Right person, right seat: do job roles really matter?

Right Person, Right SeatThe success of your company depends on the strength of your employees – how they work individually and as part of the team. The right people in the right roles can take your business from good to GREAT.

So how do you know that you’ve got it right?

And what can you do to make sure your workforce plays to its strengths?

Here are some key points to consider when you’re hiring, firing or reviewing your organisational structure.

Get the hiring right first time

Recruiting is costly and time-consuming, so it’s in your interests to do the groundwork and start with an accurate job description. (Get this wrong and you might find yourself repeating the whole process again in six months time). Before you get carried away with the pitch, do your metrics. Analyse your business needs and highlight any skills gaps that are holding you back. When you understand your needs, you can drill down a real world description that explains the detail of the role – that’s all the tasks that this person will be expected to perform, along with the skills and competencies they must have to be good at the job.

Set out your stall

Working culture is a key driver in attracting the best and brightest employees. Company culture expresses your expectations, values and beliefs and shows how you interact with your employees and the business communities you work with. When you clearly convey your company’s culture you stand a better chance of finding employees whose values and aspirations align with your own. This can only be a good thing for business. Not sure what your culture is? Now might be a good time to think through your vision, mission and values. These should permeate your internal and external communication, so that potential employees can instantly feel if it’s a good fit.

To see this in practice, download our team charter here .

Play to your strengths

According to a recent Gallup survey, workers who use their strengths every day are:

  • 8% more productive than their peers who are forced to do things they don’t want to do
  • 15% less likely to quit their jobs
  • Six times more engaged with their work
  • Three times as likely to report an enjoyable quality of life.

Instead of taking a one-size-fits-all approach, give your employees the freedom to pursue the things they’re most interested in — which will generally be the things they’re most talented at. For example, if a member of your marketing team feels like they were born to write, let them focus on your blogs, emails, case studies and white papers. If your engineer loves writing code but wants to learn how to sell, provide opportunities to do both. If you’re not sure what their interests are, ask them. The more enjoyable work is for your employees, the better your company culture will be and the more productive your team will be as a whole.

Golden rule, the employees are there to fulfil the needs of the business first – make sure you’ve always got the required functions covered.

Put ego to one side

While I’m on the subject of reviewing roles, it would be remiss of me not to include your own. A business owner may not necessarily be the right fit for MD, or marketing manager…or whatever hat you find yourself wearing today. What are your strengths? Are there aspects of your role that would actually be better suited to a colleague? Knowing when to let go and recruiting the perfect skills to complement your own will be a master stroke in creating a thriving business and a happy, productive workforce.

We’re here to help you get the most out of your employees and your business.

If you’d like an informal chat about any aspect of building a better business, call me today on 01923 800444.