Because you are a small business – hire people who are achievement driven, who have your drive to get things done. Second expand how you see the company and make it a force in the local community. One or two small projects you can showcase is essential to grab the attention of the 20-30 population. Last – look for attitude, not skills. You can train skills, attitude is a long term project. Hire people that will appreciate what they learn. If you can’t keep them, and you won’t keep the good ones – they will become competitors, establish a reputation for growing great landscapers. One last thought – where are you on employee ownership? What if you had a reputation for giving great employees a piece of the action. Might the good ones stay?
The place to start is radical – look at all employees as members of the sales force. Why? Sales are the only employees in the company that can affect their checks while everybody else is trading time for money. If a well designed sales compensation systems drive more sales, what would happen if people doing the work could affect their checks?
This solution is much more than a few How-To steps. This requires systematizing the business on a platform that automates the routine and allows people to use intelligence to do the job or run the business. What are essentials?
This is Chapter 3 in our series on Workforce Development. Chapter 1 covered “What Makes People People” – understanding motivation. In Chapter 2 “New Models of Compensation or Pay4Performance” – understanding how to design smart compensation that drives performance. This article focuses on how to Select and Onboard the Best People.