Finding and maintaining super-star quality employees is the most difficult process for any business.
One of the differentiators between a successful business and a struggling enterprise is the quality of their employees. Whether you are seeking the best janitor, line cook, sales girl, manager or CEO, this delicate art of choosing winners is crucial. Have you considered the cost of recruiting? The hours it takes to interview dozens of applicants, cost of advertising, interview process, back ground checks; training employees & retaining employees can be complicated and costly for any company
There are ways to make this process work. The key is to use a validated process to identify high-quality employees -- and to be smart about how you notify them and begin the appreciation process.
If your quality employees don't feel important, if they don't feel vested and part of the company mission they don't see themselves as part of the future, or if they don't think the organization is looking after them, they will jump ship. Good quality employees are special and marketable in high demand. If you don??t convey that to them, some other company will.
Many companies select employee based on gut, instincts, personality traits or likability, not demonstrated past performance. The best way to identify quality is with an assessment of validated past performance. That can mean, grades in school, charitable contributions, past sales achievements, and yes even family and marital success. After all a quality individual has special traits and skill sets that few posses which applies to all areas of life.
Once you've identified your quality employee let them know. It??s less costly, time and money wise to repeat the recruiting process. Perhaps pay them a bit more and relay your feelings.
This process of communicating the value of the employee openly will also set a stage and policy that shows other employees how to grow into being a special quality worker and the benefits it provides.
Higher pay may not be the answer, sometime other factors like: titles, interaction, future plans, policy engagement, retirement funding will make employees feel special. Some companies use deferred compensation plans as handcuffs, which work very well. All these factors can be part of what motivates and retains a quality super star employee. Once you identify that special person, help them grow. Who knows some day that person you selected can be the person you transfer the management of your business.
Choosing, Identifying, notifying, and developing that special employee takes initiative, time and a bit more cash, but the rewards to your business are unlimited. If anyone wishes more information on deferred compensation plans just drop me a line. Good Luck finding quality employees!
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