In November of 1984, production began on what would become one of the most beloved movies of all time. Years had been spent developing the script, shopping it to studios, and meticulously selecting the cast. What masterpiece do I speak of? Back to the Future, starring Eric Stoltz as time-traveling teenager Marty McFly. Wait, what? Eric Stoltz?
For cinephiles, it’s an interesting piece of BTTF lore. For the rest of us, it’s a case study in hiring right and making hard choices. Just weeks into a 14-week shooting schedule, director Robert Zemeckis knew he had a problem. He was already planning for several reshoots and there was murmuring among the cast. What was the problem? Stoltz.
Back to the Future teetered on the edge of becoming yet another Hollywood gamble gone wrong. A moonshot missed. A visionary concept turned calamity. And it all came down to just one person.
Although your workplace may seem like a far cry from a Hollywood production, the premise still holds true: one toxic coworker will infect the rest of the team and risk your opportunity for a positive outcome.
Here’s how to get it right (or recover, when that’s your only option).
1. Build a team.
Hire an attitude, not a skillset. Surely there are core competencies required for the role, but hiring for those alone can be a recipe for disaster. Though an accomplished and talented dramatic actor, Eric Stoltz simply could not find the comedic timing and tone Zemeckis had written for the role. Thus, his performance was not complementing that of the rest of the ensemble. You must consider the soft skills required to successfully integrate with your team. You can hand down knowledge where needed. You cannot change attitude. And since you don’t have to worry about your team members delivering an award-winning performance on screen, add proven performers. The greatest indicator of future success is past success. Successful people practice habits that produce optimal results in any endeavor. They will adjust to your landscape and learn your playbook.
2. Look for fundamental mismatches.
If you’re going to succeed as a team, new employees must fit into your established team culture. Stoltz’ style of method acting, which required he stay in character even when not on camera, was an annoyance and distraction for cast and crew. This even led to hostility between Stoltz and costar Tom Wilson. When it comes to the workplace, say someone thrives in a hands-on working environment, but joins a team that meets once a week and otherwise works remotely and independently. Ultimately, the hiring manager has set the new team member up for failure. This fundamental difference in work style may not matter too much in the short term, but the new member’s job satisfaction — and, subsequently, performance — will slowly erode over time, negatively impacting the rest of the group and project success.
3. Don’t compromise.
Ironically, Michael J. Fox was the first choice to play Marty McFly, but he had a scheduling conflict. So, in the interest of time and money, the director went with another actor (a choice he would later come to regret). You know exactly what you’re looking for in a new team member. You’ve invested countless hours drafting the job description and navigating the internal approval process, and you are likely one of the biggest drivers and ambassadors of your team’s culture. In today’s environment, there’s fierce competition for top talent. Don’t give in to temptation to “fill the seat” due to schedules or internal pressure. The cost in team disruption and affected deliverables is far greater than waiting and taking the time find the right candidate. Just ask Steven Spielberg and Robert Zemeckis. It will be worth the wait.
4. Be willing to course-correct.
Despite our vast array of sophisticated HR tools, interview panels, and sometimes magi-like ability to judge character, it’s impossible to get it right every time. Perhaps you and the team have made every reasonable effort to come alongside to support and coach the new person, and it just isn’t working. You must be willing to course-correct, as Zemeckis did. The credibility earned from your team will be immeasurable, and the outcomes of your engagements preserved. After six weeks of filming, Stoltz was replaced with Fox, and the rest is cinematic history; a nearly flawless ensemble cast delivering a film that works in every way.
The leadership lesson in all this? Add the wrong person, and what you gain from their expertise is lost many times over in damage to your team. Chemistry doesn’t just count; it’s everything.
Greg Huckabee is a Client Engagement Manager for BDO Digital’s Demand Generation Group, where he advocates for client solutions and resources. He loves helping marketers uncover hidden opportunities and realize the greatest possible value from their marketing automation tools.
The post How to Hire Right: When It Comes to Your Team’s Success, Chemistry Is Everything appeared first on DemandGen.
