Hiring High Performers and Corporate all Stars
By Garrison Duke : Too many managers are reluctant to hire people that are high performers or spend that extra time to develop and coach their talented employees. This separates the mediocre managers from the great ones. In this economy, companies cannot afford to pass up high performers and settle with the status quo.
When it comes to hiring high performers and corporate all stars, I say bring them on. I have never hesitated to hire the best and neither should any other manager or team leader. When hiring or building teams it is the duty of the manager to look for high performers and competent people, if not they are doing their employer a major disservice.
When building and leading high performing teams, it is important to get to know your people and learn what motivates them, identify your highly driven individuals and give them a leading role. Resist the trap of many inexperience managers who in an attempt to control the team, saddle people with policies and procedures that stifle growth and creativity or even worse micro-manage. The goal always is to get the most out of your talented people and provide them with a work environment they can flourish in.
The key is to provide an atmosphere that fosters growth and excellences. It is important to get results, your team needs to want to perform for you and enjoy working for you. Instead of thinking about control, think about producing results (outcomes based management), the two are quite different. Everyone loves the jobs in which they can’t believe we are getting paid to do.
Outcomes based management approach means providing room for feedback, listening to the needs of your frontline people, the ones that do the hard stuff and drive the engine. By taking those steps a manager can provide the team with the tools they need to deliver the results expected. When people are given a voice in their work they usually reward the company or project with commitment, dedication and trust, it creates a win win situation. If you want to be an affective manager get accustom to hiring, developing and managing great people!
Some tips for managers:
Embrace high performers, guide and assist them up the corporate ladder, they maybe in a position to return the favour one day. You could be mentoring a future CEO!
Remember as a leader—- a major part of your job is to recognize talent and to provide an environment that fosters creativity and growth
Always find ways to develop and coach your teams, set a plan and get the team to buy in, allow input and feedback; this will give you loads of creditability and foster creativity
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