Published on February 26, 2014
Embracing your inner “HR Lady” It’s about who you hire, not what you do. #LeanDC | @danberger
Presenter-Audience Agreement • • Stop me at any point if you have any questions. Engage me (@danberger) and other via twitter #LeanDC. • • Take as many notes/photos and share as you please. Participate during exercises.
Learning Objectives • • Use the A Method for hiring at your company. Learn best practices around career development early on. • Identify best practices for building a culture.
Quick Poll • • • • Who here is a founder? Who here is a Hiring Manager? Who likes HR? How about talent management? :)
Employee Count (6/12-2/14)
Fire Fast Hire Slow Fast Slow
The A Method A A series of structured interviews that allow you to gather the relevant facts about a person so you can rate your scorecard. ec t Sou rc e Sel Systematic sourcing beforehand ensures you have high-quality candidates waiting when you need them. Scorecard Persuading the people you have identified for your team to join. Sell Source: Who The scorecard is a document that describes exactly what you want a person to accomplish in a role.
The Scorecard Mission Outcomes Competencies
Sample Scorecard: Director of Customer at Social Tables Mission: To manage the company’s Customer Success team, ensure customer happiness, and drive customer retention.
Sample Scorecard: Director of Customer at Social Tables Outcomes: ● Achieve 100% customer retention rate m/m. ● Achieve 110% revenue renewal m/m. ● Grow the company’s NPS 10% every quarter. ● Build a diverse team of motivated Customer Success professionals. ● Decrease tickets per customer by 50% by the end of the first year. ● Achieve average support response time below 15 minutes for all inquiries.
Sample Scorecard: Director of Customer at Social Tables Competencies: ● Service-driven. Gets “a high” off of helping others and seeing them succeed. ● Customer first. Embodies the idea of saying “yes if” instead of “no because.” Drive to deliver customer happiness come hell or high water. ● Strategic. Recognizes retention is the most important piece of a SaaS business and approaches Account Management strategically. ● Organized. Gets pleasure from having clean data, comprehensive models, and proactively reduces clutter. Keeps track of multiple projects and initiatives. ● Innovative. Reengineers processes for maximum efficiency and believes in automation as competitive advantage to both work smarter and stay lean. ● Positive energy. Brings a positive, can-do attitude to even the most stressful situations. Half is glass full kind of person. Calm even under very intense pressure. ● Effective manager. Understands teams are effective because their sum is greater than their parts. Enjoys motivating, coaching, and developing others.
Interactive Exercise 1. Turn to a neighbor 2. Transform your “job tasks” into “outcomes” 3. Switch partners Tip(s): •Focus on what success looks like if you do a good job.
Career Development Challenges are Compounded in Early Stage Co’s • • • • • • Not many options to move around in. You want generalists to stay agile. “Grow as fast the company does.” “Provide just enough structure” so they fail & learn. Constant learning opportunities AKA “Learning Mix” Have honest conversations
Stay In Touch twitter: @danberger coffee: firstname.lastname@example.org
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