If you’re not Congruent you won’t have the right people, or clear systems or processes in place. Nothing will be aligned. You’ll be worried and anxious as the business continues to own you.
Now that the vision had been clarified, we set to work on how mXm were to achieve this. This meant looking at a realistic organogram for year five, then working back to the present-day structure.
This highlighted that mXm would need to recruit, as well as develop/progress current members (both of which are major challenges in the industry).
Seeing where the current gaps were meant that mXm could be focussed and logical in their recruitment. And knowing how important retaining staff is, meant that we needed to create an unbeatable working environment for them – not just remuneration – but respect, honesty and appreciation for each other.
The mXm team defined and agreed a set of Beliefs and Values which were integrated into their recruitment process and annual reviews:
“We shaped our values in two stages – the senior team drafted what they thought was special about the company, and how we wanted the company to be. This was shared with the whole company, revised and a final version was discussed and agreed. The whole company needs to know that anyone can be pulled up and hold to account, especially the MD/CEO. If Values aren’t upheld at the highest level, they are useless.” – Peter Dommett
This was a turning point for mXm, not only for recruitment and retention, but from a new business perspective:
“We became bolder and less reactive. One of our beliefs was to accept that not every contract is a right ‘match’ and having the courage to say so. It got to the point where I became completely open with clients and prospects about our vision and values. After all, if they don’t align with them, then they aren’t the right fit for us.” – Peter Dommett