I was thinking the other day of Jack Welsh’s philosophy that people fit into four categories of performance:
Let’s turn this around.
First, recruit people that are naturally aligned with your values.
Here’s where we find our clients often struggle:
A job interview is a candidate’s “Rock Star Moment”—they’re showing you their best face, so it’s up to the recruiter to ensure that it’s an accurate face, a face we can rely on, a face that is honest. Here’s a sample list of recruiting questions that apply to all roles in a company:
Now let’s address the people in categories #2 (lives the values but not producing) and #4 (don’t live values and do produce) above. Work on turning them around with our Counseling Process first. And if that doesn’t work, it’s time to let them go. To start:
Our clients love our conflict resolution process below, as it helps everyone get to a shared positive understanding for growth/resolution:
What categories are your employees in? When will you address those in #2 and #4?
Christine Comaford (@comaford) is a former serial entrepreneur, White House advisor and neuroscience-based executive coach that helps leaders build cultures of trust and high performance.