Exit Clause
Earlier this week I wrote about “success through infection.” In that blog, I said you cannot inspire people who are not already open to it. I think leaders that go on and on talking about the importance of inspiring people around them are full of crap. Instead, I look for INSPIRED, IGNITED people.

We try to make sure everyone we hire at Zimmerman is that type of person. Unfortunately, it doesn’t always work out that way. Prior to joining our team, everyone who comes to work here is required to take a personality assessment. This Predictive Index® is actually specialized for each individual position to try to ensure we hire the right people for the right positions. However, I’m not going to sit here and tell you it’s a foolproof system. In most contracts, there is a 90-day exit clause in case either of the parties is not satisfied. In my opinion, agreements with my associates are no different. If it’s not working out, if the chemistry isn’t there, it’s better to terminate the relationship then and there. Why beat around the bush and waste everyone’s time?

During the first 90 days of working here, we fit well within the industry norm when it comes to our turnover percentage. Why? Because it is hard work here, wildly hard work. We expect as much from our people as we expect from our work. We expect our people to be passionate, driven and relentless. We expect them to be inspired and ignited. No one here has time to waste trying to light a fire inside of someone if there’s not already a spark there. The reality is that some people are just not up to the challenge.

I will not apologize for that. In fact, quite the opposite: I’m proud of it! The most important thing about grooming talent is natural selection, which is precisely what happens here.

The other side of finding who is wrong for this agency is finding who is right for it. At Zimmerman, the 91-day mark is the first day of what could be forever. If you have it in you, I promise you the most accelerated path to learning, growth and rewards in the industry. That’s why we have a turnover rate of nearly 0% at the department head level and above. That’s way below the industry norm! These people understand the goals and objectives of working at Zimmerman. And they don’t leave. I don’t promise them it will be easy. But most of our associates wouldn’t have it any other way. If you’re not one of those people, you know where the door is.