Mike Whittaker

Talent Identification: No structured process for identifying talent and recruitment

The best approach to recruitment is to have candidates demonstrate/showcase their attributes

through practical aspects of the interview process. Getting this wrong can be costly to your business so putting candidates in a ‘real life’ scenario will help you to quickly see whether they will form a winning team able to exceed customer expectations. Take the time to review your recruitment process and see where you can improve the odds of a good hire by creating a practical recruitment process that lets you see what people are really made of.

Hiring is the most important first step to business success

Training/ Personal Development: No on- going personal development plan

By investing in ongoing personal development you’ll watch your people deliver a ten-fold return

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7 Biggest Leadership Mistakes Organisations Make And how to fix them by Mike Whittaker

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Mike Whittaker

on investment for each course you’ve sent them on. Its important to make sure each candidates line manager is fully aware of the training objectives, as well as the content, so they can ensure the learning in reinforced in the work place and utilised.

As the saying goes: I hear I forget. I see I remember. I do I understand!

Goals: No clear direction or goals

Achieving exceptional results requires everyone to be inspired to achieve them and understand how

they contribute. By ensuring everyone understands the vision, you’re half way there, however to really get results you’ll want to make sure that in doing so, each member of the team is also achieving their own personal goals. This is where good recruitment really pays. If each individual can see how their contribution creates individual success for them, it will feed into the overall success of the company, motivating them to achieve exceptional results. When setting goals make them specific, measurable, attainable, realistic and timely, and always tied into the personal goals of the individual.

Set Specific, Measurable, Attainable, Realistic & Timed Goals.

Thorough Appraisal System: Timely feedback is not given (in either direction)

Continuous ongoing reviews are important and having a set structure can help manage the

expectations of all involved. In the US several companies are renowned for annually replacing the bottom 10% of their workforce who aren’t performing. It sends a strong message that keeps everyone on their toes focused on producing the best results. A good appraisal system with strong two-way communication will ensure any dips in performance are quickly rectified. The appraisals should be documented, most importantly, have the employee feeling re-energised, inspired and ready to perform. In some cases it is necessary to shorten this process to increase engagement.

Appreciate good people, they are hard to come by!

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"You're only as good as the people you hire” - Rac Kroc

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Mike Whittaker

Bonus/Reward System: No incentive program

Incentive programmes reinforce good behaviour and help focus individuals on continual

improvement and results. The programme should be available to all employees and be completely transparent clearly outlining exactly what the rewards will be for what achievements. Increased perks can be offered to employees that go over and beyond what is expected.

People work for money but go the extra mile for recognition, praise and rewards.

Communication of Results: No regular contact

Regular ‘town hall’ meetings/conference calls that keep everyone up to date on current results and company news help keep everyone enthusiastic and feeling part of the bigger picture. When people

are left in the dark performance tends to drop with people wondering whether their hard works is actually contributing to results. A constant flow of information keeps everyone on track.

Treat employees like they make a difference and they will!

Succession Planning: No plan to support expansion or staff turnover

If your business lost key personnel - could it survive? Business expansion comes down to the

individuals with the right skills able to do the job. To retain the right staff there needs to be the opportunity to advance within the company and a clear progression plan. When this isn’t in place, staff turnover tends to be high, and while you’re trying to rectify it by putting plans in place, you’re not focused on internal and external customer service. The consequences of which is a reduction drop in results and further staff loss.

Failing to plan is planning to fail!

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Summary If you start out with good people, communicate goals, motivate and reward, and lay out the rules, you can’t miss!

Learn  more  about  the  Author  

Michael Whittaker is an award-winning turnaround specialist, who knows first hand that no matter how evolved the systems or technology, if a company is under-performing, 99% of the time the reason lies with its people management.

Mike Whittaker MichaeldWhittaker@yahoo.com

https://uk.linkedin.com/in/mikewhittakeruk

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