Wednesday 30 April 2014

Attitude vs. Skill: What the Movie 300 Teaches About Staffing the Digital Explosion

The advent of new digital marketing has left companies scrambling to update their social media page, improve brand engagement and purchase new content management technology. It has also left marketing managers with a unique dilemma – who in your company is going to execute all these new cutting edge strategies?

There Are No “Experienced” Digital Marketers 
The problem with adapting new technology and tools is that precisely because of this newness, there are very few accomplished practitioners out there. It’s not like there are storied programs where you can pull the newest inbound marketing graduates to flesh out your bench strength.
In fact, digital media is facing quite a talent gap. According to SearchEngineLand, Fortune 500 companies looking for new applicants face a distinct between the skills these companies are looking for, and the skills common to their applicant pool.

Despite this lack of skilled staff, marketers still need to fill their digital roster. That leaves hiring managers and HR managers alike in a bit of a conundrum.
Without any good old-fashioned, skilled-based evaluation to test against, you are are left guessing if someone will be a fit for your job or not.
And, trying and hire against a skill set that is hard to quantify to see if your applicant’s attitude can tell you about their likelihood something that can’t quite be quantified, has HR managers across the globe reconsidering their approach towards hiring altogether.

How to Find the Right Stuff? Ask Russell Crowe
If we all had a crystal ball, we might be able to find that magic ingredient that will make sure that the candidate you pick is not just going to give his/her best right now, but continue to contribute to your company’s culture and growth, say five years down the line as well?
However, before we get into the nitty-gritty of this hot debate, and put every little angle of it under the scanner, let’s think about the movie 300! Yes, that’ll be the one with the Spartans and the army of 300 that gets the Persians breaking out into a cold sweat.
King Leonidas and others in his kingdom have to fight for survival from their very birth. They are trained to be the best and the fiercest. But, when King Leonidas decides to take only a trusted few into the battlefield, do you really think it’s their years of training that helps them stand their ground in the face of adversity or could there be something else?
Now, training could have only conditioned them to be pitched against three hundred or perhaps even an army thrice their size. But, no training in the (Sparta) world could have prepared them for the onslaught brought on by a million Persian soldiers. Whether historians debate these numbers to be incorrect, the point to be noted here is that the single most important ingredient that led these gallant soldiers to hold their head high against hopeless odds was ATTITUDE!

300’s Lessons on Attitude
Here’s why the Spartan’s core characteristics also resonate in the business world:
1.      Skills might get you to the job desk (read battlefield), but only a strong attitude will help you survive through the tough times (read onslaught by a million).

2.      Skills can get old (and make a God throw a fit) – especially in the ever-changing world of digital marketing. On the other hand, an attitude to learn and adapt never goes out of style (just like the Spartan war cry).

3.      Last, but not the least, even God-like skills can fall in the face of a ‘never say die’ attitude.
Perhaps this quote from Lou Holtz could put things into perspective for those who missed the movie (or even the point):
“Ability is what you're capable of doing. Motivation determines what you do. Attitude determines how well you do it.” 

Hire the Right DNA
With very few accredited programs for digital marketing, but lots of social media gurus and growth hackers, it’s difficult to separate who will be good in your marketing roles and who will just surf the net.
Mark Murphy, the renowned author of “Hiring for Attitude” had this to say on the subject when interviewed by the Forbes magazine:
“When our research tracked 20,000 new hires, 46% of them failed within 18 months. But, even more surprising than the failure rate, was that when new hires failed, 89% of the time it was for attitudinal reasons and only 11% of the time for a lack of skill.”
According to Mr. Murphy, the “top attitudinal deficits” that doomed the fate of these new hires were:
·         Lack of coachability
·         Low levels of emotional intelligence
·         Lack of motivation
·         Misfit of a temperament
He further went on to add that the research by no means wished to degrade the importance of technical and soft skills, but just needed to bring to light that they’re much easier to assess, which is why attitude ‘the erratic factor’ emerged as the top predictor of the success or failure of the new hires.
Murphy also commented that “virtually every job (from neurosurgeon to engineer to cashier) has tests that can assess technical proficiency. But, what those tests don’t assess is attitude; whether a candidate is motivated to learn new skills, think innovatively, cope with failure, assimilate feedback and coaching, collaborate with teammates, and so forth.”
That makes sense. What we know will change with time and experience; who we are is something that’s most likely to stay with us for a lifetime.

