We must acknowledge the reality that employees are part of the resource we use to make our business successful. If they fail to do so, it doesn't employee data matter how well they create good interpersonal relationships, your business will never reach its full potential. As Ricardo Semler puts it, "They must go home proud of their work". It All Begins With Marketing Sound people management is an outcome of sound marketing. As my friend Bix Berry employee data says, "Marketing isn't everything, but everything is marketing". Your marketing must be precise, specific and crystal clear. If not, your employees will lack a firm and clear foundation for their performance. Outstanding marketing depends on two essential elements A crystal clear business focus A small, employee data very specific target market. To put it in 20th Century jargon; you employee data need to know exactly "what business you're in" and your "ideal customer". Marketing creates the context for the collaborative people manager. And remember what Peter Drucker said. He was employee data one of the most respected management gurus of the 20th Century. He said: "What business am I in? The question can be answered only by looking at the business from the outside: from the point of view of the customer and the market." If you can't define these issues with absolute clarity, you can't expect your employees to help your business succeed. Your people management must support your employee data marketing position. Staff Selection Is the First Step Employees are a resource. Like any other resource, you need employees who'll employee data give you the business results you want. That's the expectation you have about the performance of your computer system. You can reasonably have it about the performance of your employees too. To put it bluntly, you need the "right" people". Without them, you won't employee data get the "right" business results. Exactly how you define "right" is up to you. But you must find them. And that's what your selection process must be designed to do. Before you commence your selection process you need to be clear about exactly what on job performance you expect from each employee. You also need to be sure how you'll measure that performance to determine whether employee data nor not the new employee is "getting the job done". There's no place for slipshod, careless or rushed staff selection practice in the 21st Century.