Question:
How do I attract and identify standout employees?
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Answer:
Annual performance reviews are the first step to finding employees that stand out. At most companies, workers never see the evaluation form until they are there for a year; that blank form should instead be handed out on day one to set expectations.
The next step is managing by objective and identifying mutual goals—that’s when you can really see if someone has that fire in the belly. I can teach skills any day of the week, but I really look for passion and internal motivation. Remember, you can’t just set the goals; you have to partner with the employee to accomplish them.
Giving employees direction and following up on your promises with leadership helps build your reputation as well. Once your name gets out there, others in the industry will do anything they can to work for you. A perfect example of this is restaurateur Danny Meyer, who is known as a great person to work for and has a plan that focuses on employees. That attitude attracts strong, passionate employees.
Investing the time can be tricky. But sometimes all it takes is half an hour a week to push everything off your desk and reflect about where your department is, where it’s heading and how you can help it get there. That’s a leadership skill.