There’s No Such Thing As “Just a Job”
The key to finding exceptional personnel is to make sure that no one is to never consider any position - no matter how important or trivial - as “just a job.” If you adopt that kind of thinking in our interconnected digital world, you’ve put the very future of your organization in jeopardy.
Customers have become more educated, more aware and much more demanding than ever. As a result, what they expect from your company and/or product is something unprecedented as well. So, if you’re going to fill your ranks with people who are technically gifted, but lack the right attitude, you’re going to have run-of-the-mill results on your hands. To offer your customers the unthinkable, you need people with an attitude that would bring a positive change to the workplace, if not the world.
And, it not only stops with what you have to offer to your customers, but trickles down to the very identity of your company. Perhaps the adage of “you’re only as good as the company you keep” fits best here. When you employ people whose personal values are in sync with your company’s culture, you’re bringing their DNA to match yours for an X-men mutant-like effect (basically meaning, giving your organization superpowers like never before).
On the contrary, imagine hiring someone with a disruptive attitude. You’re not only creating a toxic environment for the rest of your staff, but also paving the way for it to be passed down and poison your customers. Something no company would ever wish to happen even in their wildest of dreams.
Just think about U.S. Airways recent Twitter/PR catastrophe – you simply can’t afford to have a bad apple representing your brand. 

Six Qualities of an A+ Attitude
So what makes a great attitude? Fortunately, a recent Telegraph UK survey revealed just that – listing the top six, essential attitude qualities respondents feel comprise a top workplace attitude:
ü  Commitment
ü  Honesty
ü  Trustworthiness
ü  Adaptability
ü  Accountability
ü  Loyalty

Interview Questions to Spot the Battle-Born and Battle-Tried?
The most logical thing to ask next is: How do I identify the right people with the right attitude for my organization?
To get there, first, you must commit to eliminating questions like, “tell me more about yourself” or “what are your strengths and weaknesses?” Instead, you need to overhaul your interviews so that they tap into the very core of the individual in front of you - and find if they are a Spartan for your company.
Since no two companies can share the same culture (think Google and Apple) there is no single set of questions that would make sense for every setup.
Look within to identify what makes your organization’s attitude unique, and then develop an answer key accordingly to map results that would create a cultural fit.
Here’s a glimpse of questions that would allow you to look beyond what resumes have to say:
ü  Have you ever used humor to diffuse a tense situation? Tell me more about it.
ü  Have you ever broken the rules to help out a distressed customer? How did you go about it?
ü  Have you ever tried to reach out to or help a co-worker knowing you wouldn’t receive any credit for it? Could you elaborate on that?
ü  Have you ever had a serious goof-up with a customer or co-worker? How did you handle that?
ü  Have you ever take on any additional responsibility knowing there was no guarantee for success? How did that work out for you?
Keeping such questions and more focused towards what a candidate has done in the past will help you figure out what they’re capable of doing in the future rather easily.
Also, revisit these questions over time. As you evolve and grow, your company’s attitude may also change. The key is to find the right match in candidates is to ensure that your interview questions are always an organic reflection of your most successful people.

Go Forth, And Conquer!
Your people are the most important resource in any company, and online they can be the first impression anyone ha with your company. Using this internal compass and teasing out what kind of attitude your company can’t live without is key to finding successful matches for your culture.
Finding the right attitude is also the key to reducing turnover, creating a positive work culture and making your life easier as a hiring manager.
Very simply, companies keep the people who try, whether they have the perfect skill set or not. The Telegraph UK study mentioned above also found that two-thirds of employers said that if they had to reduce their workforce, they would fire someone with a perfect skill set over someone with deficient skills, but sporting the right attitude.
In the words of Winston Churchill, ”Attitude is a little thing that makes a big difference.”

Thursday 23 January 2014

Recognition beyond Bonuses – Let the Happy Hour begin!

When we were young, most of us were taught to be polite and say “Thank You”, even if it was for the tiniest of favours, like someone holding our hand to cross the road or tying our laces for the umpteenth time. Who knew that a simple lesson taught in kindergarten could translate into something that would form the foundation for a winning corporate culture - Recognition. Turns out going that extra mile to say ‘thank you’ doesn’t just help with winning hearts in the real world, but also with handing over the key to happy employees with a high morale and enhanced productivity in the business world.

19th century American Philosopher William James puts it best into words, “The deepest principle of human nature is the craving to be appreciated.”

When applied to the corporate world, “appreciation” definitely needs to go beyond regular pay checks and bonuses. While monetary appreciation works wonders for some, others may not be so materialistically motivated. Furthermore, the monthly pay check and benefits themselves begin to lose their charm over time, and that’s where a rock solid employee recognition program needs to come to the rescue.

Simply put, if you dole out routine compensation, expect routine work. Sweeten the pot a bit, and you’ll be amazed at how your workforce fuels a powerhouse of achievements.

For the Cynics
While most get the point about how an effective employee recognition program can help bring out the best in their workforce, some would still need a little more motivation to take a long, hard look at their organization’s culture and reconsider. Let’s talk a little about the facts:

• According to the U.S. Bureau of Labor Statistics, 64% of employees end up leaving their employers because they don't feel     recognized or valued.
• Recent studies indicate that having an effective employee recognition scheme in place increases the chances of your chosen     candidates to accept your offer by 54%.
• Recent studies also show that organizations with a formal program have 46% of their employees fall into the bracket of highly     motivated, as against a mere 33% at companies who chose to look the other way.

