Would you be willing to suffer a 10% decrease in your turnover because of poor leadership? Probably not.

Poor leadership hurts employee morale. My gut instinct on this is to believe that the people who have been around a long time are, by and large, probably more qualified than they are given credit for. They understand the business well, have a long list of responsibilities that have been delegated and, perhaps, are good at the job.

In my opinion, though, they’re often held back by weak leadership. When I say weak leadership, I mean a leadership style that’s reactive, impulsive and hands-off when it should be strategic, hands-on and result-oriented. Employees who see their leader spending more time with other people than they do with their employees are not going to be happy. They will either feel unappreciated or they will leave.

That’s not going to be good for the company’s performance. Hiring is not easy It’s a myth that hiring should be easy. As anyone who has been in the recruitment business can attest, finding the right people is difficult.

When you look for candidates with the correct technical skills, you have to make sure you can translate those into the business’s goals and objectives. You’ll need to also make sure you’re picking up on their cultural fit as well as their skills. You’ll also have to consider what you’re going to offer as a package when you sell your company to a candidate. In other words, how much money will you be making them?

How many hours will they be working? How much do they think they’re going to make? How many benefits are they looking for? Will they want to work remotely and, if so, how does that look from your perspective? Do your research. And be prepared to pay a premium when you’re bringing a candidate to your company.

There’s always a lot of emphasis put on a new CEO’s first year. However, what if it turns out to be the last? Take responsibility. It takes more than a week or two to fill a position in any company, whether in corporate or not.

These are high-level positions that many view as irreversible. The onus falls upon your shoulders to show what your going to do differently. There is no room to blame others. Even if the people who fill your executive team are top-quality, they will only be in the positions for a short time before they are replaced, and you must build a strong team that will remain in place for many years to come.

You need a leader. To be successful in any business, you must have an influential and trusted leader, who can provide that source of inspiration that inspires others to follow.

A CEO needs to establish a culture of collaboration and a welcoming environment, which in turn, will encourage team-players to align their talents with the organization’s best interests. Be mindful that once you are no longer there, you are a source of inspiration. You are the go-to person for people who are experiencing challenging times, or who are looking for guidance and support. If you fail to be a leader, you will be remembered as a scapegoat.

Nothing is guaranteed. All you can do is your best, learn from your past mistakes, put the right people in the right positions and continue to search for ways to innovate. Make your first year your best one.

Contact me for a confidential chat to learn more

Jacob Harwood – Circle Select

Before joining the business in 2018, I worked for a further 5 years in FMCG recruitment where I was responsible for starting a number of key desks including: Executive, Interim and many more. Having worked successfully with Luke in the past, it was an obvious choice to join Circle Select – a business that couples high-energy consultants with expert recruitment and in-depth sector knowledge.

All content © Circle Select. Registered in England & Wales with Company Number 10950306. Recruitment website design by Nerve Design.
Circle Select Ltd, 10 Tesla Court, Peterborough PE2 6FL