How To Find Your Best Employees
How To Find Your Best Employees
Whether I’m talking one on one with other business professionals, or speaking at conferences, this is one of the questions I get asked the most— Where do you find them? My own success can’t be only attributed to me, but due to some of my best employees. Truly, they’re amazing. Today I’d like to share some insight for everyone that’s asked how to attract the team members who are willing to go above and beyond, or perform at the highest levels of their ability and the field.
Stay Flexible.
Harvard Business Review recently published an article that best describes the philosophy behind finding the right employees that’ll help you grow. “Most Companies Design Jobs, and then slot people into them. Our best managers sometimes do the opposite. When they find talented people they’re open to creating jobs around them.”
This has been a huge key to finding awesome people. I’ve been available, flexible, and willing to bring on talented individuals that cross my path even when I might not have an “opening” for them in that exact moment.
Flexibility is one of the most important attributes when your goal is to grow. Of course we know flexibility can mean all kinds of things, but we can often miss the fact that flexibility also applies to bringing on new talent.
Having a need, and then going out to find someone to fit that specialty role is reactive. What I encourage you to do is instead become proactive. Be willing to create positions for people as you discover awesome people that have a spark you feel would be a game-changer for your business.
Encourage Conversation.
You would be surprised how organic and constant this is in practice. Focus on conversations, and just hanging out with people as you go out for coffee or engage within your professional circles. Being open to getting to know people is how you’ll expose yourself to these opportunities.
One of the most grateful moments I experience is when someone reaches out to me. They put forward the effort to say “Hey, I like what you’re doing and would love to work with you”. After all of the energy I pour into my business, my employees, and my community... I still find it amazing that someone outside of that perspective would still take the time to reach out and be interested to contribute.
That’s how I respond to those people— with gratitude. And I try to get back to them as soon as possible. I thank them for encouraging this behavior, and I keep chatting to them to keep the conversation going. Now, I don’t always hire the people that reach out to me like this but it’s a phenomenal way to gauge someone’s energy, passion, and drive. That way, when the right person does come along I’m able to recognize it and act on it.
In fact I almost never am in the position where I’m actively “hiring” or have a role open to be filled; but I remain open to meet with people, chat with them, and encourage conversation. So, like Harvard Business Review says when I cultivate these relationships with people I deem as profoundly hard workers I can be flexible enough to figure out a way to add them to our team.
This pays off when it’s time for my business to grow, I don’t have to scramble and search for the manpower to support it. I already have it, and I’m not forced to be in a reactive position during a period of positive upwards movement.
Don’t Miss Out on Growth.
One of my best employees is Brian Baker. When I met Brian, I had zero need for more people. In fact, it was safe to say I was overstaffed. While chatting with him, I always walked away being unbelievably impressed; by his empathy and genuine care for others which really shined through. These attributes are crucial to success, and you’ve got to have people on your team that exhibit them.
After meeting with Brian I went back to my office and took a minute to analyze my current life and business status. I thought what do I have going on that I’m doing, that I don’t want or need to do. I knew I had to give something to Brian to get him on my team. I knew what I came up with wasn’t necessarily going to be the job Brian eventually would be doing... but for the time being it would save me time and would bring Brian into the fold.
Starting slowly, I was able to bring Brian on and now he’s probably one of the most important people for our business, for our culture, and our growth. In fact we recently won an Inc 5000 Fastest Growing Company in America award, and a lot of that has to due directly with Brian Baker— a truly amazing person, hard worker, and someone I would have missed out on if I hadn’t remained flexible and proactive with hiring.
This Week’s Take Away
Start being proactive. Create a list of three character traits that you need in people on your team. When you come across people that have these traits, promise yourself to be flexible enough to bring those people on board to your team.
