What is the problem; the tool or the person who pick the tool? It is easy to tell that we have used the wrong tool for the wrong job, just like the picture. What about the people in your organisation? It takes so much of study, consideration, assessment and gamble for hiring a person. Photo by Pixabay

Posted by Don (oct 15,2019)

How Organisations Can Effectively Scale Performance and Drive Results with the Right People.

Part I – The Importance of the Right Employee
Do you know why businesses invest so much time and resources in finding, hiring, and keeping the right employees?

It’s because the right employees are like missing puzzle pieces; they fit in the right holes and create a cohesive, complete product. Employers lose so much when they hire amiss and the lean methods and model of today’s businesses require businesses to use fewer employees to achieve their organisational goal and objectives. Instagram was a 13-employee business with a billion-dollar value when Facebook bought it. Imagine if a company with that kind of economic value had one disruptive employee on its payroll who could not align with its culture of collaborative work/team behaviour and this affected workflow within the organisation, what effect would this unwanted work trait have on the brand’s economic and social potential? It’s easy to think of a bad hire as a single identifiable entity. If you had an extra $15,000 or RM 62,8500 to spare (which Career Builder estimates are the cost of one bad hire), a bad hire wouldn’t matter too much. However, even multinationals with deep pockets would rather fork out this cash to find the right fit for every job. 

Truth is - it does not matter how exceptional an individual is at what he/she does, if such person lacks the behaviour required for the job/within the organisation, cannot embrace the expected organisational culture or work with others to achieve the organisation’s objectives, the skills will not come to matter much. Imagine an athlete coming down with a toothache or headache on game day… at that moment, it won’t matter whether he has the right height, build or statistics to take the top medal, it won’t matter that other body parts are in excellent shape, that only discomfort will hamper performance and significantly affect his chances of making the top cut. If the star of a football team decides to do his own thing and refuses to work with his teammates, it won’t matter at that moment how fantastic his performance or style of play is or how many hattricks he has on record, he won’t be able to do the work of winning all by himself. This is because he is part of a team, and the strength of their cohesion is what fuels his star power. The moment he isolates himself and his support structure is lost, he becomes an underperformer and his skills almost become useless against a unified opposing team.

This is the cost of a wrong fit in the right position. Terrible behaviour can easily make intelligence useless; this is why employers will choose fit over skills and, this is why the lone wolf with the most robust profile will get passed over by employers for the person who has fewer skills/ less experience but excellent behavioural fit. Skills can be acquired via training, but can attitude be easily changed or, can cultural fit be seamlessly created?