Kindle Notes & Highlights
Simply put, you or your hiring manager neglected to nurture the hiring process. You also neglected to communicate clear expectations to Bob.
Firing leads to hiring, which leads to an amazing team culture
But, here’s the deal: making money, having a powerful mission, having a great team culture, creating a fun and amazing work environment while motivating a team to work as hard as you do, are not mutually exclusive scenarios. They can, and should, co-exist.
Becoming Intentional and Proactive
Honing the Hiring Process
When hiring managers look merely to fill a need, they end up onboarding too quickly.
Looking for Warning Signs
Making the Hiring Process Enjoyable
Creating the Ideal Team
You don’t want to hire people just like you. Instead, you want to engage people who compensate and strengthen your weaknesses. When you do, your ideal team emerges.
Building an Addictive Culture
Knowing When to Add a Position
Injecting Accountability in the Workplace
Understanding How to Fire an Employee
If you can learn to communicate with each member on your team with clarity, everyone’s teeth will sparkle like Bob’s. If you can communicate clearly while taking the correct amount of time to find the right hire, you’ll almost never have to worry about firing and you’ll create the kind of team culture that energizes you on a daily basis.
You may ask yourself, “What does having a mission statement and a set of core values have to do with hiring, firing or building an amazing team culture?” Actually - everything.
If you don’t know who you are, what you’re doing, why you’re doing it, or how you want to get it done — you’ll likely never hire the right people, end up firing the wrong people, and never get any closer to achieving your goals.
Here's the deal: a mission statement is your goal.
Values are the guiding principles.
Your mission is your finish line. Your values are the arrows
Cat: Where are you going? Alice: Which way should I go? Cat: That depends on where you are going. Alice: I don’t know. Cat: Then it doesn’t matter which way you go.
When done well, mission statements and values are clear and concise. No big words. No complicated language.
A mission without action is a daydream. Action without a mission is a nightmare.
we talked about, we emailed it, we painted it on the wall, we texted it to each other – everyone knew the mission.
Make it simple; Make it your own; and, Make it fun.
Sit down with team members and brainstorm the purpose and goal of your business.
These values help shape the culture of the workplace, empower you as a leader, and aid in creating the kind of work environment you’ve always wanted. Core values represent the guiding principles of your mission statement. The best way to create a series of resonating values is by including your team in the process. Sit with your team members and ask a few key questions.
Creating core values should be simple. Memorable. Easy to carry out. There really is no formula for the way you create a mission statement and core values. Don’t make the process more difficult than it should be, but think through what characteristics you want to drive your work and to define your team.
Each week our team would pick one value and share a story of how it was relevant in a specific work situation. If no stories came up, we simply talked about what the specific value meant to each of us.
You knew because you’ve been inside the conference room. You’ve sat through those meetings. You’ve eaten in the lunchroom, Bob, and you even helped create the posters showcasing each and every core value.
Leaders, the first step you can take in helping your team consistently live out your values is to live them out yourself. Set the example.
Focus on one at a time.
Show them off.
Make a big deal of it.
Make them unique.
Encourage each department to come up with three additional core values, specific to its work.
For instance, the marketing department will have some additional core values to help them achieve clarity. Doing this as individu...
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Start.
“I hire people brighter than me and I get out of their way.”
Never hire the first candidate without spending time interviewing other prospects.
Without a job description, you cannot clearly communicate expectations or responsibilities to a new team member.
If you find yourself in the position of wearing someone else’s hat – time to hire!
If you commit to paying someone full-time, make sure you have enough work to delegate to your new team member.
When faced with a stubborn plateau, the solution is often staring you in the face. It’s time to bring in someone new to help drive things forward. Hiring a skilled team member can help push you off a plateau and increase your growth in numerous ways:
Less “bad” does not make “good”. Take your time, and wait until you find the right person for you and your company.
Finally, hire for potential, character, compatibility, and passion, not just experience.
A dull description will result in dull candidates. If you write an exciting description, you’ll get exciting candidates.
no one buys what you do, they buy why you do it.
In general, people thrive on challenges and growth.
