This begins when you hire. It should begin before you hire, when you share the job description and the expectations for the position. The Job Summary Scorecard by Topgrading does an effective job achieving this.
The first day you should sit down with them, explaining why you hired them. Don’t spare any details including how they answered your questions or what references said. Then go through their job summary scorecard. Make sure they understand what you expect. Ask them for questions. Get them to share where they feel they may have challenges.
Aligned Priorities
IF you fail to do this you’re probably not alone, but you don’ have to stay there. In Love is Free. Guac is Extra: How Vulnerability, Empowerment, and Curiosity Built an Unstoppable Team, Monty Moran shares, “When I first joined Chipotle, …. There were really no operational priorities that the whole company was focused on. Rather, there were a few dozen field leaders who oversaw multiple restaurants, who were largely left on their own to keep their food and labor costs near certain targets that were set for them by corporate. The problem was they were all focused on different things. There were no clear standards for how all of our restaurants were to be run. Senior leadership was not effectively leading the teams in the field. Even the financial targets, such as food and labor costs, were not good ones. The targets were set based on what poorly trained teams were accomplishing, rather than being set on what was possible with a well-trained, strong manager and team.”
Moran shares his belief about new people, “One of the most important and significant events for any team is the hiring of a new person. For this reason, everyone on the team should be involved in this process. Each team member should meet the new prospective member, have a chance to talk to them, and be able to voice an opinion about the wisdom of hiring them. There are a number of advantages to doing this:
With all of these advantages, why would you not do this? This is an example of a single act that accomplishes many different desirable results. It is what I am always looking for when creating priorities.”
I don’t believe there’s a better book today about sharing the humanity, and the People part of the business then Love is Free. Guac is Extra.
This blog’s original intent was to share how Monte determined to make the General Manager his priority at Chipotle. When I read through my notes, and realized how many businesses absolutely fail at hiring, training, retaining their new team members, I decided to share these thoughts before Monty’s GM priority decision.
Reread his ideas. We invest so much time recruiting, hiring, failing to set expectations, losing good people, when a simple change in how we train and make a team member feel a part of our team could change this quickly and dramatically.
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Monty Moran made many good decisions when he started at Chipotle. None more important than focusing on the GM as the most important position at Chipotle.