Team-mate Compatibility Check

Apparently only half of new hires work out.

Sound true? This finding isn't from the business world though. It's from football.

Coming I believe, from Portuguese researchers. As referenced by author of a book with the resoundingly baiting title, How to Win the Premier League.

Could it be from Sales though? I wonder how many an HR team track this? Same for Sales leaders?

Many will have a handle on staff churn rates. Yet in my career I haven't really come across anyone that goes behind the numbers.

So here's some depth, and breadth, we might be advised to introduce.

They cite six main reasons for the new recruit not getting on;

Player not as good as thought
Player doesn’t fit style
Played out of position
Manager doesn’t like
Fitness/personal issues
Current player is better.

Each can have its equivalent in our sales office.

As 'reason codes' could these be a guide for us? And would they make any difference?

Crucially, proven successful data cruncher Ian Graham suggests one element stands apart as key; compatibility.

Knowing that and measuring it are perhaps very different tasks.

Yet considering onerous high costs of recruiting, onboarding and simply then filling a Sales seat from day to day, then ensuring there'll be the requisite level of alignment does seem vital.

I myself have experience of this.

In the past I've tried to hire those who I think are already part-way on the journey towards an updated vision of solution selling far beyond American property Glens or Wall Street wolfs. Yet still been duped.

I also recall times when senior players have been brought into places with the hunch, 'they're a bit different'. That doesn't tend to end well, either.

And know the damage an existing manager can cause when they themselves are actually the non-compatible, yet somehow safe(ish), one in their pivotal chair, ultimately dooming the whole project.

Revealing this angle upfront as critical ought be central to our recruitment efforts.