Posts Tagged teams

Are you scaring employess away?

Image courtesy of Stock Images from freedigitalphotos.net

Image courtesy of Stock Images from freedigitalphotos.net

You hire people, you want the best, you are given guidelines to follow, some formal and some informal (e.g pick a woman)…

You find the job description template, write a description and send it off for approval.

The supervisor reads it, sees that it’s comprehensive and approves it, based more on the key selection criteria and the basic job description.

The process continues and you get what you get, a new employee. Hopefully they are a fantastic fit to the team and in a short space of time become a profitable addition to the organisation, however reality tells an all to common different story, at the end of the probation period, the person is ousted and the process begins again. Or worse, the person makes it through the probation period and becomes an anchor weighing things down often for a variety of reasons.

But I have an issue or three with the approach that causes this drama to happen.

Most job descriptions I have seen are too wordy and can actually scare people away from applying, and sometimes those that do apply find the job is not what they thought it would be, or they have the wrong ‘disposition’ (attitude, personality etc) for the job.

I have applied for enough positions to see this first hand and I now believe there should be a more relaxed approach, at least in the first instance.

Okay so there are those who say the idea is to attract more of the right people so you don’t end up getting too many applicants for the role, fair enough, but find another way of doing it rather than trying to bury people in detail and scaring them off.

The ideal employee is probably a fun team player, a person who is interested in more than just the role (it might be seen as an entry role to the organisation). Of course they will have the qualification to do the job, but the right attitude and personality will make them a better fit to the whole system, not just the technical aspects of the role.

Start thinking about how you can get a simpler approach started, then add the details in at another layer if need be.

Simply put, your current processes might just be causing long term headaches for the organisation.

Regards

Steve Gray

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A Sense of Belonging

Which would you rather have, a team that turns up because they have to or because they want to? The latter right… Why? Because they don’t have to be there, their mindset is different, they might shy away from a challenge if they think their mortgage is on the line, but they will put in for the greater good of the team simply for one reason, a strong sense of belonging. 

Image courtesy of Stuart miles from freedigitalphotos.net

Image courtesy of Stuart Miles from freedigitalphotos.net

Not just any sense of belonging, no no, as I eluded to in the opening paragraph, there are more reasons to want to do something, than if you have to do something.

Sounds easy, if I was talking about a club or group people belong to, people would soon get that stronger connection. However I am talking about a business, an organisation that people mainly get paid to work for, an organisation where the numbers often seem to be king, no profit no go…

So how do you as the business owner/manager cause this sense of belonging to go beyond the basics of need and get to a top class “one in, all in” situation where you know the people want to be there?

Connect, find ways to cause people to be part of a greater cause, ways to be aligned with the heart and soul of the business. Ways to communicate that they will benefit, just as deeply as you do by doing more, being more they will in return get more.

Perhaps the more they ‘get’ will be satisfaction, a warm sense of “I am part of something worthwhile”, the concept that the money is there but there is more to the equation.

Sounds far fetched perhaps, but in reality there are organisations where people willingly put in, willingly go the extra mile and hang in there to do it all again. Why? A sense of belonging, belonging in such a way they realise that the sum of the parts is greater than the value of the individual parts. As a team they can do more, as a connected and active team with a shared sense of belonging they can evolve to do MUCH more.

How then do we connect these ‘disparate parts’ to become cohesive, to join as one and be a truly mighty force?  Language… It’s what sets humans apart from other animals, it’s what ensures we can, discuss, plan, explore, find answers and ensure a higher sense of belonging can take place.

If you have ever noticed that people who use casual language, slang and the like to get through their daily routines, you will have probably noted their position in life is not one which often inspires. These people often seem to lead lives of deep desperation, working on minimum wages and struggling at every turn. While others with more developed language find ways to forge forward, to explore better options in life, to find depth and more profitable outcomes, and I don’t just mean financially.

Language

  • It helps us express the values we want our teams to align to
  • It gives us the chance to influence people to do great things
  • It assists us to lead
  • It provides opportunities to learn more, explore and pursue our dreams

How are you using language to better your teams, lead, influence and explore better ways to live and be a positive part of this world? Hopefully you will start with the positive values your organisation stands for and ensure your people are with you every step of your value motivated life. Without language we have little to commend us.

Regards

Steve Gray

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