Let’s talk about performance metrics for a minute.  

Do you have performance metrics drawn out for every person before they are hired? Are they clear on the expectations for the first 90 days of employment? 

If not, you are setting people up for failure because expectations are never in alignment. We're going to leave it to you to “figure it out”.  Then we scratch our heads when the person fails, wondering what we missed in the interview. 

What was missed was the work on defining the role and writing down the company’s expectations of what needed to be accomplished by the individual in the first 90-120 days of employment. 

I have discovered that companies who just “wing it” have a much higher offer turn-down rate and employee failure rate than companies that invest the time to clearly define what success looks like. 

Look this is not “too hard” because you don't know what will happen in the next few months of the business. If it is too hard, maybe you are in the wrong business.

Guest Bio:

Kurt Davis is a technology entrepreneur and author. 

The first 20 years of his career were spent between Silicon Valley and Asia, working with technology startups in finance and business development roles. 

Kurt is now focused on Biteline (a startup marketplace for dental professionals) & Recently published a book called Navigate to the Lighthouse: A Silicon Valley Guide to Executing Global Deals.

TODAY WE DISCUSS:

Challenge?

Why is this important to the company?

Rick’s Nuggets:

How do we solve the problem? 

Rick’s Nuggets:

Key Takeaways that the Audience can plug into their business today! (Value):

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