How Far Would You Go to Hold On to the Right People?
I was talking to my colleague Neil Oribe using GTalk when I noticed his status read: I think management at my company is well aware of the tendency for technology professionals to job hop, and they are willing to do what they can to hold on to the right people. According to him the quote came from Microsoft.
There are two schools of thoughts that came to mind from this quote. The first one is going out of your way and recruiting the best people for your team and the second one is making do with what you have and make them the right people for the job through stewardship.
I am a fan of the former and would always want to get the best people for my team and would not settle for anything less. When I was young and still studying, I remembered how far I went in recruiting the best people for a basketball team which resulted in numerous trophies. I would go and seek them out, talk and persuade them to join our team and sometimes I snatched them off from another team. I carried that attitude in the corporate world where I requested for people I wanted to work with and persuaded my senior managers to allocate certain people for a project I was leading.
Stewardship is a leadership trait my employer taught me wherein part of my job is to ensure that people grow under my leadership, their success is my success and their failure is my failure in helping them grow.
As I have discussed the sink or swim philosophy, the question we ought to ask in this time is “How far would you go to make them the right people”?
It’s easier to hire the best people and expect the team to succeed rather than make do of what you have and show them the right path to growth, essential to the overall success of the project. While both have pros and cons, it is important that you gain the skill to lead a group of superstars as well as lead a group of growing people.
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