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Put the right people on the bus and the wrong people off.

Posted on November 15, 2014

I agree with Jim Collins author of “Good to great”. To drive a successful organisation it is important to know that you have the right people in the right seats.

In order to achieve this you first need to clearly communicate the purpose and vision of the organisation. As Simon Sinek says you need to start with “why”. At Yolk Agency our vision is to help our employees and our clients thrive and grow.

To achieve our vision, our strategic planning process is led by our vision and in turn drives our human resource plan and our customer service plan and so on. I believe having a vision that you clearly communicate to employees is the single most important factor for leadership and organisational success.

I deeply believe in my vision. I know that we are all individuals and as an employer it’s vital to treat people with respect and enjoy seeing others flourish.

So how do you decide what people to put on your bus?

Have a recruitment process that helps you to find people who believe what you believe.

What I don’t mean here is you’re not after a “yes” man you’re after someone who shares your vision, challenges the status quo and is generous in sharing their ideas.

Be open about how to keep a seat on the bus

Have fairly measured and mutually agreed performance indicators that are pegged to strategic goals. The business and the employee should be prepared for these performance indicators to change every once in a while due to the needs of the organisation and or client needs.

If someone is no longer deserving of a seat on the bus

Discuss the vision, the needs, the behaviours, code of conduct and the performance required to keep a seat on the bus. Ensure that you have been clear on the responsibilities of their role and demonstrate that you will continue to invest in them but they need to do their part.

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