For each of your current staff members make a decision: "Retain and Retrain" or "Replace." Make sure they have the right competence and personality and the level of engagement needed for the job and a proven set of skills before making that decision. Believe me, the job of retraining suitable, engaged staff will be much easier than replacing them. Skill shortfalls are much easier to fix than competence and personality.
by Debra Thompson human resources Can Your Team Compete in the New Marketplace? T here are some signs that the economy has begun “We must remember that it’s not the numbers that drive the to recover. The real question is: Will you be ready people, but the people and team that drive the numbers…to to take market-share when the economy really build a strong organization, you must build your core founda- does start to turn up? tion—consisting of your people and team. Without a strong If you haven’t been reevaluating every aspect of your core, you’ll have weak energy, weak performance, and weak business during the last year or so, you had better get results.” moving now. This recession was very different than any —Jon Gordon, author of “The Energy Bus” we have ever had. In the past when the economy would turn up, we could go back to business as usual and pretty “Those who build great companies understand that the much continue where we left off. This time when the ultimate throttle on growth for any great company is not mar- economy turns up, there will be no business as usual. ket, or technology, or competition, or products. It is one thing The structural change that has taken place over the last above all others: the ability to get and keep enough of the right couple of years has permanently changed the landscape of people.” business. The supply chain has changed, relationships are —Jim Collins, author of “Good to Great” different, vendors have consolidated, outsourcing versus doing more in-house is a concern, and more automation “Companies that manage people right will outperform com- is necessary. Many of you have seen your customers disap- panies that don’t by 30 to 40%.” pear or consolidate. Also recognize that your customer’s —Harvard Business Review customers have changed too. Figuring out who your next competitor will be is even scarier. It may not be the printer “A competent, stable, well led workforce is critical to gain a down the block, but may be a new online source offering competitive advantage.” lower cost and faster response. —Debra Thompson, co-author of “No More Rotten In addition to all the external changes that have taken Eggs” place, many of you have made internal changes to help weather the storm. You cut staff, or wages, or hours, or Only Good Eggs Need Apply all of the above. You worked hard to reduce operating Below is a mini-check list I recommend you use today expenses wherever possible, held back on equipment or to ensure you are ready to thrive as the market turns up: technology purchases, and just hunkered down in the Review your vision and mission statement along with hope that the recovery would soon sweep you up again. your strategies to make sure they reflect the structural The bottom line is that you may have helped your com- changes that have taken place. If you went through seri- pany survive, but you may have injured its ability to ous decline, it may be because your old vision was outdat- thrive in the future. ed. As Jim Collins p
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