Without getting into continually evolving statistics, it’s common knowledge that software developers have a high turnover rate, which can wreak havoc on development progress. Finding the right person for the role on your software team can save significant time and money and improve outcomes overall.
The EOS model is an operating system that emphasizes a growth mindset and a clearly stated vision to achieve organizational goals. Organizations that use the EOS model have a “well-defined structure in which they can grow, feel more fulfilled in their work, and achieve their personal goals” (What the Heck is EOS? By Gino Wickman & Tom Bouwer). Here’s an outline of the “People” component within the EOS model and how it helps software leaders hire the best candidates.
What is the People Component?
The EOS model comprises six components; each is critical to the organization’s success. The goal is for a company to be 100% strong in each element. The six components of the EOS model are:
- Vision
- People
- Issues
- Traction
- Process
- Data
The people component focuses on hiring the right person for the best role. The right seat means an employee is in a position where they can best contribute to the organization.
Recruitment Process Strategies
Candidates who align with the organization’s core values and GWC (we’ll explain later) are the right people. Here are a few strategies organizations can implement to ensure new hires are placed in the right seats.
1. Cultural Fit
Cultural fit is one of the essential qualities to look for in a potential candidate - even more critical than technical skills. Candidates whose behaviors align with the organization’s core values are more likely to succeed in their roles. Ensure that you have a clearly defined set of core values that you can use to evaluate potential employees.
2. Multi-Level Interviews
Interviewing for technical skills and cultural fit can be accomplished through multi-level interviews. Having multiple interviewers in various roles ensures cultural fit across departments during the interview process.
3. Pay Attention to Communication Skills
Generally, a candidate with excellent communication skills is more likely to excel in their role. Not only does it ensure clear messaging within the organization, but also for clients.
4. GWC
When interviewing, we use a tool called GWC, which stands for “gets it, wants it, and has the capacity to do it.” According to EOS:
- “Gets it” means the potential employee deeply understands the business functions and role.
- “Wants it” means the potential employee is positively motivated by the work the position offers.
- “Capacity” means the potential employee has the skills, abilities, knowledge, time, and talent to complete the job.
A potential employee must be a “yes” to all three categories.
Benefits of 100% Right People in the Right Seats
Organizations operate more efficiently when all employees are in the right seats. Everyone is happy in their role because they’re in a position where they can be most successful and productive and initiate solutions independently. An organization with 100% of people in the right seats means there will be “better communication, fewer mistakes, and more opportunities for everyone.” (What the Heck is EOS? By Gino Wickman & Tom Bouwer). Organizational synergy creates an environment for growth.
- In summary, the five main benefits of having employees in the right seats include:
- Increased Productivity
- Strong Organizational Culture
- Fewer Mistakes
- Organizational Growth
- Effective Communication
The EOS model is a valuable tool that increases efficiency, productivity, and organizational growth. Hiring the right people in the right seats is just one component. If you have questions about implementing EOS at your organization, we’re here to help.
