3 Ways To Ensure Your Company Centers Around And Values Its People

People, irrespective of sector or industry, drive business forward. As a leader, the sooner you embrace this reality, the better off your company will be. I know that one of my primary responsibilities as a CEO is to create value for the people we employ, the partners we collaborate with and the clients we serve. In doing so, it’s imperative that I always remember how employees are the cornerstone of this paradigm. When employees are empowered and fulfilled, they’ll ensure partners and clients are always taken care of.

So, what can you do as a leader to make sure?the talent at your company feels valued? Here are three core strategies I’ve used over the years.

1. Hire people smarter than you.

I often say that I don’t lead people; I lead through them.

Rather than being the team captain, business leaders are more like the coach. Once you adopt this mindset, the payoff for your organization will materialize.

Focus on finding individuals who both complement your strengths and offset your weaknesses.?Diversity of talent is fundamental?for proper team building. Each member should bring a specific skill to the table, collectively creating a well-rounded team. This allows the company to create a team of employees who continually push one another to evolve.

2. Prioritize internal mobility over external hires.

Promoting from within helps cultivate a culture of loyalty among your people. It shows that you recognize and reward employees’ hard work. It can also serve as a blueprint of success for new hires because they’ll see firsthand how people can advance their careers within the company. Employees who get promoted will also start to understand the business on a deeper level, bolstering their subject-matter expertise while simultaneously broadening their skill set.

From a more practical perspective,?internal mobility is the best move for businesses. It allows them to bypass recruiting costs, and business leaders already know whether the individual’s values match up with the company’s vision and how well they fit with the existing team. So the hiring process—which can often become arduous and convoluted—becomes more seamless as it’s more of a transition.

3. Consider attitude, not just aptitude.

It’s important to prioritize talent without sacrificing cultural fit.

Sometimes, the most talented team member isn’t the best choice for the business. A team full of Tom Bradys could still lose every game.

This is what makes recruitment a blend of art and science. Fit is difficult to glean on paper, so being intentional in the interview is necessary. Search for individuals who want to make your organization better, then invest in them. Beyond that, a person’s demeanor and how they treat others should all go into consideration when extending an offer or promoting someone.

Companies are more than the products or services they provide. More importantly, their success is built by the people behind it. By showing your employees that they’re valued, you can set your company up for bigger and better wins.