- This is an emergency, it will be easier to do it myself than explain it to someone else.
- No one else is as effective as I am, so I really can't delegate.
- The customers prefer that I be involved.
I am shocked at how many of our large and small customers have no succession plan. Mission Critical business knowledge is at risk. Aggressive hiring has created a revolving door of employees. Someone is trying to hire your staff right now, or you have the wrong people. The old adage "people leave bosses" is still true. Your annual engagement survey is not sufficient - by the time you see the results, the people will have left.
Establish a process for growing talent. There are only three main actions of growing talent:
When you are looking for a new employee, FIND is the process of picking the best candidate for the specific job. If you are still hiring great people and not looking at how they'll do in the job, you're backwards. If you do not use Job Benchmarks to hire, your bias is creating churn.
ENGAGE is another word for onboarding. There is a critical window (some say 1 day) within which an employee decides whether or not they like their job. Poor leaders are too busy to drop everything to enable new employees. Instead, the new person is spending days on boring compliance training or unstructured meetings with people who are too busy to meet with you. Or the new employee is thrown into the deep end with no help and no hope. The expense of this behavior is staggering to a business. Instead, leverage the Job Benchmark to create a unique onboarding plan for new employees, provide a mentor and get them to work.
Finally, learning can't just occur at the hiring point, although that seems to be the new norm. To get promoted and move up in the company, if that's your goal, requires learning new strengths and competencies. The Career Plan drives a Succession Plan (GROW). Who are the leaders ready to replace you so you can move up? The process repeats for every job move: FIND (the job or employee), ENGAGE, GROW.
NOTE: More details on this approach in the August Learning Flash, and in our book to be published in 2017 Talent GPS. If you are interested in being a volunteer editor of this book written by Brittney Helt, Michelle Baker and me email us, email@example.com.