than playing them.”
“Well,” he replied, “don’t the best sport teams always look for good players, even after they may have won the championship?”
“Yes,” I said, “I guess so.”
“They sure do,” he replied. “They know that for their team to stay on top, they must always keep their eyes open for good players. Our company is no different. If we do what is in the best interest of our company and our clients and stay successful as we serve them, our employees benefit from a stable company. So our first philosophy is to always be looking for good employees, no matter what our status may be at the moment. What good sports team would turn down a good player who is available? Sometimes the good teams will find ways to work it out, and sometimes they must make difficult decisions, but we owe it to our clients and our employees to add good players when available.”
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