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3 Signs You Don’t Have The Right People In The Right Seats

By Kyle Danner - September 12, 2019

“People issues” are the most common complaint I hear among business owners. Either the owner struggles to find the right people for a role, or once they hire someone, they are left wondering if the person hired is the right person for that job. 


Are they the right person in the right seat? Do they fit the culture of the company? Can they do the job effectively?

If you’re struggling with people issues as well, you’re certainly not alone. But, while these feelings are normal, they shouldn’t be ignored. If you keep the wrong person in the wrong seat, you will experience more problems further down the road. The employee could clash with other team members. They might affect the culture of your business. They might not do the best job, which could cost you money and headaches later on.

So how can you ensure you’re hiring the ideal person for the job? Here three signs you might not have the right person in the right seat: They don’t have the “Get”, the “Want”, or the “Capacity” to do it well.


1. Recurring Erros 

Everyone makes mistakes. It comes with being a human being. This is especially the case when a recruit first starts the onboarding process. They’re new to the job. They will face a learning curve as they get used to the position.

 

But, when mistakes become the norm, that’s a giant red flag. If no matter how much training and coaching you provide, the team member continues to make the same errors, it’s clear they don’t “Get” the job. 


2. A Bad Attitude 

You’ve probably met one of these employees before. They complain about every task they’re given. They throw their work together without caring about the quality they put in. New ideas are met with arguments and dragging feet, and they have a strong aversion to change of any kind. Maybe they’ve been a part of the team since the beginning, or maybe they put on a good interview face and got the job. Either way, you know they’re going to take all of the fun out of work.

Everyone has a bad day, but when someone has more bad days than good, it affects morale. Team members actively avoid them or complain about them behind their back. The team culture takes a hit, and people who are enthusiastic about their job feel like they can’t express themselves.

And that’s not the only concern. If an employee with a bad attitude interacts with customers or vendors, they set the expectation that everyone in the company is like them. It leaves those on the outside wondering what kind of culture your company has. If the bad attitude persists, then it’s clear they don’t “Want” the job, and that kind of negativity is contagious. 


3. They’re Always Behind

No matter how much time you give them, the employee just can’t seem to finish the work on time. They miss deadlines or they’re late to meetings. They always have plenty of excuses for missed work, but what they don’t seem to have is time management.

This trend seems minor at first, but consider the time lost when five people have to wait for someone who’s always five minutes late. If it’s a weekly meeting, that’s 20 hours, half a week, over an entire year. Or think of the impact if someone is always a day behind. If they’re the first step in the process, it pushes everyone else to play catch up. It’s clear they don’t have the “Capacity” to do the job.


Are You Hiring the Wrong People?

The ability to get (or understand) the job, the desire to want the job, and the capacity to do the job are 3 key indicators that an employee is the right person for a job. When they don’t “GWC” the job, they’re the wrong person and a change must be made. 

Unfortunately, when it comes to your team, it’s easy to find yourself too close to be objective. You feel a responsibility for your employees. They feel like family. Or, often, they actually are your family. 

When this is the case, a tool like the Entrepreneurial Operating System® (EOS) can help you take a step back and evaluate your business objectively. EOS provides you with tools and resources you can use to:

  • Clarify your business’s core values 
  • Find out if your employees are aligned with the mission of your company
  • Define your seats so you know exactly what is required of the role
  • Identify who in your company has a “GWC” in their existing role

It can be a difficult process, but with the support of an EOS® Implementor, the transition will be less stressful on you and your team. If you would like to learn more, I invite you to schedule a free 90-minute meeting. I’ll explain how EOS works so you can determine if it’s a good fit for your business.

SCHEDULE A 90-MINUTE MEETING

READ NEXT: 5 Ways to Address the Divided Loyalties Between Family & Legacy Employees

 

 

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