Let’s face it, there is a lot of confusion, misinformation and uncertainty in the world today. And in today’s chaotic hiring landscape, all business leaders want is clarity, alignment, and confidence in their decisions.
One of my clients recently told me how impactful it’s been to work together on their hiring process. Before working with me, they were hiring two people for every role, fully expecting that one wouldn’t last six months. Now, they have clarity on what the role truly requires and who their ideal candidates are. They have now confidently started saying no to candidates who aren’t a great fit and are seeing the people they do hire stick around.
Lately, I’ve noticed a spike in my volume of this Key Accountabilities work. And it isn’t only for businesses struggling with hiring right the first time. I’m using it with a law firm as we build their career pathways. With an HVAC company creating a new manager position. A therapy practice trying to get the multiple locations functioning at the same level.
During the process, my clients are surprised by the amount of discussion. Even when they thought the expectations were “obvious,” there are many places we needed to resolve the confusion. Once we clarified expectations, teams learned how to support each other more effectively, and confusion and finger-pointing disappeared.
In one case, a small business leader who wanted to delegate more effectively questioned why we should involve other team members in defining job roles. I explained that the people working alongside one another needed to help shape the definitions so they could fully support one another and feel confident about their own responsibilities.
In another, I recommended involving their top technician in the hiring of a new service manager. The company initially resisted, not seeing the value their tech could bring to the hiring process. I explained that involving the technician would give the team a voice and increase employee buy-in. That technician ended up offering incredible insights, and the owner had an aha moment about the value of transparency and collaboration with their team.
Fortunately, this process doesn’t take as long as most leaders think. A few hours of meaningful conversation can prevent months, or even years, of costly turnover and frustration.
My proprietary method of creating Key Accountabilities, combined with EEOC-compliant assessments, is a simple solution that will set you and your team up for success in the long term. Schedule a call to learn more.
Resources
- Closing the Gap Between Leadership Expectations and Team Performance
- What’s Really Causing Your Pain?
Don’t see the resource you’re looking for? I can help. Schedule a complimentary strategy session for more resources and tangible action items.
