Managing a team of employees can feel like a never-ending saga. It’s a crucial part of running a successful business. The stress in managing a team usually comes down to hiring good employees and keeping the really good ones around. So that’s exactly what we’ll dive into… how to find and keep A-players, or as we call them, Five-Star Fit employees.

Discovering Five-Star Employees

“Good” employees can often be sorted into two personalities. First, we have the nice guy. They’re well-meaning, pleasant to be around, but not exactly the productivity powerhouse your business needs. Then there’s the Five-Star fit Employee. These individuals are A-players, the Five-Star Fits who consistently excel and elevate the entire team’s spirit. They’re the ones you can count on to deliver results and inspire others to do the same. You want everyone on your team to be just like them.

But unfortunately, identifying a Five-Star Fit isn’t always straightforward. That’s where the keeper test comes in. Ask yourself, “If this team member said they’re leaving, would I fight tooth and nail to keep them?” If the answer is a resounding yes, you’ve got yourself a Five-Star Fit.

This concept ties closely to the idea of high talent density, a term borrowed from Netflix. High talent density means that most of your team consists of top performers, creating an environment where excellence thrives. The more Five-Star Fits you have, the easier it becomes to implement principles like the 3.3 Rule—a framework that promotes efficient work and minimizes inefficiency caused by underperforming team members.

Your goal is clear, upgrade your team to consist entirely of Five-Star Fits and then maintain that standard. Anything less than 100% means there’s room for improvement.

Family vs. Sports Team Dynamic

Now, let’s address the age-old debate, should your team operate like a family or a sports team? Traditionally, companies treated employees like family, which often meant accepting mediocrity in the name of loyalty. While this approach might feel warm and fuzzy, it can lead to stagnation, hampered innovation, and unproductive team dynamics.

On the flip side, adopting a professional sports team’s approach prioritizes excellence but can foster a cutthroat, high-pressure environment. While this might yield results in the short term, not everyone thrives under constant stress.

The sweet spot lies somewhere in the middle. You can create a supportive, empowering workplace without tolerating poor performance. Care for your team by valuing their contributions and encouraging growth while setting clear expectations for excellence. Foster a culture where people feel safe, but also inspired to perform at their best. This balance is the foundation for long-term success and employee satisfaction.

Detecting Five-Star Fits

Identifying your Five-Star Fits is essential, but it’s not always easy. The keeper test is a great starting point, but you’ll want to go deeper. Ask yourself:

• Do they cause unnecessary drama?
• Do they live your company’s core values?
• Are you satisfied with their results relative to their cost?

In addition, consider their performance, skill set, potential for growth, tenure with your company, and their relationships with other team members. A Five-Star Fit is not just about raw talent, they’re also aligned with your company’s mission and values.

Once you’ve identified your Five-Star Fits, you need to show them that they’re valued. This often means offering competitive salaries, flexibility, and opportunities for personal and professional growth. Five-Star Fits know their worth, and if you don’t meet their expectations, they’ll find someone who will.

Keeping Your Five Star Fit Employees Happy

Finding great employees is one thing; keeping them is another. Enter the Team Net Caring Score—a tool to gauge the level of care and respect among your team. On a scale of 1-9, rate each team member’s level of care:

7-9: Highly caring and valuable.

4-6: Neutral.

1-3: Potentially toxic.

Why does this matter? Unhappy employees leave. Often, they’re not chasing a bigger paycheck but seeking flexibility, respect, and a supportive culture. As a small business, you’re uniquely positioned to provide these benefits. Unlike large corporations, you can create an environment where your team’s purpose aligns with your mission, leading to higher productivity, loyalty, and engagement.

To keep your team’s spirits high, focus on open communication, regular feedback, and empathy. Ask them what they need, listen to their concerns, and take meaningful action. Your Five-Star Fits will appreciate the effort and reward you with their best work.

Employee Hiring Myths Debunked

Let’s clear up some common misconceptions about hiring.

• Hire slow. While thoroughness is important, taking too long to fill a position can hurt your business. Instead, streamline your process by filtering out unqualified candidates quickly and spending more time with the finalists.
• Hire for attitude, not skills. While attitude is crucial, small businesses often don’t have the resources to teach skills from scratch. Look for a balance, hire people with the right skills and the right mindset.
• Hire for your weaknesses. This works when you need someone to fill gaps in your team’s expertise. However, when replacing yourself in roles you’re good at, hire someone who matches your strengths to ensure consistency.

Maintaining Your Five-Star Fits

Your Five-Star Fits aren’t static, they grow and evolve. As a leader, it’s your job to support their development. One way to do this is through initiatives like the Dream List 101, where team members share personal and professional goals. Regular one-on-ones and quarterly goal-setting meetings also keep them engaged and motivated.

Additionally, share your belief in their potential. When employees feel valued and supported, they’ll rise to the occasion. Those who aren’t comfortable with growth will naturally phase themselves out, leaving room for new Five-Star Fits to join.

Signs of Burnout

Burnout is a productivity killer and one of the top reasons employees leave their jobs. Look out for warning signs like apathy, cynicism, and exhaustion. The 3.3 Rule can help combat burnout by encouraging balanced, sustainable work habits.

Remember, your team members are not disposable assets. Treat them well, and they’ll reward you with loyalty and exceptional performance.

Those are the secrets to finding, keeping, and nurturing your best employees, your A-players, your Five-Star Fits. It’s not about choosing between being a family or a sports team… It’s about striking the perfect balance. Here’s to building unstoppable teams and growing a thriving business!