If you want to do it well, do it yourself. So says a popular proverb. Does it contain wisdom or stupidity? It may seem that the proverb is wise, but digging deeper into the framework of our business, it becomes clear that it is not applicable in the organization of the workflow.
Surround yourself with smart staff and then you don't have to waste your time solving this dilemma at all. Teach, control and do not interfere – this is the golden rule of working with a team. The personnel issue in an organization is just as important as the very concept of the organization, the business plan. Even a brilliant business idea is not the key to the success of an organization, human resources are our everything. At the same time, one doesn't work without the other, but that's not the point right now. How to find and retain good staff?
Portrait of an employee
We know from sales methods that a business needs to clearly present a portrait of a customer. It's the same with the staff. The portrait of an ideal employee can only be formed through trial and error, but you also need to learn from the mistakes of others. Each field has different criteria for personnel selection, but when I am faced with a similar task, I choose not only based on skills, but also on the principle of the applicant's maturity.
By maturity, I personally understand that the subject understands his place in society, what he wants and where he is going. The old horse does not spoil the furrows, I apologize for the analogy, but ... Many often bet on youth, in search of energetic young people, forgetting that not every one of them is able to correctly distribute this very energy, as a result, the imbalance is not beneficial to a career.
HR managers often close the doors to mature applicants with similar knowledge, despite the fact that such applicants are stable, have already decided what they want from life, have families, goals, and really evaluate themselves. In comparison with the younger "energetic" ones, the more mature applicants, for the most part, do not have the so-called windiness.
Teach, control, and don't interfere.
You can't complain about an employee for allegedly doing a bad job if your organization doesn't have clear work regulations and educational process. It flew into one ear, out of the other ... don't bet on it, write down all the job responsibilities and create instructions, just regular repetition, the key to the qualifications of your staff. Give the employee freedom of action within the work schedule, let him do it his own way, do not beat your hands when you see a different approach to completing tasks, let the result be an indicator of approval or prohibition.
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