Right People On the Bus

By: Dr. Nels Lindberg, Production Animal Consultation

As I sit in this seat on this bus, going from the hotel to the airport, I am reminded of the author Jim Collins who coined the theory of getting the right people on the bus and the right people in the right seat on the bus. The analogy serves for us in the beef business as we guide our teams each day and all the people we lead. Some of us may have 3 members on the team and some may have over 50 members on their team, but this theory applies for all team leaders, whether you are the manager, head cowboy, cattle foreman, mill manager, owner, etc.

It starts with getting the right people on the bus. I ask you to examine your hiring process. How many interviews do you do? Do you spend enough time with that person to truly understand who they are, and do they spend enough time with your team to see if they fit your culture and your team?

We recommend multiple interviews, and more importantly, have them spend a few days at your yard, horseback, in the feedtruck or in whatever area they may be applying for. For your yard, this may not be possible, given liability, but look to figure out how you can have them come into the operation for a few days. This is best for the yard and for them. Both parties get to interview each other. And one or the other may figure out, “Hey, this isn’t going to work for me,” before the hire even occurs, which can be a very good thing.

Often time in the ag industry we hire the first warm body we can find because “we need help yesterday.” I know one business that has over 6 interviews for all job candidates!

In the end, we are looking for a “tell-tale” sign, an indicator, signal, or sign that conveys the status of a situation, mechanism, or system. We are looking to see how they may react when you ask them to do a job, or even, do they just jump in and do the job, or how do they react in a situation with your crew. Maybe as you visit with them, they begin to talk about their current bar scene experiences. Or maybe they spend the entire time telling you how much they know and how much they have done. We all know those types, right?

For one specific question, ask all applicants what other people would say is their greatest strength: being humble, hungry, or smart? What is their greatest weakness of those three?

Going deeper in the process, if they are married, how about “interviewing the spouse”? Out of failures I have learned from, this has been, hands down, one of the best business practices I have adopted. We can all understand plenty of reasons why that is the case. Their spouse might tell you some details that make you realize your job isn’t for them! It’s all about time, conversation, and being keenly aware of every response they or their spouse give verbally, physically, and emotionally. Those are signs that will give you potential looks into “the crystal ball.”

Another piece that is very key, and you will think is unusual, but can be powerfully helpful is to ask them for their personal budget. We all have financial struggles but the first step in resolving them is through a personal budget. If we can help relieve our people’s financial struggles, we will help their performance for our team at work. And if they don’t have a personal budget, help them develop one!

We all look to make the proper hire, but we struggle with it and can think of the bad hires we have made! Furthermore, we think of what have they cost us and the entire team, financially, mentally and emotionally. We must remember, proper hiring creates a good team, and a good team lowers turnover. We look to find the thoroughbreds and limit bringing in donkeys. Thoroughbreds have big hearts and big muscles, which is what we want. Donkeys and thoroughbreds don’t mix! And at some point, we often have to do a Donkey-ectemy! Cut the donkey out! The best way to not fire (doing a donkey-ectemy) is to not hire! For key positions, bring your spouse to the interview as well, such as a dinner or night out. Why, you may ask? Because your spouse is a serious donkey indicator! They can sense or smell bad little green apples better than you can often times! Next issue, we will go over the process of getting them in the right seat on the bus after we have them on the bus. And for a bit of persistence mid-year, where are you on your goals? Get after them, and keep at it!