Rethinking your HR strategy: Do You Have It All Wrong?

After working with practices for 24 years, I’ve observed a common yet critical flaw in many managers' and leaders' HR strategies. They spend an inordinate amount of time on underperformers, largely ignore the silent majority in the middle, and sometimes play favorites with the top 10% of their team. This misallocation of focus and resources is not only inefficient but also detrimental to overall team performance and morale.

The Problem with Focusing on Underperformers

The majority of managers’ time is spent dealing with issues related to underperformers—whether it’s addressing problems, managing drama, dealing with attendance issues, or correcting poor work ethic. This reactive approach leads to a vicious cycle where the manager’s energy is consumed by the lowest performers, leaving little room for proactive development of the team.

The problem with this strategy is twofold. First, it creates a negative work environment where the focus is on what’s going wrong rather than what’s going right. Second, it sends a message to the rest of the team that underperformance is tolerable as long as it’s managed, rather than swiftly addressed and corrected.

Neglecting the Silent Majority

In many organizations, there is a large group of employees who perform consistently but quietly. These individuals often don’t cause problems, so they don’t attract much attention. However, this silent majority represents untapped potential. When managers fail to engage with these employees, they miss out on opportunities to elevate them from good to great.

Playing Favorites with the Top Performers

While it’s natural to gravitate towards top performers, playing favorites can create an environment of inequity and resentment. It’s important to recognize and reward excellence, but not at the expense of creating division within the team. Favoritism can demoralize other employees and lead to a lack of cohesion.

A New HR Strategy: Think Like a Sports Team

Imagine your practice as a sports team transitioning from amateur to professional league. In sports, high school players cannot compete at the college level, and college players cannot compete at the professional level. Similarly, your recruitment strategy should focus on constantly upgrading your team to meet higher standards of performance.

When you adopt this mindset, your HR strategy shifts from managing problems to investing in growth. Here’s how to make this shift:

1. Constant Recruitment: Always be on the lookout for new talent that can elevate your team’s performance. Recruitment should be an ongoing process, not just when there’s a vacancy.

2. Invest in Development: Spend 80% of your time developing your team’s skills—both technical and soft skills. This investment pays off in the long run as your team becomes more competent and cohesive.

3. Create a Culture of Excellence: By focusing on development and continuous improvement, you foster a culture where excellence is the norm. Overachievers thrive in such environments, and underperformers either step up or move on.

4. Leverage the Middle Performers: Don’t ignore the silent majority. Engage with them, provide opportunities for growth, and recognize their contributions. This group has the potential to become your top performers with the right support.

5. Minimize Underperformance: Adopt a zero-tolerance approach to chronic underperformance. Address issues swiftly and decisively to maintain high standards. This not only improves overall performance but also sends a clear message about your expectations.

The Benefits of a Proactive HR Strategy

When you shift your HR strategy to focus on development and continuous recruitment, you spend less time dealing with problems and more time building a high-performing team. This proactive approach leads to:

• Better Performance: A team that is consistently improving and striving for excellence.

• Higher Morale: Employees feel valued and motivated when they see their development being prioritized.

• Reduced Stress: Less time spent on managing problems means more time for strategic thinking and planning.

In conclusion, rethink your HR strategy by focusing on recruiting and developing your team like a professional sports team. Invest in your people, minimize underperformance, and create a culture of excellence. By doing so, you’ll not only improve your team’s performance but also create a more positive and less stressful work environment.