Tag Archive for: pressure gauge

Chris Kolenda: A tool for Recruiting and Retaining the Right Talent

A tool for Recruiting and Retaining the Right Talent

Thank you for your replies on the topics you want me to address. The most popular thing on your mind is recruiting and retaining your top talent, so I’ll give you a powerful tool to help you do that.

The Great Resignation (or Great Escape) has receded, so fewer people are job-hopping, which means that quiet quitting and disengagement are rising. 

I recently spoke with a CEO, who we will call Fred. He is facing a staggering sixty percent turnover rate among recent hires, which suggests they are attracting wrong-fit candidates.

Fred has very high standards because his employees do grueling and dangerous work. His hiring process focuses on the nature of the work so people know what they are getting into. What they don’t know in advance are the strict standards that drive them away.

Fred’s not about to change his standards; his safety record is terrific. He needs to be more explicit about his expectations in the hiring process.

The pressure gauge is an excellent tool for spotting right-fit talent because it helps people see themselves relative to your essential standards.

State your standard in the X so that Y format, so people know what behavior you expect and the WHY – the results and outcomes – the standards promote.

For example, ACME expects employees to show up on time, in the proper uniform, with their equipment ready (the WHAT) so that they can respond immediately to calls and not waste time getting their act together or placing themselves or others at unnecessary risk (the WHY).

The pressure gauge, see the visual below, prompts you to outline what awful and acceptable looks like so prospective employees can determine whether to opt in or out, and you strengthen accountability among your workforce.

The green area represents acceptable: on time (8 am, clear head, proper uniform, ready equipment).

The yellow area denotes lackluster: showing up at 8:01 or later, missing uniform or equipment items, or unserviceable equipment, for example.

The red area symbolizes excessive pressure that damages the team: bullying, belittling, or abusive behavior, stealing or sabotaging equipment, showing up drunk or high, etc.

Chris Kolenda: Pressure Gauge Diagram

Fred now has a clear visual representation of his standards and what behaviors are unacceptable. Prospective employees can discuss where they see themselves, and Fred can ask questions to determine their willingness to buy-in. The clear visual also helps his current employees stay on track and ensures Fred provides the resources and support people need to succeed.

Create a pressure gauge for your standards. Better yet, ask your employees to co-create it so they have even more buy-in. Accountability is much easier when people voluntarily promote standards. Your retention improves because people value being around those who share common standards.

How’s this process working for you? Email me to let me know.

This tool and other visuals give you a conscious process you can teach, assess, and improve. 

Most leaders use unconscious processes that work to varying degrees. You cannot teach, evaluate, or improve an unconscious process, so people get frustrated and leave. 

What would be the impact if you had more tools like this one? The best places to find them are in my trademarked programs Becoming a WHY Leader® and Building an Inspiring Culture®. 

Becoming a WHY Leader® is a video-based program that moves you from being a “Hands-On” to an “Eyes-on, Hands-Off” leader, which is necessary if you want to lead multi-unit organizations and inspire people to contribute their best to your team’s success. 

Do you want to create a culture where people voluntarily meet your standards and expectations? Building an Inspiring Culture® is a video-based program that outlines the process for doing so. 

You can engage in these self-directed programs at your own pace and order. Do you want to improve your self-awareness or strengthen buy-in? Go directly to the module you want, watch a short video, and apply the process visual to get results immediately.

Each program retails for $997 or $1450 for both. 

For the month of April 2024, I am offering lifetime access to you for $297 each or $397 for both.

You can enroll in one or both of them using these links:

Becoming a WHY Leader®: https://sla.circle.so/checkout/becoming-a-why-leader

Building an Inspiring Culture®: https://sla.circle.so/checkout/building-an-inspiring-culture

Bundle It! Get both programs for just $397: https://sla.circle.so/checkout/why-leader-and-inspiring-culture

Do you want to license these programs for your organization? Email me, and we’ll set up a time to discuss.