To create sustainable success in business, you must assemble an A Team. Your A Team includes internal staff and external resources.
In this Two-Part Blog, I address the psychology around assembling your A Team.
In Part 1, I outline my tips and hacks on how to assemble a winning internal team through a commitment to four steps.
1. Needs Assessment
Conduct a review of your Organizational Chart. However, review your needs by ‘function’ rather than ‘names’. That is, don’t write a key team member’s name in the box initially, but rather write down the title of the position description that describes the resource required. Include positions required by the business to execute your strategy, regardless of whether the positions are currently filled or not.
Next, write down the internal staff that will fulfil the positions listed within the Org Chart. Note to leave any positions blank where there is not a staff member to fulfil that position. The blank positions not filled by internal staff will be reviewed later.
Write two-page Position Descriptions for all roles. Draft a one-page summary of the Top 5 Key Priorities of each position.
Within the positions listed in the updated Org Chart now note:
· Positions listed where an existing staff member currently fulfils role
· Positions listed where an existing staff member has been newly allocated a role (see Step 3 Retention)
· Positions listed where no existing staff member has been allocated a role and review a requirement for new hires
· Positions listed where no existing staff member has been allocated a role (Review in Part 2 of Blog on External Resources)
2. Attraction
Now that you have conducted your Needs Assessment, it is time to review how attractive your business is to the internal team (staff) and external resources (contractors/service providers).
This starts with an assessment of your core values and vision. List your forever values that you stand for. Document your Strategic Plan and metrics you will measure performance by.
Review your website, marketing collateral, content and digital media platforms. Conduct online searches to audit your digital footprint.
Review staff morale and culture and how candidates would assess you in conducting research on the business as a future employee.
Review how contractors and service providers are treated by your business in working with you. Are they being treated fairly and ethically including prompt payment?
On a periodic basis, conduct a review of your attraction through the eyes of a future employee or external service provider.
3. Retention
Set a goal to keep your key internal staff employed with you through adopting a retention strategy.
Adopt an internal meeting regime that ensures efficient and effective communication at all levels and effectively makes people’s jobs easier.
Adopt a Personnel System that outlines the Top 5 Key Priorities of their role upon which they will be appraised and rewarded. Hold monthly 1-1’s with staff to review their performance, formal half-year reviews and full-year reviews.
Seek engagement through sharing the Strategic Plan for the business with the team so that they are aware of what the business seeks to achieve and how their role influences the outcome.
Ensure that remuneration is reviewed annually and that you pay at or above market salaries. Consider bonuses, incentives and profit-share schemes beyond salary for exceptional performance.
Develop a culture of promoting from within where individual staff are performing well to accelerate their careers and lock in talent for the future.
4. Recruitment
From the Needs Assessment conducted in Step 1, note the positions listed that you have decided to recruit new employees to fill.
Draft a Recruitment Process that you will follow for each new hire. This will include the two-page Position Descriptions and Top 5 Key Priorities drafted in Step1. Draft an advertisement for the position. Draft Interview Questions to be used in all interviews for consistency. I recommend you have a two-interview process (consider three for key hires) for potential candidates. The 1st Interview should be focused on the role and the candidate’s ability to fulfil the Position Description. The 2nd Interview can be skewed towards the business and the candidate’s fit. Consider including a panel of internal team members to be involved in the 2nd or 3rd interview as they are often beneficial to making better hiring decisions.
Decide whether you will recruit internally or outsource the recruitment to an external recruitment agency.
If recruiting internally, draft a well-written email to be distributed to your network inviting them to forward any potential candidates they see fit for the role. Offer staff a ‘finders fee’ for introducing a candidate for the role that is eventually hired. Use social media cleverly to uncover potentially hidden candidates for the role.
Adopt a policy of ‘always recruiting’ in relation to top talent.
And finally, be curious. The best talent might be the next person you meet.
I write blogs just like this one on productivity and human development fortnightly. If you'd like it delivered straight to your inbox head to https://darrenkbourke.com/the-fourth-moon-blog and let me know your email.
Email me at darren@darrenkbourke.com to schedule a meeting (at no cost or obligation) to discuss how I can help you achieve your business and personal goals this year.