There is a Kroger in my neighborhood and every time I go in, there is a woman inside the front doors who says, "Hello, sir! Do you need a cart?"
Every time, I say, "No, just a basket."
And she says, "They're to your left."
Then the person behind be walks in and has a similar experience.
The chick is so friendly, it's noticable...especially when it's not uncommon to have an "interaction" with somebody who is more or less the opposite of her, not caring whether you can find what you're looking for, if you're having an issue with the automatic checkout system, or anything else other than personal drama or whatever happened on cable television the night before.
I've often though, "The guy hiring this lady did his job." Whoever is in charge there noticed her talent and friendly demeanor and put her in the perfect place. She's both the first and last person people interact with when they visit the store.
You'd probably think the same thing and say to yourself, "I'm going to do that with the people I hire for my band," but how many times have you had problems with the people you hired for your band? It's not as easy as great managers make it seem.
All too often, musicians are hired based on musical talent. The person doing the hiring thinks, "I can train them to do everything else that we need, like booking shows, or selling merch, or maintaining our website."
And you can...but it's an uphill battle.
People like the woman greeting people at Kroger aren't "trained." They act the way they do because it's who they are.
So how do you find them?
I highly recommend Delivering Happiness: A Path to Profits, Passion, and Purpose
by Tony Hsieh for some good ideas about bringing in people who are naturally gifted and ready to go from day one.
If you're not already familar with who Tony Hsieh is, the quick and dirty is that he's the CEO of Zappos.com. And if you're not familar with Zappos.com, you really owe it to yourself to check out what they're doing in terms of being a kick ass business. They do about $1 billion/year in revenue, were recently aquired by Amazon, and customers are crazy about them.
Wikipedia entry on Zappos.
Back to the book and Tony's hiring practices...
Employees of Zappos have to go through two interviews-- one for technical skills and another for "culture" fit. In other words, the company wants people who are not only going to be able to do thing like operate a computer and phone (or whatever Zappos employees do); they want people who are going to be a good match for getting along with Zappos' employees and customers.
I advise you to hire with a similar process...and it's beyond "liking" the person. We like people who are just like we are and that's not always the best match either.
Get the book for more details.
In addition to learning about building a great culture and hiring good people, this is also a great book for those who want inspiration for going after their dreams. The things this guy had to do in order to make this company happen are nothing short or amazing.
This to me is the most fascinating part of the book and one I think most every musician will relate to. There is a lot about Tony's personal struggles of taking Zappos from a "company" that started out purchasing shoes from local retail stores, just like the average person would do, as orders came in, to the "wholly owned subsidiary" of Amazon that it is today.
If you want a very inspiring story about a guy who believed in his "big idea" so much that he was willing to invest a ton of his own money, sell his house at a big loss to keep the lights on, buy out the board to put customers first, and do whatever it took to keep the company moving forward, this is a great read. It's very personable and like hanging out with the guy; a nice break from most business books.
Want some of that attitude to rub off on you? Get the book!
And now for some stories on the people you've hired for your band... Post them below!
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