As recently as this morning, I’ve had conversations with colleagues lamenting the difficulty in finding employees at all, never mind top-quality employees. After he finished, I reminded him of the story of the current Creative Director of GUCCI, Alessandro Michele. Mr. Michele had been working for Gucci since 2002 and served under the previous Creative Directors as head of the handbag and accessories divisions. After the resignation of Frida Giannini in 2014, the new CEO (Marco Bizzarri) began contemplating an international search for a successor but was constantly being told about Mr. Michele.
After a discussion and formal interview, Mr. Michele was offered the position in 2015 and has since tripled the sales of Gucci and totally redefined the brand and its target audiences. So, to recap, he had been working for the company for 12 years and went from the Head of Accessories to being responsible for all of Gucci’s collections, product categories and the company’s global brand image. Did the previous CEO not know that level of talent was in the organization?
The purpose of this blog is to point out the importance of engaging your team on a higher level. Instead of just requiring them to perform whatever task you assign them in the supply chain, find out if they have ideas. Create an environment that encourages creativity, innovation, and growth.
For business owners, I have two suggestions: give performance reviews with trajectory in mind and don’t be afraid of the right answer coming from someone other than you.
Giving performance reviews with trajectory in mind is simply asking the team member what their career vision is and really listening to what they say. While most will give responses consistent with what they think they need to say to remain employed, there will also be those who possess qualities you will need to scale your company, evolve your brand, or strengthen processes and systems. Instead of listening for evidence of their value for the position the hold, listen for critical thinking, passion, and a willingness to learn. Don’t just determine whether they checked enough boxes to remain employed or receive a bonus but find out their thoughts on how the company has helped them achieve their personal goals and dreams.
As business owners, many of us feel we must be the pioneers who not only chart the course for our companies but come up with every adjustment and change of direction. While this may be possible in the beginning, it is hardly a strategy for growth. As we add team members, we should also be adding a diversity of backgrounds, experiences and thought processes. Within that diversity there may be a solution or strategy that leads to your company’s next level development and long-term sustainability.
By sharing your vision and values and actively seeking input from your team, you create an environment of creativity and fearlessness. Make your team members feel there is no retribution for ideas that did not achieve the desired results and you will be surprised at the suggestions they will bring forth. Keeping that in mind, you may be one conversation away from reaching the goals that caused you to start the business in the first place.
Finally, before you place the next ad for whatever critical position you are seeking to fill, make sure that person isn’t already working for you. Get to know your team on a deeper level and you may find everything you need is already in house.