Virtual Eye’s Post

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Recognition equals retention 🚀 You've built the perfect team for the business now the next challenge looms....HOW DO YOU RETAIN THEM Various ways you can do this - Continue to offer competitive salaries and benefits and not fall until the trap of not matching to market value ✅ - Provide opportunities for growth and advancement within the company ✅ - Create a tangible awesome culture, many talk a good game with this but much harder to execute ✅ - Encourage work-life balance ✅ Often overlooked is the power of recognition and being valued. For a lot of companies and managers this can challenging to consistently keep on top of with busy schedules, underperforming staff, lack of budget, company politics, jobs with little upward mobility and more. Also everyone's idea of being valued and recognised is slightly different ! Recently listened to Luca Dellanna who has some good insights into recognition along with how to win long term games https://lnkd.in/ekMSykyf

Product Development is a Team Sport – and I Want a Champions League Squad! Building a top-tier team isn’t just about stacking up the headcount or finding people with impressive CVs. It’s about creating a crew that actually works together like they’ve been playing on the same field for years. Sure, skillsets matter, but let’s be real, teamwork is where the magic happens. The best teams? They’ve put in the famous 10,000 hours, shown up to every practice, and sweated it out together, because you can’t win the Champions League when half your squad is dialing in from the couch. Now, don’t get me wrong, hybrid work has its perks with “no pants on meetings”. But when it’s time to level up, nothing beats being fully in sync, pushing each other, and showing up for real. Champions League teams don’t just happen. They train, they hustle, they laugh, and they celebrate wins together. So, what do you think? I’d love to hear how you approach building your dream team! ⚽💡

Last post about this book (for now), promised, but so many points hit close to home.. A quote I'd like to highlight is from the comments on rewarding criticism: [...] articulate as clearly as possible why you disagree [...]. Pretending to listen but silently dismissing what the counterparty is saying is the worst thing you can do to a relationship. That makes people feel invisible, ignored. A respectful disagreement can strengthen a relationship. Ignoring a person rarely does. Dismissing something (deliverable, behaviour, choice) is easy. Having an opinion is easy. Having objective arguments is hard. Sharing an opinion (in particular if its criticism) only once having fully formulated objective arguments is even harder. Sharing those at the right moment in the right way so that they are heard and perceived as constructive is art that requires practice and consistency. #ThereAreNoShortcuts

#5 2024.04.10 In a company with a size of 300 or more members, which has a high talent density in the industry, I believe it is necessary for a player to spend an absolute amount of time to make a meaningful contribution or to grow through trial and error. I consider that time to be at least 2 years. A company that has reached a certain level of stability has developed systems within the organization, whether they are efficient or not. And then there is some degree of dependency and interference between teams, and the business complexity has increased. Moreover, for players in the IT field, who often move between various domains such as commerce, finance, SNS, and gaming, a longer absolute period is necessary to warm up. Therefore the point at which a player begins to understand the context and situation in detail, and starts to leverage their strengths within the organization, could be about 1 year after joining the new company. It seems similar to a soccer player transferring to a new team, who alternates between being a starter or a substitute, focusing on getting into form during the first season.

You’re already juggling a full plate of responsibilities and adding the task of scaling your team quickly can seem daunting, but it doesn’t have to be. With the right strategies and tools, you can bring on the talent you need without losing your mind – or compromising on quality. Here are a few ways you can expand your team quickly and effectively:

Hey Premier league fans I need your help. I’m looking for a team to root for so I did what any rational person would do. I asked my gpt. Here’s the response I got. Are the team descriptions accurate? If Vince Beese were to root for a Premier League team, he’d likely choose one that mirrors his professional ethos: strategic, focused on growth, and built on a strong foundation. A team like Manchester City comes to mind. City exemplifies the principles Vince values: they have a clear vision, invest in top-tier talent, and continuously optimize their strategy to maintain success. Their ability to scale their dominance under strong leadership aligns with Vince’s approach to building scalable sales foundations and accelerating growth. Alternatively, Arsenal could be a great fit, given their balance between tradition and innovation, a youthful, high-potential squad, and a coach (Mikel Arteta) who emphasizes long-term development—much like Vince’s focus on building for sustainable success. Ultimately, Vince would root for a team that values strategy, talent, and performance. Which team speaks to you?

Josh, what a vivid and exciting analogy! Drawing the parallel between Jamal Murray's dramatic buzzer-beater shot and the thrill of landing an amazing candidate for a tough recruiting role is brilliant. I can totally picture it - you get handed one of those roles that everyone has struggled to fill, the clock is winding down, but you stay cool under pressure. You meticulously gameplan your recruiting strategy, going into the talent marketplace to identify, attract, and assess top candidates. It's like you're dribbling down the court, sizing up the defense. And then comes the climactic moment - you skillfully navigate the candidates through interviews, build consensus among the hiring team, and make the offer right as the clock expires. When that perfect candidate enthusiastically accepts, it must feel like draining that buzzer-beating three-pointer! The hiring team goes wild, celebrating the big win of landing a top talent. The adrenaline, the elation, the drama - it's such a perfect metaphor for that hard-fought recruiting victory. Just like the Nuggets players mobbed Jamal in jubilation, I can imagine your team rejoicing at the news of adding an A-player to the ranks. What a rush that "buzzer-beater" moment must be after all the behind-the-scenes work and perseverance it takes. Finding talented people is challenging enough, but filling those tough roles requires true skill and grit as a recruiter. Kudos to you for embracing those moments and delivering excitement for your teams!

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Another successful event in the books! It's not just about the wins, it's about the journey, the teamwork, and the memories we create along the way. #CompanyCulture #TeamSpirit #GrowthMindset #TeamCelebration