As you know I spend much of my time advising companies on why their team restructure “just isn’t working as planned”.

Good people are always attractive to the competition
Too often it’s because good people leave. Their companies, however, are often unaware that some key staff are unhappy and end up screaming “What a disaster” when they do leave. Blindness to the impending situation is no excuse because there are always clues. The other thing to consider is that especially in poor economic conditions, good salespeople, good managers and well connected executives are ALWAYS attractive to competitors.

INfrequently asked questions
The questions I think more businesses should regularly ask themselves are:

• What is negative (financial, morale, targets) impact on the business if _____ left?
• What is the risk of ____ leaving? (1-10)
• Have we identified a successor?
• Is that successor able to do the job at 100% effectiveness NOW?
• If not at 100% what % could they achieve?
• If not NOW then how many months will it be before they will be ready?
• What would happen in the meantime?

I’m currently offering a video SKYPE conversation to discuss team restructure and if you would like to take advantage of this then email me at stephen@assimilating-talent.com to arrange a convenient time.  
 

Last week two people contacted me to discuss the “advantages of failed recruitment” that I mention in my business and conference talks. So I thought I would let my blog buddies benefit too.

Time-Line
Picture a business wanting to recruit a new team leader…3 Months
Time taken to induct and allow new leader to in-bed……..3 months
Time taken to identify failure and dismiss…………………..3 Months
Time taken to recruit new leader …………………………….3 Months

“That’s a whole year of lost opportunities that allows the competition to take advantage” and the competition can make huge strides if they know how!

If you’d like to have a consultation with me on SKYPE on the topic of
“Don’t risk another expensive recruitment failure…when you don’t have to” or
“How to take advantage of the competitions misfortune”
then email me at stephen@assimilating-talent.com to arrange a convenient time.

For further information:
HERE

Yesterday I blogged on Simon Swan’s article in the latest edition of Management Today and got quite a reaction. A whole load of people, shocked at the costs to their business, contacted me with questions and to discuss team restructures. They ranged from large businesses with a number of teams to a small company of four considering expanding to a team of just five people.

Not so boring stats
All of them were shocked to hear the answers to the “INfrequently asked questions”.
that business never asks*:

• What percentage of new hires fail within two years of appointment?
  A: 40%
• What % or restructured teams fail to meet objectives?
  A: 42%
• What % of projects are completed to time, budget and specification?
  A: 28%

But it doesn’t have to be like this and I talked through my callers an eighteen minute SKYPE call when I explained how to reduce the risks of new hire and team failure…easily.
They’ve urged me to offer the same eighteen minutes to my SKYPE contacts (stephenharvarddavis) and I thought I would offer this to my blog readers and at no charge.

If you want to take me up on this then email me at Stephen@assimilating-talent.com so that we can arrange a mutually convenient time for a SKYPE call.
For the moment I’m restricting this to the first ten respondents and during the next seven days so don’t let time pass if you want to take me up on the offer

* Stats from various sources including Fortune Magazine and HBR