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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.
This organization had convinced themselves that there were no workers available in their markets. A few short months after making changes to their hiring process, they had thousands of candidates-in-w...
Pareto's principle has been around for more than a century. In sales, urban legend applies the principle in many ways - 20% of your sales people will generate 80% of your sales. Or 20% of your account...
Basing hiring decisions on Job Fit - and not the usual measures of 'Candidate Quality' - pays huge dividends in workplace productivity