Not many people know that Steve Jobs was a legendary recruiter. He always believed in quality over quantity. Managing and building a team of exceptional employees drove Apple to the pinnacle of their industry. Similarly, companies like Amazon, Microsoft, Google, and Facebook have managed to build teams that have stood the test of time. They are now the subject of case studies for millions of aspiring entrepreneurs around the world.
It is important for the team, the leader and the new recruits to share the same vision and passion for a fixed goal. A strong culture can drive a team more effectively than any other extrinsic incentives. This leads to better communication and free flow of creative ideas. Long-term goals are far more important than short-term thinking.
A leader that can face the challenges
Every team should have a resilient and objective leader. Someone who can withstand stressful situations and accept responsibility for bad decisions as well as sharing the accomplishments after a good decision. No one knows everything; a capable leader is one willing to learn. A leader who is learning is an example for everyone. Experience is gained through facing challenges and completing assignments throughout one’s career. Employees should be encouraged to raise morale even if the journey is filled with various challenges, as major challenges sometimes bring major rewards.
Employee engagement is crucial to improving organisational performance. Leaders should provide an open platform for employees to freely express themselves without fear of failure. They should understand the importance of championing organisational goals, even in the midst of indifference and criticism. Constructive criticism is most productive, as having an optimistic approach works better than chastising or disparaging your employees. Unfortunately, many organisations are likely to approach failure negatively, which puts their employer brand and reputation in jeopardy.
Growing the talent pool
Organisational leaders should focus on building talents holistically. As an employee rises through the ranks, they take on more responsibilities. Employees who have specific skill sets impact the overall performance of the organisation, however, as time goes on, the initial impact gradually decreases. It is of utmost importance that leaders continue to develop their talent pool, especially with the effects of the Fourth Industrial Revolution. How you develop your existing talent can strongly influence your employees’ decision to stay with the organisation or look elsewhere.
In today’s volatile business climate, adapting to change is crucial. In fact, it is pivotal to business success. Employees must adjust to change and ensure quick transition for better crisis management. A high level of trust underpins change initiatives, reducing fear and improving collaboration.
Sharing the load
A company is nothing without their employees. Organisational performance is a shared responsibility between leaders and their employees – it is a collective effort.
Excellent people leadership and long-term thinking are the key elements for building a successful company. A company that puts their people first, promotes a sustainable future, drives the company with passion to change, and evolves for the better is destined to nurture great employees and outshine all competitors.
This article was written by Anthony Raja Devadoss, CPI Board Member and Managing Director & Business Head at PERSOLKELLY Consulting, our partner firm in APAC.