You probably have at least one employee like this: your go-to, “set it and forget it” person, the one you’d trust with just about anything. If they were a house, they’d be called “turnkey.” If they were an electronic device, they’d be “plug and play.” When talking about these people, our Omnia clients say, “I wish I could clone her!” or “I’d be all set if I had four more just like him.”
Unfortunately (or fortunately if you really think about it and start digging into the ethical ramifications), cloning hasn’t come that far yet. But, with some planning and preparation, you may be able to do the next best thing: Use your go-to people as benchmarks to help you hire and train new employees just like them.
As my colleague Wendy Sheaffer mentioned, “Benchmarking is finding out what works and using it as the model for making future things work.” This applies to figuring out how to hire for a new or empty position, as she mentioned, and it’s also an effective strategy for finding someone just like your one or two stellar employees.
What is it about these star performers that makes them so amazing? And how do you find someone else just as amazing? I don’t know your go-to employees personally, but I can make a pretty good guess at what makes them awesome.
Did I miss anything? Ask around and find out what makes your go-to employees so wonderful to their colleagues. The more information you have, the better you can clone benchmark them.
You’ll definitely need to dig a little deeper than your standard resume gathering and interview process for this. You may luck out using the traditional methods, like winning the lotto, but do you really want to risk it? Here are some simple ways of improving your odds.
Bonus: Ask your star employees if they can recommend someone. We’ve already established this person has great judgment, so they’re not likely to recommend a dud. Hey, maybe they have an identical twin? You can’t get much closer to a clone than that! Even better, ask them if they see promise in anyone already working in the company. They tend to build relationships around the organization and may be able to identify someone promising before you do.
Once you have your promising new star, consider having them spend some time shadowing your top performer. Let them learn from the best.
While you’re on this quest to replicate your top employees, don’t forget to show appreciation for the ones you already have! Trust me, people are out there looking for them, and you want to make sure they are happy and fulfilled right where they are – with you!