Normally in the world of Human Resources, we do not deal with a What If, we deal with facts. Humor me for a minute.
Your organization had a position open. You advertised the vacancy.
You received an application, resume and letter about the position.
The letter was from a prospect that wanted to be hired and held accountable for their results along with all other team members. In fact, they were insistent on not working for an unaccountable organization.
This letter was from a prospect currently working for an organization where there was absolutely NO accountability and they questioned the sustainability of the organization. Poor performance was ignored and high performers were “loaded up”. All levels of management allowed the tolerance of poor performance. Not one team member was on a written performance improvement plan or level of discipline for poor performance. Improvement was NOT occurring. In fact, you would have to go back years to find a written performance improvement plan or level of discipline for poor quality, productivity, safety or attendance. The letter stated there was absolutely NO improvement or growth at their company.
This prospect wanted to know the name of the manager they will be assigned to and the last time they placed someone on a performance improvement plan or level of discipline for poor performance. If the answer was never, they asked that you disregard their application. They want to work for an organization that is growing and improving, not one that is maintaining while they prepare to close the doors.
This prospect wanted contact information for two references in the work group where they will be assigned. They want to ask the two peers if their manager is “For Them”, “Against Them” or “For Themselves”. This would influence their decision.
They also wanted to ask the two employees in the work group this question: “Not counting an annual appraisal, when was the last time your manager had a one-on-one discussion of any of the following items; expectations, visions of the company, company culture, progress, improvement needed, ideas for improvement or praise?” You were told this would influence their decision to accept a position if offered.
Big What If # 1?
You missed this prospect because of a lack of accountability and engagement?
Big What If # 2?
You didn’t have a vacancy but this application, resume and letter came from one of your team members?
Big What If’s # 1 and 2 concern Leader/Owners. They don’t concern boss/employees.
Moral of the story: The letter would NOT come from an organization where the Leader/Owner Mindset was present. These letters come from organizations with the boss/employee mindset. If you work in an organization where the boss/employee mindset is dominant, don’t make major long term financial commitments.
Friends don’t let friends work for boss/employees.
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