As a business in the recruitment industry we are always on the look out for the "best talent". Be it for our clients or ourselves, identifying who the right people to recruit continues to be the most important skill any recruiter can posses.
However...should there be a wider emphasis on retaining top talent? In a world where reaching out to an individual is as easy as sending an InMail, it is vital our top people feel like they are achieving their goals with us and not for us.
We have many examples of people who have grown within Aspire and enjoy massive success, as well as those (like myself) who have started, became a high performer, left but then actually returned as a more rounded individual to then contribute to the success of the company they still love.
What I like about the Netflix model is that they have not reinvented the wheel, they have in fact implemented a strategy which is synonymous with sales professionals all over the globe. Top performers get rewarded (be it massive earnings, management opportunity or both!) and "low performers" move on.
There is nothing wrong with processes and procedures, having a clear and defined structure, which illustrates what exactly needs to be done to progress. Reward the best people, train, develop and invest in your staff. Values that Aspire have held for 25 years. In a world where everything is about innovating, it is the simple principles that matter most.
In the famous presentation, Netflix leaders explain the traditional logic for rules and the short-term benefits of reducing mistakes. But the deck goes on to teach that over time a process-focused culture drives out the high-performing employees that companies aim to keep. When the market shifts quickly due to new technology, competitors, or business models, rule-driven companies can’t keep up and lose customers to competitors who adapt. In such an environment, slow-moving, rule-oriented companies grind “painfully into irrelevance.” Netflix sums up its culture—and its competitive advantage—in one slide: Freedom And Responsibility Instead of creating endless rules and processes, which is how most companies deal with major growth, Netflix asserted that a business should focus specifically on two things: 1. Invest in hiring high-performance employees. 2. Build and maintain a culture that rewards high-performers, and weeds out continuous, unimproved low performers.