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Myth #11: Not everyone here should be a top performer. We need some "Steady Eddies", or we'd drive ourselves nuts trying to satisfy everyone's career expectations. |
Don’t confuse performance with pressure to offer promotion opportunities. Many people who are at the absolute top of their class want nothing more than to be left alone to do what they do best, day in and day out.
All too often, we convince ourselves that it’s OK and normal to have a normal performance curve where 70% of the workforce is ‘average’… we too easily accept the notion that ‘average is OK and doesn’t hurt me’. The truth is, average is awful. ‘Average’ in most organizations represents an opportunity cost of 23% or more of payroll – money that gets paid out, but where there is absolutely zero return.
In most organizations, that 23% of payroll represents a staggering sum of money which if deployed elsewhere could materially change the fortunes of an organization.
The most valuable competitive advantage for any business is to staff with top performers who perform better and stay longer. You can rely on the Fit First Philosophy… it will power your business to better results and a stronger P&L.
The days of traditional recruitment tactics are long gone. The best campaigns are provocative. They need to be if you are going to arouse curiosity and move people to action.
You most likely spend a lot of time and effort to hire the best and the brightest you can afford. You may be looking for people who were in the top 20% of their class, or those who had success working...
Myth #6: To really get to know a candidate, you need to rely on a good set of behavioural interview questions. Past behaviour is, after all, the best predictor of future performance.