Numbers—drilling down into a complex spreadsheet of financial data—can be unsettling. Even to those who are accustomed to reviewing their own financials and metrics on a regular basis, it’s entirely possible to feel degrees of panic when faced with looking at the numbers. Why? Because there’s no hiding from the truth with numbers. In your weekly status meeting, your executive team may sugar-coat the truth about a project that’s going off the rails. Your direct reports might be marking up your “360 review process” with above-average scores because they fear the consequences of sharing some harsh truths. But when you look at your cash flow last month, there’s only cold reality: where you started, what changed and where you ended.
So you’ve found yourself doing a better job of hiring and retaining the right employees. The last key point in my blog post, “Hiring and Keeping Rockstar Employees,” referenced documenting the system. You’ve spent a lot of time understanding and strategizing, and it would be a shame if you didn’t take it a step further and cement the entire process.
Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion—it’s appropriately the exact opposite feeling of firing people (for most of you). Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.