Solid personnel decisions are one of the most important management functions. They impact individual positions and the way the entire organization views the CEO. Here's a summary of the last four weeks on this very important topic:
o Grade each individual according to capability alone. Then grade each according to attitude. When these two characteristics are completely separated, its much easier to make a discrete and binary detemination; e.g. he/she can do the job or not; and he/she has her heart in the right place (see previous weeks articles for more in-depth characteristics). With that information place them in the Personnel Matrix.
o Do whatever it takes to keep “Don’t Lose ‘Em” Performers (UL quadrant) fully motivated and fully compensated. Don’t ever lose one!
o Never trust a Mercenary (UR quadrant). Reap the benefits while they’re there and pull the plug before they do any real damage.
o Shift Still Valuable (LL quadrant) employees back to their ability level to create “Don’t Lose ‘Em” Performers throughout the company.
o Fire Poisons f(UR quadrant) faster than you can sign the pink slip, even if you temporarily have to do that job yourself.
o Make these decisions rapidly.
o The Personnel Matrix won’t solve every personnel evaluation problem. But it will help solve most, and on all will impart a clarity you’ve not previously experienced.
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