Hiring & Training God's Way

 
At first glance it may seem that right now, deep in the middle of the longest recession in a generation, is an odd or even inappropriate time to discuss hiring practices.  So many of us are currently in the mode of trimming costs and expenses, laying-off staff, and generally cutting back to deal with a difficult economy.  However, if we aspire to be successful leaders, we can’t afford to allow our current struggle to be all that we can see, creating a potentially devastating form of business shortsightedness or myopia. 

Periodic recessions will always be a part of our economic reality.  We need to be diligent and strategic to manage wisely in a down cycle by continuing to look for ways to strengthen and build our business.  We do this by dealing not only with what currently ‘is’ but also by preparing for ‘what will be’ in the future.  By not being overwhelmed or totally derailed by current circumstances, best-in-class companies and their leaders work to strengthen their relative position even in the midst of a downturn.  For example, rising unemployment means that there is a much larger pool of potential employees available.  Some possess true breakthrough talents, experience, and relationships which can open up new strategic possibilities and core capabilities to our firm.  This might even involve re-thinking our company’s array of job positions given the unique set of circumstances and future business potential.  In God’s sovereignty, He might even point or connect us to specific individuals who might not be looking for a new opportunity but would truly be a breakthrough addition to our team. 

For clarity and inspiration, let’s examine how God tends to add to His ‘organization’ and see if we can proactively glean and apply His principles in making progress that honors Him! 

Being hired into God’s organization, the Body of Christ, happens at the point of conversion or salvation.  Upon joining His Body, we discover that there is a position description, considerable training, continual supervision, and performance accountability that await us.  The job presented to us (our calling) describes God’s will for our lives – our purpose and destiny.  His plan or career path for us (i.e., our sanctification path) focuses on our continuous growth and the full development of our potential.  His Word is our training manual and His Spirit is our supervisor who gives us both training and performance reviews.  Our rewards are based on our obedience and performance within our job description.  Our Father is the original ‘Equal Opportunity Employer’ as all are welcome to come and are judged according to His immutable standards!

As Christian CEOs, our best practices should mirror His!  Each area has a comparable and directly relatable application.  Let’s take a look.

• God’s Plan – Constant recruiting.  We can emulate God’s plan by always being on the lookout for great employees.  The best time to look is when we aren’t under pressure to find them.  If the business belongs to God, and we’re His stewards, He will bring the best people to it as needed.  We can take names and resumes if we’re not able to hire an applicant at the moment.  The emergence of an exciting prospective team member may lead us to move forward in a way we hadn’t previously considered... evidence of God’s provision.

• God’s Recruiters – His existing team led by His Spirit.  This should be true in our cases as well. His best recruiters are current employees who tell others about His great enterprise.  God’s ‘help wanted’ sign is always out.  We should be about building the greatest place to work that any qualified person could desire.  As we do, our team will be motivated to recommend others to come join us.  Birds of a feather do flock together and our ‘A-players’ generally know other ‘A-players.’  By encouraging and rewarding such referrals, we can build this healthy organizational development pattern into our culture.

• God’s Position Descriptions  – Specific, personal, and aligned with individual gifts and talents.  We need to be diligent in our screening and qualifying processes to ensure the greatest likelihood of success.  Just as our Lord utilizes the diverse gifts of his people to strengthen His Body, He certainly knows in advance what’s best for His people and His companies.  We must strive to find and know applicants through diligent interviews, testing and prayer.  We owe it to those we hire, and to our pre-existing team, to ensure alignment and ‘fit.’  In a perfect world, we’d hire people with long-term employment, and even their full career, in mind by ensuring that they’d be well-suited to what they’re doing and providing wonderful opportunities to fulfill their potential.  It’s not a perfect, predictable world, but that’s no reason not to try!

• God’s Trainer and Supervisor  – His Spirit through His children.  While there is only one Holy Spirit we can follow His lead by seeing that every employee has a mentor as well as a healthy and transparent relationship with their supervisor that’s designed to help them grow and develop.  Each team member should have a clear and constant understanding of how their performance is viewed and how it’s linked to our organizational performance.  It should never be a surprise when reviews are held.  Communication needs to be clear and frequent.
• God’s Training Manual - The Bible.  We certainly can’t add to God’s Word, but written and clear directions and guidelines are necessary to minimize misunderstandings.  A working Mission Statement, spelled out and supported in a clear and concise Employee Manual, is a vital tool that can enhance communication and facilitate many ‘teachable moments.’  Enough information is put in written form to encourage a clear understanding of products and services, markets, core values, policies, benefits, etc., but not so much as to create bureaucracy.

• God’s Compensation  – Performance versus opportunity is our model.  There is no entitlement resulting from simple seniority in God’s system, but He does love loyalty and faithful obedience.  His standards are fair, clearly spelled out, and His Holy Spirit even helps us with interpretation and application.  He doesn’t pay His children for time, but for actual contribution (i.e., performance).  Our compensation system, like His, must support the performance and qualities that we seek and not those that aren't aligned with our vision, strategy and core principles.

Obviously, we don’t have the space or time here to go deeply into each point and won’t pretend to.  What we do hope, however, is that some, or all, of these basic practices will stimulate your thinking and be helpful as you add key team members and develop your organization.  Our C12 Group members deal regularly with these and other vital organizational development practices as they “Build Great Businesses for a Greater Purpose.” 

 If you would like more information on how to join one of our groups contact donf.light@c12group.com.