Psst. Step a little closer. I’m going to whisper the secret to success in human resources. Here it is:
- Hire the most talented people around.
- Let them be superstars.
- Bask in your success.
Simple formula, huh? We’ve done it in our company. I work with a group of people who dazzle me daily. The secret is to actually do Steps 1 and 2. I could write a hundred items about each of those. I’d like to hear what you think. This morning I’m spending a few minutes on Step 3.
{ 17 comments… read them below or add one }
Being part of this team is awesome, but being an appreciated part of this team is absolutely the best. By far the greatest bunch of people I’ve ever worked with – and they all dazzle me daily too.
@Andy We’re lucky to have you, man. I spent a lot of years trying to reconstruct a really great work situation I had in my 20s..this has exceeded my experience then. That’s a real gift to an old man who didn’t think he’d see lightning in a bottle twice.
I’d only add one thing to your list Frank – although it makes if four and three is a much better number – and that would – Mission/Direction.
Every company needs it’s “moon shot” mission – then let loose the brilliance!
I’d also like to note – from a recognition standpoint – this is a fabulous forum for recognizing your stars! How many companies would even consider it? Nothing says “we like you” than publishing it on your blog!
@Paul, funny, I guess I forget about that (being in the biz and all). Yep, we really do have superstars — the most talented and motivated people I’ve ever worked around. Thanks for pointing that out…
Also, I so much agree about needing a “moon shot.” Having a bigtime mission is very compelling.
In my opinion, we no need to find the most talented people, we should find those who are willingless to do the job and capable for it. Because if there are so many stars, noone will do the hardest tasks, for they are superstars.
I agreed with Paul Hebert about the vision/mission/direction of the company and a recognition scheme for outstanding performance and employees. We need to know where we should go and to lead the team to achieve them.
and one more thing we should obey the labor law strickly.
Luan NG
Small footnote:
Rule 1 A.: If you are iFractal, go to rule 2. If you are not iFractal, hire iFractal.
@Bill We are flattered.
I love my work.
(Disclosure: I work for iFractal)
@Charlie Superstar!
You are right as usual Frank. It is amazing how simple it is. I used to say, hire superstars and then get out of their way. The job of management is then to remove any obstacles that come up for them.
@Ron Kick the obstacles away and it’s amazing what can happen.
Where are the stress points in this model for companies with hundreds, thousands or tens of thousands employees?
Not that all modest firms follow this model as well as iFractal, but what does growth do to the model? How can culture help keep this going? Are there enough superstars?
Enquiring HR minds want to know.
@Rick I think it has to be a person at a time. Hiring one marginal employee leads to hiring another. Pretty soon it’s warm body recruiting.
Culture, yes, I think that matters. I think there are talented people out there…even superstars. But they can’t be superstars if the culture is right….which just leads me to go where I went when I said I could write 100 things about parts 1 and 2…and I will. It’ll take me a while, but I’ll write it. Thanks for the prompt.
I completely agree that you need the best people. However, you don’t always have to HIRE them. There are a growing number of people in the workforce that are seeking to help companies on a consulting or freelancing basis. It is a very compelling business proposition for companies….they get access to deepknowledge and expertise (with done it before resources) for a variable cost (no recruiting, benefits or severance costs) with goal oriented people who have no political agenda…I think it is going to reinvent work….helping companies drive business results efficiently and manage fixed costs effectively.
@Linda True…freelancers can help. I’ve worked with some really great ones. I guess I was talking about creating a company culture…and for that, it takes FT hires.
This is a great post! Quick and simple and easy to follow if you get the right people in the right positions and follow step one.
shannon
{ 1 trackback }