Leadership Lessons That Facebook’s HR Chief Swears By
Marcus Buckingham and Curt Coffman’s First, Break All the Rules (1999) has become the bible of people management ever since Lori Goler, Facebook’s VP of People, prescribed its lessons to all hiring managers. Buckingham and Coffman were analysts at Gallup at the time when the book were written, and they drew upon the findings of Gallup studies on 80,000 managers across 400 companies over a period of 25 years. Of its solid evidence and sound insight, we can be assured.
Picking up on the lessons prescribed by First, Break All the Rules, Goler has been able to transform Facebook into a “strengths-based” organization. Here are some of the key insights from the book that Goler recommends to all hiring managers:
1. Hire employees for talent:
Buckingham and Coffman define talent as “a recurring pattern of thought, feeling, or behavior that can be productively applied.” Instead of focusing exclusively on experience and expertise, hiring managers should focus on the candidate’s soft skills and how s/he is likely to behave in the workplace.
2. Open communication between managers and employers is key:
Annual performance reviews may no longer be very effective. The book recommends that managers meet the employees more frequently than that (perhaps once a month) to revisit the goals. This also helps measure success more easily and regularly. Fostering open communication between managers and employees enables the team to function more smoothly.
3. Guide employees, but don’t direct them:
It’s important to define the goals and outcomes for the employees, but it’s equally important to let each employee identify his/her unique path to achieving that target. The book advocates respecting every individual’s style of working.
4. Don’t treat others as you would like to be treated:
The authors claim that following The Golden Rule (treating others as you would like to be treated) is a common management pitfall that must be addressed. Managers must treat their employees in the way that they (every individual employee) would like to be treated. This, of course, enables mutual respect and shows that you value this person as more than just an employee.
5. Build strong personal relationships to ensure success:
Buckingham and Coffman have created a list of 12 questions that your employees must respond positively to. Needless to say, building strong personal relationships at work is crucial to success.
The 12 questions are as follows:
- “Do I know what is expected of me at work?”
- “Do I have the materials and equipment I need to do my work right?”
- “At work, do I have the opportunity to do what I do best every day?”
- “In the last seven days, have I received recognition or praise for doing good work?”
- “Does my supervisor, or someone at work, seem to care about me as a person?”
- “Is there someone at work who encourages my development?”
- “At work, do my opinions seem to count?”
- “Does the mission/purpose of my company make me feel my job is important?”
- “Are my co-workers committed to doing quality work?”
- “Do I have a best friend at work?”
- “In the last six months, has someone at work talked to me about my progress?”
- “This last year, have I had opportunities to learn and grow?”
To hire pre-screened candidates at ½ the cost and in ½ the time, register with MeraJob.in.
You may like to read this
MeraJob October 15, 2014
3 Reasons Your Recruitment Process is Failing
You have tried everything in the book, and still it seems as though your recruitment system isn’t working anymore. It turns into a never-ending cycle of too much to process and not enough resources to do so. Well unfortunately, without an Applicant Tracking System, it is easy to let unqualified ca...
MeraJob July 1, 2016
7 Things Never To Put In Your Job Ad
One of the simplest but most important ways for a company to attract great talent and to avoid bad hires is to draft an attention-grabbing and encouraging job ad. Most jobseekers are discouraged by the extent of demanding requirements and terms that typically make up the job ad. In the process, appl...