Find Great People for Your Business, Foster Loyalty, & Enable Your Staff
Many years ago, I had an insightful conversation with someone at a big marketing agency about their company's culture, leadership, and systems. I asked how they get great people when their company was lacking in so many of the business fundamentals that make it a great place to work. He answered that they pay their people a lot of money.
They overcame their deficiencies by paying people a lot of money.
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In the following episode of the Share Life podcast, I spoke with Liz McVicker and who was one of these people whom a chaotic company paid a lot of money. Here's what she said about the experience.
While the money may sound like an awesome trade-off living in that environment has a cost.
In this post, I want to discuss how to create a business environment that fosters loyalty and enables your staff to perform at their best. But before we go there. I want to share one more story.
Years ago, my marketing agency had a client who had a department that operated in this chaotic, draining way. We began talking about the problem and how they saw it. The head of this department would typically work in this position for several years, and they would likely burn out. That burnout would then have negative consequences in the department. As we pressed on the issue, they said it's not ideal, but after the person gets burned out, we can just fire them, and there will be someone else they can hire to take their place. They were choosing to keep the system as is, burn people out, and just replace them once they were toast.
That's an unhealthy situation that can be rectified. An organization doesn't have to operate in such a toxic way. A company can actually be a vehicle to make the lives of its employees better. Let's explore how you can find the right people, cultivate loyalty, and enable them to do their best work.
When I had my marketing company, I struggled to make an abundance of money in the business, but I was really good at cultivating a culture of community and commitment for those seeking more meaningful work, and I'd like to share some of the insights from that experience as you navigate that challenge now. I didn't have the money to pay them a lot of money, but I was able to give them something money could not buy.
To tease out these insights, we're going to talk about strategic hiring, company culture, and leadership approach.
So, let's start with the first. Find Great People for Your Business.
Tip #1 - Be Intentional in Your Hiring.
In late 2008, I needed a salesperson, or at least I convinced myself I did. I was not going to change my mind. It was just a matter of finding someone to fill the role. Unfortunately, the person I brought into the company was not the right fit. He sold a consumer-type of service while we dealt in B2B businesses. But as much as his background was off the mark, I was also not in a position to guide him at the level he needed to generate the result required to pay for his salary for a long enough time to realistically deliver the results. Simply put, he was not a good fit, and I didn't have what I needed to help him succeed.
The key takeaway here is to be careful and strategic in your hiring decisions. And be clear on the goal and realistic in what's required to sustain the employee you bring on. Whatever is incurred needs to be done in a way that is strategically aligned with the desired outcome. You want this in place so you can make sure you give your team the best chance for success as possible.
As you're hiring, lead with your vision and values. Make sure that the way you operate is in alignment with them. And do the work to understand those you are hiring. Leverage an evidence-based personality test like the Big Five to make sure their strengths align with the position you've brought them in to do. As Jim Collins says, you want the right people on the bus and you want them in the right seats.
Tip 2. Leverage Pull Leadership as Much as Possible
Your team is following your lead. Lead in a way that makes them want to follow you where you're taking them. This is where vision and values matter. They need to know where you're going and they need you to communicate along the way. As a leader of your team, you want to do three things well.
- 1 - Act Decisively
- 2 - Provide Clear Direction
- 3 - Bring The Team Along (Don't drag them, inspire them)
As the leader, you're on a mission. Know what that is and effectively communicate with the team. Where there is resistance and questions, listen and gather feedback. You're on the journey together.
A former friend of mine demonstrated this idea of how to lead to me. He put his hand out and invited me to do the same. He began pushing on my hand, and I immediately, out of instinct, pushed right back. He then put his hand out again, face up. I put my hand out, and he grabbed it and began to walk away. I immediately began to follow. These were very similar actions but resulted in two completely different responses.
Push versus pull. When we push people to move forward, we often create resistance. If instead of pushing, we choose to open up, cast a vision, move towards it, and collaborate with others along the way, they're more likely to willingly follow.
Tip 3. Enable Your Staff by Focusing on Development, Not Just Achievement.
Let's talk about the third tip. True leadership is about helping people develop their character, not just using them to achieve business goals. This approach can lead to a more empowered and fulfilled team.
So, in reciprocation for them helping you accomplish your mission, know their personal mission as well by aligning the company's success with their success. That may entail earning a certain amount, enjoying their work, doing work that matters, and accomplishing different achievements.
When people realize it's not just about you and what you want but rather a win-win that benefits both, it will create a reinforcing flywheel that will continue to benefit both sides.
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At Dominion Revenue Solution, they take post-acute care providers on a transformational journey to find lost money, boost cash flow, and maximize their revenue. Their clients experience a collection rate of 99% within 90 days.