Part A:
It’s all about “effective” recruitment because … you are either going to be doing it tough or doing it easy.
The “Hire smart or manage tough” mantra by Red Scott from decades ago still ring true to this day.
Managing “tough” = having to manage “disengaged” employees.
Characteristics of the “Dis-engaged” employee =
- Crap productivity (and excuses for it)
- Zero or close to zero care for exceeding another’s expectations
- Wasting your precious time in managing up or managing out
- Dis-engaged staff do NOT stick around for long so why hire in the 1st place ?
The bottom line is this : spend a lot of time in recruit phase please .. “the slower I go, the faster I go” applies here; and do NOT believe everything that is said. Look to experiences and achievements rather than academic qualifications (unless of course you are talking about people lives at stake)
Part B:
In my opinion & experience …the things that inspire the “engaged”; and “annoy the hell out of” the dis-engaged include:
—> the setting of goals every shift / every day / every week / every month / every quarter
–> routines and the insistence on maintaining these routines
—> appropriate recognition & appreciation of great work (the “Leadership & the One Minute Manager” by Ken Blanchard way)
Bottom line is this, especially now. Whom do you want in your team & why? What are they capable of under these times of great stresses & strains on the business? Who is really excited about learning a new set of skills by doing things differently ?
Why don’t you ask the question and see who wants in & who wants out?
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