When my company was young, we worked with two contractors who played key roles in client services. As we grew and defined our core values — singling out accountability as our top priority — it became clear that these contractors did not meet our newly defined standards. They were often difficult to catch on the phone, noncommittal about deadlines, and understandably had more of an individual, not team-based, approach to their work.
As Your Company Evolves, What Happens to Employees Who Don’t?
Organizational fit is a moving target.
September 13, 2017
Summary.
Much of the conversation around company fit assumes that it’s a concrete concept: Round pegs go in round holes and, once they’ve found the right spot, stay there. Unfortunately, it’s not that simple. What if a round peg develops sharp corners, or a round hole expands over time? People and the needs they fulfill evolve constantly, especially in small companies that grow very quickly. A good fit isn’t just about putting the right person in the right seat, but about putting them there at the right time. One of the things that separates good leaders from great ones is the ability to recognize when those three factors are out of alignment and to act upon that information, particularly in the case of a loyal, long-term employee. Three approaches can help. First, use personality tests as a tool to assess where your employees are right now. Second, make good use of employee exits and other transitions. And third, when you’re hiring, prioritize candidates who can grow into their roles — and grow with your firm — rather than people who might fit in right away but lack room to develop.