No pressure or anything, but building a solid team can make or break your business. Whether manufacturing dog collars or selling AI to dentists, your team (if you have one) is the electricity behind the outlet. 

Skillsets are essential, but that’s not the whole picture. 89% of mis-hires result from poor cultural fit. Teams that align around a shared Purpose and trust each other will give your business wings. There’s no such thing as a perfect team, but there is such a thing as a cohesive and capable team. 

As you contemplate growing your team, there are some things to consider before hiring. 

• Company Culture

Have you discovered your business’s Purpose, Vision, and Mission? If you haven’t thoroughly flushed these vital elements of sustaining success, you’ll want to start there before introducing new people into your company. Culture reflects who you are and sets your business’s collective norms, values, and identity. Your company’s unique fingerprint for your employees and the marketplace will impact how people feel when joining your team and whether they will stay with it.

• Hire for Who the Person Is, Not What They’ve Done

Do you know what the least predictive indicators of success are? Experience and education. However, most businesses spotlight education and experience when sifting through potential hires. If you’re in the process of hiring, reconsider omitting a promising resume based on those two factors. Skills are important, but those can be sharpened. A potential employee who aligns with your company’s purpose and values will nurture success.

A study by The Chemistry Group titled “How to Hire the Right People” confirmed that experience and education are low on the list of priorities businesses should look for. Based on their research, they created a 5 Box Model for seeking high-performance employees. These attributes are based on data from businesses hiring hits and misses. Instead of education and experience, here’s what they recommend focusing on:

• Intellect
• Values
• Motivations
• Behaviors
• Experience

• Be Clear about Roles and Expectations

It seems common sense, but you’d be surprised how many businesses miss the mark on role clarity. Team members working in young companies must be adaptable and usually wear more than one hat. But even though that may be the case, you’ll still need to provide clear role descriptions and responsibilities. If not, burnout and frustration could lead to turnover. Sometimes, small business owners are so focused on growth that they overlook employee satisfaction. Poor communication and leadership are among the leading causes of employee turnover. 

• Make a Talent Salad

Variety enables a flourishing environment: different people, different skills, different perspectives. As your business and team grow, you’ll quickly recognize how each team member impacts success. You’ll need to consider how you can show up as a leader who supports each team member’s strengths and weaknesses. Even if you have a tiny team, variety can elevate your business’s performance. 

• Be the Leader You’d Want to Work For

You’re being vetted just as much as you’re vetting potential candidates. Be a leader that your employees can trust and feel comfortable communicating with. No one wants to work for someone who doesn’t value or inspire them. If you’re unsure how you’re coming across, asking them and welcoming an open dialog can do wonders. 

Your team, regardless of size, is one of the most important investments you’ll make in your business. Hiring people passionate about your purpose and mission can catapult your success, making the investment a genuinely worthy one. 

Photo Credits: Alexander Suhorucov, Pexels