2 Recruiting the right people
The key to managing performance is recruiting the right people in the first place. So spend some time on getting this part right Think of this as quadrant 2 activity and performance management as quadrant 1 in the Stephen Covey priority management model.
Vacancies represent a good opportunity to review the team and their roles
Turnover is not always bad – if it provides the opportunity for people to develop and to get new skills and for you to get new blood and ideas in.
Vacancies represent a good opportunity to review the team, the skill mix and the roles you have in place to deliver the service you are delivering in the most efficient and effective way.
Having low turnover can actually be quite destructive over the long term. People having no intention of leaving, but being incredibly dissatisfied. Often organisations in rural areas have this problem. People stay because it is convenient. We can see that reflected in our public sector People Matters survey all the time.
In fact – I have heard that the CEO of GE fired the bottom 10% each year when he first started. Sounds harsh – and actually is – and in reality we can’t really do that – but the point is turnover is not so bad – if you see it as an opportunity.