How to Hire an Effective Team as a Facility Director
- Mike Spence
- Jan 30, 2017
- 2 min read
We all want a team of people we can count on to get the job done. Creating and managing such a team can be challenging, but certainly worth the time and effort.
It all starts with hiring the right people. Too many times the hiring process is rushed because we feel pressured to "just get a body to fill a spot so work can get completed." However, adopting a "hire slow/fire fast" approach is better when building and creating an effective team.
Hire Slow
Make of list of the attitudes, behaviors, and values you are looking for in a candidate. Create questions in advance that will cause candidates to explain their views during the interview process, and take note of how they either align with or miss your expectations. For example, if you value hard work, ask "Tell me about a time when you worked your hardest, and how you felt about the results." If they cannot give a good answer, or worse they recall that effort as a terrible memory, you may want to pass.
Fire Fast
None of us make great hiring decisions every time. There is no magic 8-ball to let us know if a new hire will turn out to be a standout employee or a dud. Many times, you don't know until you've worked with someone for at least 60 to 90 days. You should set up regular touch points with a new hire to see if they are meeting expectations over their first several weeks on the job.
If they are routinely late to work, causing problems, doing poor work, etc., you should part ways. Too many times employers give their employees the "benefit of the doubt" in hopes they can either be "saved", they will improve on their own, or they will quit. Being passive about such a decision causes wasted productivity, time and money while poisoning your team culture. Cutting ties with a poor performer will help you set high standards for your team and give you a peace of mind.
Don't get us wrong; some people are worth the effort to "save" by providing more training, mentoring and guidance. The point is to make a conscious effort to evaluate new hires fairly and make quick decisions to either invest in them or show them the door. Your team will thank you.
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