Need to recruit high performers?
Why you need a talent strategy to grow your business
Here’s a question for you. Who runs your recruitment? Your HR Manager? Or is it out-sourced? It staggers me how something that’s so critical to success is often delegated to someone who wouldn’t know a talent strategy if it bit their head off.
Finding good people, or ‘A-Players’, to work in your business is the single, most significant change you can make to your profitability. It’s the difference between chugging along and motoring down the fast lane. If you want to scale your business, finding the right talent is vital. Yet many companies have no plan for recruitment. And they carry far too much deadwood. It’s like running with a backpack full of bricks. Completely unnecessary and exhausting.
There’s always a shortage of good people in the labour market. The ‘Great Resignation’ is making that more challenging. If you feel like you’re losing the war on talent, it’s imperative to create a talent strategy. Commit to increasing the percentage of A-Players in your business, and the effect on productivity, profitability and engagement will be exponential.
Reimagining High Fashion Through Tech with Rod Banner
If, over the course of the last year, you’ve come to enjoy working from home and don’t want to have to revert to the daily commute into the office. Or if you’re scaling a business and wondering how you can attract the right level of skill and experience without having to hire someone full time. Then don’t miss Romanie Thomas, an experienced headhunter, founder and CEO of Juggle Jobs, a platform connecting businesses with high-quality professionals on a flexible basis.
Founded in 2017, Juggle Jobs is for people who have more to offer scaling businesses than simply their skills and experience. They understand and appreciate the need to be flexible and are prepared to roll their sleeves up and muck in, helping out where necessary.
Romanie, an experienced headhunter, realised while there are plenty of platforms for low level, entry positions, there aren’t many offering these sorts of flexible opportunities to mid to high level roles.
Seeing a gap in the market, she created a platform to help women who don’t want to work full time, get access to great jobs. Very quickly, she realised that this wasn’t a gender issue, this was a matching skills to jobs and helping people facilitate a portfolio career issue.
In today’s episode, she talks about the implications of remote first versus office culture versus hybrid. What might that look like? What’s the best? What’s the worst? What’s the best of the worst? And she shares what it’s like to be a digital nomad. Where she’s been and where she’s worked from, and what lessons she’s learned along the way. This is a fantastic conversation with a fantastic founder.
The Twenty Minute VC takes you inside the world of Venture Capital, Startup Funding and The Pitch. Join our host, Harry Stebbings and discover how you can attain funding for your business by listening to what the most prominent investors are directly looking for in startups, providing easily actionable tips and tricks that can be put in place to increase your chances of getting funded. Although, you may not want to raise funding for a startup. The Twenty Minute VC also provides an instructional guide as to what it takes to get employed in the Venture Capital industry, with VCs giving specific advice on how to get noticed from the crowd and increasing your chances of employment. If that wasn’t enough our amazing Venture Capitalists also provide their analysis of the current technology market, providing advice and suggestions on the latest investing trends and predictions. Join us so you can see how you can get BIG, powerful improvements, fast.
If you’re anxious about how your team is going to navigate the transition to whatever form of in-person work your company is planning, you aren’t alone. By now, you’re likely aware that most employees don’t want to return to whatever normal looked like pre-pandemic. A recent survey from Harvard Business School of 1,500 employees revealed that 81% of them either don’t want to come back at all or would prefer a hybrid model of work.
These days, mentions of psychological safety in the business press are extraordinarily common, and its importance seems to be recognized across industries ranging from healthcare to tech to financial services. A popular topic before the pandemic, psychological safety has become that much more so due to its relevance to agility, diversity and inclusion, and remote working.
Covid restrictions are lifting in some parts of the world and the economy is booming in some sectors. Some labor and material costs are rising due to shortages, as is customer demand. Many brands have high pricing power at the moment, making price hikes almost inevitable. Brand managers may be clued in on the size of their price increase, but it’s no easy matter to communicate this unwelcome news to customers.
As a business leader, you’ve read dozens of books by the top thought leaders, learning from their research, principles, and tools. Each book dives deep into a specific area of expertise—strategy, execution, cash, people, culture, and leadership. All share powerful concepts on what to do to grow your business. But how do you efficiently unite these tools into a regimen that works for not just one specific area of your business, but for your entire team, company, and life? Metronomics unites top business thought leadership with over twenty years of proven practical experience. The outcome is a prescriptive progressive growth system for every business. In this book, you’ll learn how to build a high-performing business team that achieves superior results with ease, speed, and confidence. You’ll learn the practical progression that ensures your team is fiercely connected to your strategic execution system. No matter what level you and your team are at right now, Metronomics will meet you where you are—and grow with you to the next level and beyond.
For decades, jobs with good pay and decent benefits in service, manufacturing, and retail have gone overseas, eviscerating America’s middle class and setting off a chain reaction of problems for the country as a whole. Up until now, defenders of the new system have argued that American corporations, to stay competitive internationally, must cut wages and benefits and essentially squeeze as much value as possible out of each worker. But this is backward: workers aren’t a cost. They are a company’s greatest asset. Ton argues that good jobs and happy, well-compensated employees are in fact a key element of a virtuous cycle for companies that results in low prices and increased profitability. The author’s work focuses on retailing, where bad jobs would seem to be most embedded in the fabric of the business; but she also reveals how her insights and conclusions can be applied successfully in most service businesses.
News from Foundry Farm
The journey to grow a business can feel lonely and full of disruptions for many leaders. In times of crisis like this, it’s easy to lose sight of where you are and how to get where you want to be. With clarity on your core values, purpose and vision you can streamline your success to scale faster.
Come and meet Scaling Up Coaches Dominic Monkhouse and his colleague, Philip Rose on Tuesday 6th July, and they’ll walk you through the Scaling Up programme that has already helped 2,700 firms worldwide get clarity on their business model.
MEANINGFUL ACTION FOR MOND AY
Be specific in your feedback
Giving direct feedback can be hard. But it’s important to confront any poor performance swiftly. Here are our tips. Don’t exaggerate. Be specific and factual. If someone’s had an issue with punctuality, don’t say, ‘You’re always late’. This gives them the opportunity to defend their position. Instead, tell them, ‘You’ve been late three times this week.’ You know how you feel about this but don’t assume the other person feels the same. Instead, tell them, ‘This is how x makes me feel. This is what I see. Is there anything you need to tell me?’ Stick to your own perspective. Often this is enough and they will tell you what the issue is. You don’t need to challenge the person’s character or integrity. And remember, this type of feedback is always personal. Unlike wine, putting off a difficult conversation doesn’t make it better. So do it swiftly.
Quote of the week
“I’ve learned the hard way that, when hiring executives, one should follow Colin Powell’s instructions and hire for strength rather than weakness”Ben Horowitz
Dominic offers business coaching and management development, strategy planning and organisational change, using tried and tested methods to launch your organisation onto an unparalleled growth trajectory. His programme is a function of his broad experience, his deep expertise and a proven process used by over 2,700 firms worldwide.