Forbes Blogger Called it the Number #1 Mistake that CEOs Make

 

In an article on the Forbes blog, one of their contributing authors wrote that the number #1 CEO mistake is not having a “people plan” for hiring and retaining good people.

Do you give this concept of “people are our most important asset”  lip service, yet your actions indicate you really don’t care?

Years ago, I had the honor of hearing Pat Murray, a Vistage/TEC Speaker ICON. I’ll never forget a comment Pat made in his talk on culture:

 

Your employees will ignore everything you say, write, communicate regarding your culture. They’ll form their perception of the company culture based on your actions.

Are you sending the wrong message to your people about what you want your company culture to be?

Do you tell everyone that people are the most important assets, yet you’ve eliminated all training and development? Do you let your managers hire the cream the crap when they become weary of hiring, instead of forcing them to hold out for the best talent? Are all your human capital systems aligned around performance – including compensation, on-boarding, succession planning, feedback and coaching, and recognition? Has every manager and executive been through the same training for hiring and retention?

Most organizations “muddle” through the process of hiring and retention. There are no real systems and processes in the vast majority of small businesses or entrepreneurial organizations. The process of hiring and retention is left up to individual managers and executives to do “as they see fit” based on their experiences in other companies.

Some do it well and others stink at the process of hiring, retention, and performance management.

The minute you as the CEO/President start to set the standard for hiring and retention with rigorous systems and processes, instantly the quality of people in your organization begins to improve along with every other performance metric. This is not something that can be delegated to an HR manager or another executive. Setting the tone and expectations for hiring and retention must come from the top.

If your actions around hiring and retention convey to the organization that you’re simply giving lip service to the concept of having a “people plan”, then you’ve just set the glass ceiling on the potential success of your organization.

Here’s the key question: Do you have a written, rigorous, time-based, outcome-driven PEOPLE PLAN? If not, are the people in your organization important enough to put one together? Should you start today?

Barry Deutsch

To read the full article, click the link below:

The Number 1 CEO Mistake That Will Kill Your Company