There is normally an energy when new team members join a company. No baggage and a fresh perspective. There is also the excitement of the unknown and unrealized potential. Most of us are quick to hire and slow to fire, when likely the opposite is best. We usually know fairly soon if a new team member will work. Since none of us like change many times marginal performers stay until they choose to leave. I frequently hear business owners say I wish I would have acted quicker or deeper. It takes guts to pull the trigger and make changes.
In today’s world companies that are quick to react to change are usually the ones that recover losses or create profits at a quicker pace. Some companies use personality tests to determine fit and likelihood of success. We have not used these tools but I can see the logic. Background checks are a tool we use and was a recent factor in not making a hire. It was not what turned up on the report but the judgment used to not disclose. This made us focus on other judgment issues on the resume. Morale is impacted every time we add or lose a teammate. We have lost team members that at the time seemed challenging that today with hindsight turned out for the good. I now know we are all replaceable and do not sweat the departure. Personally I will take commitment over talent in most cases. Unrealized talent is quite common while commitment normally produces a consistent result.
These concepts relate to owners also. We recently had an owner leave that did not share the long term vision of the majority of owners. This caused discomfort for his complete stay and ultimately stunted our growth. While we were profitable it was not worth the experience. While it may be harder to remove owners it also can be more damaging to have the wrong mix. Employees that get a mixed message do not know which direction to go and thus are stuck. We have not hired several team members that did not have the right attitude. It is easier to teach skills than attitude. Value systems are equally important. What do you reward and encourage? This will likely dictate what we get.
Do we do it by ourselves or get assistance and bring in a headhunter? We have done both and both can work. Networking is a great way to build a team. We have had several team members come back for a second stint which is rewarding. We have even found people thru direct mail. We have also paid employees to bring us team members if they are hired in challenging markets. We do have a policy regarding not hiring relatives and find this works for us.
Getting the right clients on board can be just as important as the right team members. It feels good to let someone know they do not fit your target client. Knowing what we are makes business easier. No different when we try a pair of shoes that is too large or tight we can immediately tell the fit is not right. The saying an ounce of prevention is worth a pound of cure holds true. Act quickly and keep shuffling until you find the right fit. Lastly your Accounting firm is no different it needs to fit and work too.
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