                                                  Source: http://cwobserver.x.iabc.com/2012/05/

So, if you like living on the edge, and think that employee engagement through recognition is a waste of time and money, think about the resources you’ll be wasting on retaining or replacing a workforce that is majorly dissatisfied. Not to mention the talent you’ll be losing, which can perhaps never be replaced.

     Recognition > Thank You Notes

“I have yet to find the man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval, than under a spirit of criticism.” ~ Charles Schwab, Legendary Steel Industry Pioneer

A lot of managers believe that recognition equals a pretty thank you note, while some are just a step ahead believing that free food or t-shirts are the way to go. But the fact remains that both are eons behind on realizing the essence of a “real” recognition program.

As mentioned earlier, conventional tools will only get you conventional results. Your recognition program needs to set the tone for what’s expected of your employees, and your rewards system will let them know whether you expect a ‘blah’, ‘eh’ or a ‘wow’ out of their performance.

However, before we spill the beans on what could help you create a recognition program that will not only have your employees jumping for joy, but also set the bells ringing on your cash registers, here’s what Stan Slap, noted corporate culture guru, has to say about the nine quintessential personality types that walk the corridors of every corporate.

• The Bambi – These are your latest recruits. Fresh out the oven, they are armed to please, learn and conquer et al with a smile.

• The Believer - These are your walking talking brand ambassadors and the first ones to give a great shout out each time you say   ‘hip, hip...’.

• The Alpha – These are the ones with a ‘my way or the highway’ attitude. They’re not only here to play the corporate game, but   win it too. The ones made out of leadership material.

• The Survivor – These are the ones who know the system inside out. Generally, found at senior levels, they are great with   networking.

• The Soldier – These are your team players. Not your jack of all trades, they excel only when placed in the right role.

• The Pragmatist – These are your question marks, the South Pole to the North of the believers. Perceived tough to manage, they   are highly analytical and at times, sceptical.

• The Natural – These are your raw talent with the right dose of ambition. Respected for their natural abilities, they are born to   network.

• The Heretic – These are your wildcards. Visionary idealists, they’ll need help aligning their rebellion with your rules.

• The Toiler – These are the nuts and bolts to your corporate machinery. Making up a majority of your workforce, they may not play   the corporate game, but are surely needed to win it.

                                               
                                               Source: forbes.com
          Identifying which one of your employees fit into which of the above personas will surely help you decipher the code on what kind of a recognition scheme would work best for them. Personalization being key; it’s a great way for middle management to give individuals their due, in a way that works best for them too!

The Strategy - Making Business Personal

As promised, here’s your sneak peek into the tricks of the trade when it comes to crafting a rock solid recognition program that will elevate the status of your corporate culture from an on-paper formality to a rage.

Remember to keep it PERSONAL. Talk to the people who’re going to be impacted most. Getting it straight from the horse’s mouth is   the best way to lay a firm foundation for a program that works. 

Do your homework. Remember the abovementioned corporate personas section? That’s your key to deciding a great rewards structure.   Kudos to you if you zero in on some personality types of your own.

• Slow and steady wins the race. Be mindful of the fact that any kind of organizational change takes anywhere between 18 and 24   months to take effect. Overnight revolutions are best left to the world of politics.

Let it trickle down. Make sure your senior leadership is enthusiastic about your fresh approach to employee recognition or even   newborn program. It won’t trickle down unless the decision makers commit to it.

• Size doesn’t matter. When it comes to recognizing the efforts of your employees, it is best to put the measuring scale down. No   matter how small the contribution, if it made a big impact, let them know how much it’s appreciated.

• Everyone’s invited. You can only empower your employees if everyone partakes in the change, right from front-line managers down   to the smallest link in the chain.

• Getting into the habit. One of the most effective ways to make your employee recognition program an integral part of your   corporate culture is by bringing it into practice on a daily basis. A monthly newsletter does not cut it anymore. Always   remember to keep the “out of sight, out of mind” bug at bay.

Go mobile. Get your people to talk about the program, and talk about it at every opportunity they get. Talking about the   program, recognition and its rewards on social platforms is perhaps one of the easiest ways to connect to your employees and   make it viral. Some companies are even known to have gone ahead and create a specialized app to keep their employees up-to-date.

• Shower them with unbiased love. If your employees believe that you and your program are rigged or indulge in favouritism, it   will be the death of it. Let them know that the recognition program only uses fair and just means to evaluate who is worthy of   the rewards by keeping the rules as simple and clear as possible.

Let the happy hour begin! Last, but not the least, though the entire process of designing and successfully implementing an   effective employee recognition program sounds like some serious stuff, the best way to go about it is to have fun along the way   and certainly make sure your subjects feel delighted each time they hear about it. Keep things light and rewarding. Consider   spending time by the water cooler to know if you’re really on the right track.



    

        Finally, always remember:

“        Brains, like hearts, go where they are appreciated ~ Robert McNamara, former U.S. Secretary      of Defense and President of the World Bank