Have you considered asking this during a job interview, “Mediocre is unacceptable here, so will you bring your A-game to this job? Please share with me some examples of your A-game from things you’ve accomplished in the past.”
If you need to fill a vacancy in your company for something that requires leadership and initiative, how’s that going for you? Are you effective at filling those roles with people who are willing and able to deliver their best work for you and your company?
If you struggle with this, start with asking during the interview. In my experience, when business owners complain their people aren’t giving it their best, or giving it their all, it’s often due to unclear expectations. So clear that up in the interview process. If the job requires leadership or initiative, or creativity, or you’re in an industry where delivering mediocre work won’t cut it, then say that in the interview process. Make it clear.
Is clarity guaranteed to resolve this? No, but it will dramatically increase the probability. It could be that you’re also not sharing your values, vision and mission for your business. So think about it, is it more likely your people don’t understand and therefore are not emotionally charged-up about “the positive difference your project is making?” …or is it more likely you simply haven’t set clear expectations up-front that “only extraordinary work is what you’re seeking, and anything else is unacceptable?” Clarify that any plans to deliver undistinguished or run-of-the-mill work won’t cut it with you.
You’ll know you’re on the right track when they don’t agree to deliver extraordinary work too quickly. It’s a good sign if they have more questions about that, or want clarification about what you mean. Discussing this issue is always a good sign. It allows you to confirm how serious you are about this, by explaining it in different ways.
Clarifying what you mean offers you an opportunity to say the same thing, but using different words. A longer conversation about high-standards also invites and allows you to share your bigger vision. If they can connect emotionally to the inspiring outcome you’re working towards, that’s even better.
But if the vacancy you’re filling is important, clarity is critical regarding your perspective that “people who are only able to deliver mediocre work, should take a pass on this job, and do that somewhere else.” You must ensure, with simple plain-language, that the only thing acceptable, in hiring for this position, is excellence. Clarity demands they understand the standard, and you must confirm they know what “excellence looks like,” by asking for examples from their past.
If you fail to make that clear, or you don’t confirm your job candidate understands “what excellence looks like,” then expect mediocrity. If, however, you’re certain the job requires extraordinary skill and experience, then make sure you set that expectation during the interview process.
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