If you’ve ever been through a layoff, downsize, right size, or “moving in a different direction,” situation, you can feel like crewman number six. You were obviously expendable no matter how much you felt you weren’t. But why were you expendable? Why did the company no longer feel that they needed your experience and expertise?
So if you are hiring a sales staff, the expectation is that they will produce. They will sell your widgets. So now my question is, how do you hire a sales person? What do you look for? I’ve said in my previous blogs that we all have an internal bias when we hire people. We have a tendency to hire people who think like us. We like people who think like us. We get along with people who think like us. So, we hire sales people who would sell like us and who have the same characteristics as we do.
What have we done from a hiring standpoint? We’ve purchased Applicant Tracking Systems to filter candidates based on keywords, skills, experience, and even what schools they attended. I understand the reasoning, but has the use of these systems actually improved the hiring process? I would argue that they have certainly helped eliminate candidates, but not really done much to help find the right candidate. They just reduce the number of applicants.
Managing people can be extremely rewarding. It can also be extremely challenging. I have often said that managing people is not easy and it is not for everyone. Managing people takes time and effort. So, if you are not interested and prepared to put in the time necessary to be a good, effective manager, you should not be managing people.
There are so many things in life that are outside of your control. This is as true in business as it is in life. In such cases, what you do next can have a profound impact on your employees, customers, vendors, and your entire business. These are the unexpected things. The unplanned things. The, “I wish that hadn’t happened,” things.
It’s fun and interesting to think about the decisions we’ve made in the past and if we could go back in time, which ones we would change. And what kind of effect the change would have on our and the future, and why we would change them?
Time management is one of the most difficult challenges we face. There never seems to be enough time to complete all that we need to do. Some of our time management difficulties are due to things that are outside of our control. Other time management difficulties are because of things that we do – things that are destined for failure before the day even begins.
There are moments each day where we are all faced with situations that we wish we didn’t have to face. As a business owner, you are faced with business decisions based on something or some things that didn’t go according to plan such as irate customers, mistakes by employees, errors by suppliers, or constant interruptions.
“Every exit is an entry somewhere else.” — Tom Stoppard
Doors serve two purposes. They keep things in or they keep things out. No one ever put a door in a wall because it looked nice, although I have seen some houses where doors actually lead nowhere. That’s a study for another time. So for the most part, two purposes.
But, having said that, doors are pretty amazing things if you stop to think about them. You can learn a lot about people, history, ideas, behavior, feelings, and so many other things by just looking at a door.
The definition of “engaged” is to be busy with some activity. Occupied, committed, involved. So disengaged would be just the opposite. Not busy, occupied, committed, or involved. Unfortunately, many managers who consider themselves to be very engaged in their employees’ activities are actually not so engaged after all.