When you have just a few employees, you naturally want to make every hire count. One way to do that is to actively seek top performers. The thing is, top performers aren’t like other employees. Here’s what you need to know:
So fair warning, if you’re bringing someone onboard who is a total rock star in one area, be prepared for that same person to have weaknesses in other areas, which will need to be creatively managed.
Top performers will expect to be paid at least the average or median rate, but often don’t go to the highest bidder. Instead, they are looking for something that’s even harder to find from their perspective, which is a work environment that really fits.
And here’s where small companies possess an advantage. Small companies can offer the things top performers really crave, which include the opportunity to take on larger responsibilities, and most importantly, do interesting work. As a small company, you also have the flexibility to offer meaningful perks, such as the ability to bring a pet to work, or work odd hours, or freely expose piercings and tattoos.
If you already have one or more average performers on your team, you may have to re-think your staffing strategy. Successful small companies are often tight-knit with everyone speaking the same language, so if you have clock-punchers setting the tone, it can be difficult to attract and retain top performers who tend to have a “take-no-prisoners” approach to their work.
If that strikes you as outrageous math, try thinking about it this way: ten thousand average writers can’t equal the output of one Shakespeare.
So the next time you’re hiring and looking for the best, remember that great talent comes at a price, and that the price is not measured in dollars, but rather in a company culture that truly gets and supports great talent.