Employing people means you must treat everyone the same but everyone differently.
Ask anyone in business and they’ll tell you employing people is great if you didn’t have to deal with people.
It can be hard work because we are all different with different views, wants, needs and goals.
Ask anyone who has coached junior sport a similar question and you’d get a similar response except that the “different” can be two or three (or more) fold (I’m talking parents, divorcees, grand parents, etc).
Both can be rewarding though and one of the great joys I have is watching the growth in people you coach or employee (yes employing people can be like coaching) over the long term.
In the case of business I’ve been fortunate enough to be in a few companies where I/we have employed people at their start of their career or ready for their next professional challenge.
I’ve always had the philosophy of employing people being a win-win-win (link to post) for the employee-manager-employer where one of the techniques I like is helping to build their resume (link to post) as a way of growing them professionally by seeing it visually.
At DMi we employed quite a few young people who didn’t have much experience but certainly had good attitudes to want to have a go and learn.
I loved coaching them in a way of bring them along the journey and giving them the opportunity to swing high or hang themselves. I challenged them to always improve their resume; that is, improve their value and their resume was a tangible way they could see it.
I love even more to see, over 10 years on, where they are now and it gives me satisfaction knowing that I may have played a part in the base skillset they are using that makes them a valuable commodity to the current business they are working for.
Same deal since I’ve been at carsales; I love seeing those who I have worked with or mentored kicking some goals years after coming into the business.
My philosophy for coaching junior football over many years was to give kids the skills and passion for the game to keep involved over the long term (senior football) as opposed to teaching them skills that a kid can/should practice on their own if they have the desire – this is not too dissimilar to business.
For instance, in my opinion, a more important skill to teach to juniors is not to fall over in a competitive situation rather than kicking on their opposite foot (which they can practice themselves).
Seems pretty simple but go to a junior game of football and hear the parents clap the kids who make an unrealistic attempt to get the ball falling over in the process – “Good effort Johnny” and then “C’mon boys, all try harder like Johnny” – when in fact once they fall over they are out of the contest and can’t win the ball.
These efforts are not good enough as they get older and play higher level football or just senior football no matter what level.
If junior players can grasp this concept early they are not only ahead of the curve they have developed a skill that a) they can’t learn/practice on their own and b) will take them through as senior players, my ultimate goal.
The goal is necessarily not to produce players that will be AFL stars as that is a possible by-product but rather the skills and understanding of the game that will stand up as the competition gets bigger, quicker and better.
So my measure of success and satisfaction out of my junior coaching is to see how many are still playing football beyond the junior years as this is usually a drop off point.
This is a similar measure of success for business.
Yes employing people or coaching kids can be tough but it is the rewarding parts that keeps us doing it.