Hey there, folks! Today, we’re diving into a crucial topic that we’ve all heard before – “hire slow and fire fast.” I know, I know, it sounds like one of those overused cliches, but trust me, there’s a reason why it’s repeated so often. It’s not just empty words; it’s a nugget of wisdom that can make or break your business. So, grab a cup of coffee, sit back, and let’s break this down.
Imagine this: you’re overwhelmed, stressed out, and drowning in tasks. Your first instinct might be to rush and hire someone ASAP, just to lighten the load. But hold on a second! This hasty approach can lead to more problems down the road. You see, bringing someone new into your team is a significant investment in terms of time, money, and effort. You’ve got to onboard them, possibly provide benefits, and spend time integrating them into your operations.
Now, picture this scenario: you rush into hiring, get a warm body in the seat, and start delegating tasks. But here’s the kicker – they’re not getting things done! So instead of solving your problems, you’re now paying double. You’re paying their salary, plus the cost of the work not getting done. Ouch, right? Hiring with intention from the get-go can save you from this painful situation.
So, what’s the secret to hiring with intention? It’s about identifying the ideal candidate and what you need them to do. This clarity helps you communicate your expectations and attract the right people from the start. Hiring intentionally isn’t about finding just any warm body; it’s about finding the right fit who can hit the ground running.
Here are some practical steps to help you hire intentionally:
1. Start with Your Quarterly Plan: Look ahead to the next 90 days, 6 months, or a year. Where is your business heading, and what roles do you need to fill to get there? If there’s a gap in your team, that’s the signal to start your hiring process.
2. Use Your Accountability Chart: This tool helps you pinpoint which roles are missing or lacking capacity within your organization. It ensures you’re hiring for the right positions, rather than generic job descriptions.
3. Core Values Alignment: Don’t just list your company’s core values; make sure your candidates align with them. Ask questions in interviews that reveal how they embody those values in their work.
4. Innate Abilities: Consider a candidate’s innate abilities, which are traits present from birth. Tools like the Kolby-A or Clifton Strengths can help assess their natural tendencies and whether they fit the role.
5. Skills and Experience: While skills can be learned, experience is valuable. Prioritize candidates with both skills and experience relevant to the position.
Now, let’s talk about the other side of the coin – firing fast. It’s natural to want to give employees chances, but when is it time to say goodbye? Here’s the deal: if the issue is related to skills or external factors, it might be fixable. In such cases, consider coaching and improvement plans to help them catch up.
However, if the problem is rooted in how they think, function, or their values, it’s time for a quick exit. Don’t get stuck in endless performance improvement plans (PIPs) or coaching sessions. It’s not fair to you or the employee. Instead, make a clean break and open the door for both parties to find a better fit elsewhere.
To wrap things up, remember that hiring with intention is key to building a successful team. Don’t rush into it – take your time to find the right fit. And when it comes to firing, be swift if the issue is unfixable. Ultimately, both strategies will help your business thrive in the long run.
So, next time you hear “hire slow and fire fast,” pay attention, because it’s not just a cliche – it’s a game-changer for your business.