Human Resources Archives - Cavalry Management Consultants

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Essential Practices for Boosting Your Companies Talent

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Building on our last management article titled Identifying and Avoiding the Top Hazards of Why Employees Underperform, we are now going to look at what are the primary practices for boosting your companies’ talent, in order to give you more freedom to do what you want to do and leave your competition in the rear view mirror. Now more than ever you have the opportunity to optimize your organizational talent. While cost cutting may be inevitable; it is important not to fall into some of the common traps that will put you at a disadvantage when there is a change in the economy. The bottom line is that you need to know your human capital inventory well enough to make the best decision, and have the courage to take calculated risks to upgrade when the opportunity presents itself. Our team has identified four essential practices for boosting your companies’ talent. These…

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Identifying and Avoiding the Top Hazards of Why Employees Underperform

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In our last article we discussed some of the aspects of Management Derailers, now we are going to address how Strategic Workforce Planning may also require you to hire from outside your organization and to look at what happens when that new employee who seemed like a sure bet does not perform as you expected or need them too. We’ve all been there. After an extensive and thorough search for a line manager, one candidate stands out. This candidate has the right experience, solid qualifications, a relevant work history, and they gave an impressive performance during the interview process. They said the right things, put forward some great ideas, and generally presented themselves very well. You hired them. Three months later, you begin to question your decision. Your new hire’s team appears disgruntled, morale is low, and output and productivity are well behind the figures from the previous quarter. After investigating…

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What Poor Sales Selection Decisions Really Cost You

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What gets measured gets improved. Many small to mid-sized companies inadvertently live in “La-La Land” when it comes to hiring salespeople.  They hire from the gut until they are forced by competition or frustration to hire quality sales talent on a consistent basis. This leads to bad hires. The result is reduced revenue growth and mediocrity.  Average is for people who want to be mediocre. What gets measured gets improved. It is difficult to make a real change until a catalyst rocks your world.  Make what I am about to share with you that catalyst for change. The definition of a “mediocre”. I want to be clear.  None of God’s creations are mediocre.  Every human being has potential.  Most just do not belong in sales. Unfortunately, CEOs, Sales VPs, and HR “professionals” put human beings into sales roles that they are unsuited for. The management who hire human beings who are…

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What Dating Has To Do With Interviewing

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It’s undeniable that the caliber and fit of the people in your organization—their integrity, intelligence, experience, and commitment—is critical to your success. Give great people who fit the opportunity to do meaningful work, and there’s no telling what they can achieve. So, if the people in your organization are the most critical factor in your success, do you spend enough time identifying, recruiting, and (don’t overlook this one) retaining top-caliber people? I’d argue that most organizations don’t, and most research supports my assertion. In fact, more times than not management convinces themselves that they have the right talent so they don’t have to face the reality. A position opens up, and the hiring manager, now short-staffed, looks to fill it as quickly as possible. The problem with that approach is that a bad hire is far more costly to the organization than working shorthanded. A bad hire requires additional management time…

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The process to hiring employees begins with the boss.

Silver Bullet Process to Hiring Revealed – Part 1

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Have you given much thought to your process to hiring employees? Right now business owners are spending on average 60% of their time working in their business, instead of on it. The difference is huge. Working on your business has you growing it, has you doing the things you love to do, it has you doing the things that multiply your strengths. Working in your business has you dealing with people problems, moral issues, customer problems (both internal and external), it has you doing things you’re not good at, and it forces you to be a fire fighter. It drains you. The worst part of it is that it’s happening because of your current process to hiring employees; something you can easily fix. You either did this to yourself or you had help from HR people who have been doing the same thing the same way and never really delivering the…

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Relating to Employees with Distinct Personalities

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Relating to employees with distinct personalities and then being able to motivate them is often on of the biggest challenges by managers and leaders. Learning how to stimulate each individual – especially those with distinct personalities – is the key to a successful organization. Whether it’s a raise, a promotion, or simply the chance to work on a new project, all people are motivated differently – that is undeniable. People have different priorities in the workplace, the intern is hungry for experience, the young sales agent trying to meet goals for that juicy bonus, the VP struggling to balance home and work life. Of course, money is the main reason we all get up to go to work in the morning, but even motivational theories such as Maslow’s Hierarchy of Needs stemming back to the early 1900s detail how and why so many other factors come into play in regards to…

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Being Committed to Your People and Interested in Results?

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We at Cavalry Management Consultants get a lot of inquiries from those seeking assistance to maximize their profitability though our Talent Selection and Strategic Interventions Processes… Most of those who contact us are either from the executive level or human resources function. What do they have in common? Most people are interested in creating results that maximize their profitability. Very few are committed to making the changes necessary to do so. Notice my word choices… Interested… Committed… The problem? There Is A Significant Difference Between Being Interested And Committed Interested people do what is convenient. Committed people do whatever it takes. Most executives are unfortunately committed to their people and interested in results/profits when it should be the other way around. Most are committed to allowing the status quo to continue (they say they love their people) while making a few tweaks here and there to improve productivity. Guess what? I…

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Thoughts on Stay Interviews

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Exit Interviews Vs. Stay Interviews was the topic in a recent article on Talent Management by Sharon Jordan-Evans, an executive coach, and Beverly Kaye, CEO of Career Systems International. In this article they both make the case for why the exit interview should become a thing of the past. Instead, they say firms should be conducting regular “stay interviews,” earlier in the employee life cycle. While exit interview take a retroactive approach—seeking in the “employee’s final moments to glean a deeper understanding of the reasons he or she is leaving”—stay interviews take a proactive approach. The employer’s goal, through a stay interview, is to gain insight into what the employee wants from his or her work environment. With this information, the employer can help the employee remain productive, happy and fulfilled within the organization. However, employers often eschew the stay interview, and Jordan-Evans and Kaye address some of the reasons. Stay…

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Productivity Benchmarks To Evaluate Before Hiring

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If you are serious about hiring the best salespeople possible, it is imperative to establish productivity benchmarks to evaluate before hiring. Top top performing companies have discovered that it is essential that you get your sales hiring process optimized to ensure only the best sales candidates are making it to the final round. Sales executives who are passionate about winning…  Are relentless in the pursuit of the best sales talent possible. They are passionate about learning what it takes to hire the very best salespeople possible on a consistent basis. Do not waste time. They understand “time is money”. Learn from past hiring mistakes. They are committed to avoiding costly sales hiring mistakes. Does this sound like you? Two common questions we often hear from new clients are, “How do I know who to profile and benchmark?” and “How do I quickly interview to identify the best potential candidates to consider…

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Secret Keys to Performance Management Systems

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Secret Keys to Performance Management Systems We have had numerous feedback from our many articles on both our web site as well as on LinkedIn.  All telling us how these articles could make a difference, but, they still were unsure of how to implement some of the ideas.  So, I decided to write this article with the intent to give you all the Keys to the Kingdom of Performance Management Systems. First let me explain the Frankenstein Effect that I talk of a lot.  If you have been in business for any length of time you have no doubt heard or read an interesting bit of information and wanted to implement it in your business.  But you need to know its working for them and they only shared what happened on the surface, they did not go into what was the purpose or problems they faced.  The problem is when we…

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