Finding the Right Balance
If you are growing, you will be faced with this challenge. At Marketing Eye, we are working to find this balance as well. For general staff, you want to make sure you are able to provide a balance between the amount of work and the number employees. For high-level positions, it's more a matter of having sufficient revenue to cover higher wage employees, since key talent can have a greater impact on profits if hired too early. In addition to timing, it is also the impact a key executive can have on your business. It is not a search process you want to take lightly. It's important to find gifted and talented candidates that have the skills and desired background, but ensure that they fit the culture and feel of your small company. These new hires need to feel the passion and excitement about what the company is doing, not just be good at what they do.
'Lean' In
I am currently working with a client who is struggling with this balance. He has grown his business successfully, consistently marketing, networking, and delivering results that have led to many referrals. Marketing Eye's current efforts for Texas Lean Partners are focused on developing client testimonials and case studies from satisfied clients who have achieved profitable results from his Lean Consulting services. Now, with a full pipeline, Texas Lean Partners is looking to move to the new phase of business growth and add a Lean Consultant and, later this year, a Lean Sales Executive.
As with any business, cultural fit is key. At Texas Lean Partners you must have a passion for continuous improvement and want to learn to coach leaders on transforming organizations. Competency in the subject matter is important as is ability to lead, work hard, communicate, and have a positive attitude.
What the Experts Say
There is a book titled “Good to Great” by Jim Collins. It’s an HR book and it’s rather old now, but one of key chapters that remains timeless is “Get the Right People on the Bus.” It’s exactly what you think it is, hiring the right people from the frontlines to executives. Jim explains, “Start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” Bad hiring decisions are the most costly part of business. Finding people with the right character and personality is important on all levels.
- Sir Richard Branson, billionaire mogul of Virgin Group wrote, “If you can find people who are fun, friendly, caring and love helping others you are on to a winner.” He went on to say “Personality is the key.”
- American music executive, Tommy Mottola, wrote, " When I'm hiring someone I look for magic and a spark. Little things that intuitively give me a gut feeling that this person will go to the ends of the earth to accomplish the task at hand."
- Robert Chavez says, “When it comes to hiring, we look for people who have a sense of humor, people that can smile.” The CEO of Hermes US particularly likes to ask candidates, “What’s important to you?” It’s obvious he’s looking for characteristics of personality, values and integrity.
- David Ogilvy, founder of the Ogilvy & Mather ad agency, and widely acclaimed as "The Father of Advertising" put it this way "Look for people who will aim for the remarkable, who will not settle for the routine."
In today's business world of tight margins, it's more important than ever to have the right balance of the people and positions you hire and the amount of business your company is bringing in. It can be more of an art than a science, but with careful planning, attention to developments in your market, and knowing the right kind of candidate that will mesh with your organization, you can have the right people in place to meet your goals.
Learn more about the open position with Texas Lean Partners.
