William Miller
BBA
Free
Bill has trained thousands of managers to improve their leadership skills Expert
William Miller Quick Facts
Bill Miller has a unique blend of practical management experience and creative talent. He graduated from the University of Cincinnati majoring in Business Marketing and Psychology. Bill enjoyed a successful career spanning 35 years with a well known fortune 500 corporation. He played a significant role in growing a small family owned company to the multi-billion dollar corporation it is today. He was Vice President of Operations of the company’s great lakes region before returning to the corporation’s headquarters to lead the company’s management development programs. He helped the company build one of the most successful management teams in the country. Bill founded Performance Leadership, LLC in 2003. Performance Leadership focuses on helping clients improve performance through improved HR strategies involving hiring systems, effective leadership, human relations, and controlling healthcare costs. He has taught thousands of new and experienced managers and spoke to hundreds of outside organizations including CEO roundtables, executive associations, and college campuses. www.performanceleadershipllc.com www.wmiller@performanceleadershipllc.com
Articles by this expert
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HOW CONFIDENCE IN HIRING PRACTICES IMPACTS EARLY TURNOVER
HOW CONFIDENCE IN HIRING PRACTICES IMPACTS EARLY TURNOVER William E. Miller Hiring and developing new people are the first steps in building a winning organization and avoiding expensive employee turnover. To develop new people, especially during their initial training, managers must have complete confidence in their company’s hiring system. Without confidence in the quality of new hires, managers lose their commitment to help them when they stumble, falter and face discouragement. I‘ve seen early job discouragement more times tha I can remember.
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USE THE “SUMMIT PRINCIPLE” IN YOUR HIRING PROCESS FOR IMPROVED PERFORMANCE, AND LOWER EMPLOYEE TURNOVER
A good hiring process is built on solid, proven principles and hiring process design that should be taken very seriously. But one principle of hiring process design ranks way up in importance and can have an immediate impact on an organization’s ability to improve hiring and staffing decisions. I call it “The Summit Principle.” Use it, and your hiring decisions will immediately improve. When I was in operations management many years ago, I remember attending a meeting in our Detroit, Michigan facilities with the General Manager and his Department Managers.
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HOW TO AVOID HIRING MISTAKES AND LOWER EMPLOYEE TURNOVER….
There are many who say reference checking is fast becoming a “lost art”… something of great value that could be lost forever. Why are so many companies not performing reference checks these days?
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ECONOMIC CYCLES AND HIRING…. Is Your Company Ready for Recovery?
The cycles between the best of times and the worst of times can have a disastrous impact on your ability to hire well and with confidence. Economic conditions force companies to re-examine business strategies and budgets, especially in the areas of discretionary spending. In difficult economic conditions downsizing tactics are likely to first occur in administrative functions. Normally, the least productive employees are told to leave first. If conditions worsen, downsizing cuts into operating functions like sales and production.
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POOR HIRING WITH INCOMPETENT INTERVIEWERS IS A MAJOR CAUSE OF EMPLOYEE TURNOVER
Peak performance begins with surrounding yourself with talented people who are compatible with your company’s culture and who have the skills needed to succeed in the job. Excessive employee turnover ends all hope of developing peak performance. Two major reasons for people quitting is 1) they hate the job and can’t perform well or 2) the hate the person they work for. An effective hiring process is your best defense and firewall against both of these problems.
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HIRING AND THINGS THAT SCREW UP INTERVIEWS
A company’s hiring process has everything to do with employee turnover – especially early turnover. Bad hires don’t last - - they leave or are asked to leave. They choose to leave when they don’t like the job, the company, or the people. In this case a bad hire “fires” you and your company. On the other hand, bad hires are asked to leave when they can’t learn, won’t learn, or demonstrate some character flaw. Managers get involved and you fire them.
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THE NEW ART OF INTERVIEWING - The Attitude of Disce ment
Effective hiring depends upon effective interviewers – people who know what they’re doing and who approach the interview with a sense of importance and humility. A humble attitude is crucial for disce ment and good judgment. The best example I can give you illustrating the right attitude for interviewing is lifted from a very reliable source…The Bible and the First Book of Kings, and the history of King Solomon and his father, King David.
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