WIFM is the Key to People Retention & Growth with Steve Hamil

Today let’s start with the question, “Does our company make your life better?” 

Ideally, the answer is yes. But in my experience as a top Silicon Valley headhunter, the answer is almost always NO. 

This is one of my favorite questions to ask when I recruit people because it opens the door to providing a stronger opportunity with another company… Usually my clients.

If all companies just asked their employees how they could provide more than just a paycheck and a ping pong table, they would experience greater retention and more profitable growth. 

Guest Bio

Steve Hamil is the Director of Operations of Populist Cleaning Co. The Populist mission statement and core values, which emphasize personal and professional growth, really resonate with him. He thrives in a place where he can make a difference. Not only that but where I’ll be challenged, as well.

Steve is an outstanding communicator with a passion for coaching, mentoring, training, conflict resolution, and guidance.

Problem:  

• A high turnover of 100-200% is normal..
• Been able to get it down to 45% on a rolling rate average: 1st quarter 24 29%, 2nd quarter 47.5%
  
• High turnover is costly 
  • Operational & Quality 
  • Time, training, QOS 
  • knowledge transfer

Why is this important to the company?

• Populist life not better:
• cost$ 6 months operation Populist lost $1026.89 in support staff  coverage., Additionally, support travel time to site $4528.
• + hiring costs, 
  
• Employees life not better:
• 5 individuals were hired and did not work out 1 to 2 week; lots of train and re-training.  
• Stress on support staff/management
• Customer life not better
• Multiple people in and out of the account: extra work on badging/security
• Quality – compromised with transfer loss between candidates. 
• Support staff not always full coverage

Rick’s Nuggets

• The mail room from Elf
• We need to stop looking at miss-hires as the cost of doing business
• Opportunity cost loss - 
  • People from production  
  • Customer costs - their people

How do we solve the problem? 

• Customer success: 
  • When you find the right employees and customer fit
    
• Populist life better
  • 6 month managing $4378 above profit line
  • Little turnover, especially in key roles.
• Employees life made better
  • Found the right person, right seat 
  • Happy with job, pay
• Customer’s life made better through:
  • Good communication
  • Captured work through consistency of personnel
    
• Using a Pre-interview phone screen, key questions that we ask to ascertain core value/cultural fit:
  • What environment do you thrive in?
  • Unfortunately, this industry can be a bit thankless. However, Populist has five Core Values we really try to stand behind in all we do. I’m going to state them, and you can let me know if one or more resonates with you. Our core values are Commitment, Hard work, Individual Responsibility, Respect, and Professionalism. 
• Placing steps of commitment in the interview process. Core value match first  
• Pre-interview phone screen – 
  • Background check
  • Second interview, in person
  • Orientation, in person (frist day)
  • Culture engagement officer - phone screen
  • Interview sheet- questions to relate to core values
  •  Core value grid. And seeking to match right person, right seat. 
• First 90-day Engagement
  • Cultural Experience officer contacting the employee multiple times before 90 days (right person,right seat focus) and 
  • Operations properly onboarding/training/checking-in during first 90 days (right person, right seat focus). 
  • Touch and engagement followups, assessing first 90
  • Quarterly teams call, whole company- 1 hour long
  • Share EOS moments, training moments, HR moments, shout-outs

Rick’s Nuggets

• Only 23% of the workforce is engaged at work
• Ask the question: Are we giving you what you need?

Key Takeaways that the Audience can plug into their business today! 

1. Using a Pre-interview phone screen, key questions that we ask to ascertain core value/cultural fit:
2. Placing steps of commitment in the interview process. 
3. Second interview using questions that have gone through a Core value grid. And seeking to match right person, right seat. 
4. Engaging the employee from two perspectives: Cultural Experience and Operations 

Guest Links

• LinkedIn: Steve Hamil
• Company: Populist Cleaning Co.
• Facebook: Populist Cleaning Co.

Host Links: 

• LinkedIn:  Rick Girard
• Company: Intertru, Inc.
• Podcast: Hire Power Radio Show & Podcast
• Book: Healing Career Wounds (Amazon)

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