It’s never easy to find great people, but it is easier today than it has been in 25 years. What is easy is using basic math to increase team talent and performance. A simple talent or performance grading scale of team members is all that is needed. An oft used scale in corporate America is one in which five is exemplary or excellent, four is above average or a strong performer, three is average or developing, two is below average or needs improvement, and one is, well, poor.
Calculate a Team Score
First, grade each team member using the scale. Sum up the grade of each team member to get the total team score. Divide the total team score by the total number of team members. The answer is obviously the average team member score.
Determine the Poorest Performers
Then, identify those team members that fall in the bottom 10 percent of all team members. If it is 10 team members, that is one employee. The bottom 10 percent will always have a score lower than the average, unless each team member was graded identically. Realize that the bottom 10% may have a score as high as three, albeit doubtful. They are still underperforming compared to the team’s performance and are average by definition. These people may need to be replaced or coached to an acceptable level of four or five.
Identify Talent
The highest U.S. unemployment rate in 25 years, nearly double what is was just eight years ago [1], makes your talent search easier. Remember to identify talent that is higher, or potentially higher, than the average team member score. If the average team member score was 3.4 across 10 team members, then hiring a minimum level of four is required. Theoretically, hiring a two or three could raise the average score higher than the original 3.4. While this may be true, this should not be the goal.
Upgrade Your Team
After the desired number of people is identified, which will differ by leader, re-grade the existing team. If the team members previously included in the bottom 10 percent have improved to a score at or above the original team member score, then it’s doubtful a replacement is necessary. If the grades are the same as the original, consider replacing the bottom 10 percent or those still grading at one or two. Using the scale from above, the goal is to achieve a minimum average team member score of four, therefore replacements must be a minimum of a four.
Continuously Seek Talent and Upgrade Your Team
Generally, less than 10 percent of team members rate exemplary, so be realistic about hiring expectations. However, continually seeking talent and upgrading team members is a requirement of any top leader or manager and simple math is all that is required.
[1] Bureau of Labor Statistics (1980 - 2008): http://data.bls.gov/PDQ/servlet/SurveyOutputServlet
 |
