Unusual entrepreneurs will always depend on other people to help them in their quest to change the world and profit from purpose. Top on the list are employees.
Regardless of how talented or passionate you are as an entrepreneur, it’s pretty obvious you can’t succeed all by yourself!
To build the company of your dreams, you need a team of exceptional people. But what makes an exceptional employee? That’s the subject matter of this unusual article.
What Makes An Exceptional Employee?
An exceptional employee is more than someone who fits the job description. Finding this person is critical since hiring the wrong person can cost thousands of dollars in compensation, time and training.
It is worth the time and effort to truly learn about a person’s character before hiring. Here are some character traits to evaluate.
First, a new hire should be qualified for the job. Does the candidate have the education and skills required for the position? Does he or she have any experience doing this type of work?
Will the candidate find ways to complete challenging tasks? Is the candidate creative? Is he or she willing to learn and grow in order to advance? Look for candidates who are excited to work for you. Qualifying candidates should have a strong work ethic and a positive attitude.
A great way to assess motivation is to propose three projects and have the candidate list the projects in the order that they would prefer to work on them. Discuss the order of the projects and how and why the candidates chose this order. This information will be enlightening.
3. Culturally Fit.
New hires need to fit in with the culture of the company. Sometimes this quality is as important as a candidate’s qualifications. Candidates who are difficult to get along with sometimes disrupt the flow of productivity by introducing discontent among coworkers. Look for candidates who can communicate friendly with coworkers, customers and management.
4 Reasons Why You Need Employees Who Fit Into The Company’s Culture
1. A good cultural fit can also be a good anti-stress option. A lot of people suffer, badly, from workplace cultures where they really don’t fit. It’s like taking a size 10 shoe and wearing a size 4. I’ve done that myself far too many times, and it’s not a lot of fun.
2. The workplace culture is a major driver of workplace relationships. A good fit means good relationships. That is absolutely crucial in high pressure jobs and where interdependence creates a real need for good working relationships.
3. Bad cultural fits can cause major problems. There’s an interesting statistic floating around the US which says that 30% of US employees will at some time or other sue their employers, and that 70% of them win their cases. Bad cultural fits? Yes, and often in multiple ways.
4. Many workplace environments, particularly business units, need people who can work together well, often for long hours. The cultural fit is a peacekeeper in a place where it’s very much needed.
One way to gauge whether a candidate will fit in is to evaluate his or her definition of success. If it fits with your company’s culture, you may have a match.
Ask these two questions for insight:
What does the word “success” mean?
How have you tried to achieve success?
Candidates inevitably reveal their inner value structure. If their values fit in your company’s vision, that is good news. Other candidates will answer the question by responding, “I do not know. I have never thought about that,” which is all the answer you need.
Hiring is expensive, so you do not want to hire someone who is just passing through. You want to hire someone who will help you build your business. So evaluate each candidate’s work experience. How frequently does the candidate change jobs? Do not let the resume speak for itself, however. Ask candidates about questionable track records. Listen and take notes. When you call his or her references, compare notes.
You want to hire an honest, ethical employee. This character trait is critically important. Follow up on references, but dig deeper and go beyond those listed on the resume. Learn the names of and speak to additional coworkers, supervisors and even former professors. Looking beyond the listed references gives you a bigger picture.
6. Open to the offer.
Body language and facial expressions may be more revealing than words when you discuss salary and benefits. If the candidate is uncomfortable with the benefit package, he or she may not be a good fit. In fact, you could waste precious time training this person only to see her walk away when a better opportunity knocks.
A new employee’s qualifications are important. However, businesses need to look beyond technicalities. Employers who look deeper into a candidate’s character are more likely to find someone who will not only do the job but do it enthusiastically.
About the Author
Carl is a businessman who is knowledgeable of all things business development. He frequently blogs about ways business owners can better manage their staff to increase their motivation levels. He also works for Motivo Performance Group in Houston.