
Samsung “startup reform” sounds like corporate version of the mid-life crisis sports car
Modern thinking dictates that money is not the largest factor in hiring and retaining. Say that to the average non-skilled production operative and they will laugh in your face, all the more so in austerity Britain.? They might be wrong in dismissing the other factors as relevant to them, but consciously most would only focus on the hourly rate. Business coffers are not bottomless pits to dole out weekly rises, so eventually the motivation runs out in tandem with the money. Not the way to go. Yet for a business to grow, the key factors are the same in manufacturing as anywhere else. Cultural fit to the company aims is still absolutely key. When you recruit and develop staff and the staffing strategies, it is absolutely vital to remember that. It is easy to take a very dry approach in recruiting, concentrating on skill sets above all else. But building a business is like building a machine ? one cog out of line will throw the rest of the machine out of kilter. However skilled someone is, if their values are a total misfit for the company, this will jerk against the smooth turning wheel of your entire machine causing it to continually cease up. People who are not a cultural fit will take up your time, drain your energy, and affect the entire team by being out of sync. Skills can ? usually ? be taught and certainly you can up-skill your capable staff. Having achieved the right staff, and duly up-skilled them, problems often set in with promotion. Time and time again over the years, I have fallen head first into the trap of promoting the obvious person, the most skilled craftsman or the best salesman. The success rate has always been poor.? Read more from Jan Cavelle:- Playing the blame game: The Apprentice’s focus on entertainment could have consequences
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