How long is your trial period when you hire new staff (or a guild recruit)? What happens during that trial period to evaluate their performance? Are there steps taken to correct inadequate performance? Who makes the call on whether it’s adequate?
Some companies and guilds put serious effort into hiring people who are right in terms of both personality and performance. For example, shoe maker Zappos pays employees a bonus to quit during their recruit period. They want to make sure that they retain only people who are thrilled with the job and feel it’s the right company for them.
In World of Warcraft guilds or our real life companies, I think the first step is ensuring that people know what they’re getting into. If you raid till 1 in the morning on most nights, don’t tell recruits that you raid till midnight. If you require overtime on a regular basis, don’t indicate that work hours are 9-5, because they’re not. Misleading a recruit is only going to cause dissatisfaction and problems later. Don’t do it. It’s bad for business. Turnover is expensive.
I remember one guild that had an enormous turnover rate with new recruits. They’d join, pass their recruit period of a few weeks, and then leave a month later. Typically, that’s about how long it would take them to realize that the guild’s DKP system wasn’t fair to them. It wasn’t capped, nor was it ever reset on new content, so a few long-term guild members (mostly leadership) always had first choice on every item of gear that dropped, every time. There was literally no way for a recruit to ever catch up. If your attendance was perfect for a year and you never bought an item, you’d still be unable to compete with old-time members who were thousands of DKP ahead of you.
So What About Their Performance?
If you’re recruiting well and have a decent-sized pool of applicants, there’s less challenge here. Let’s look over the possibilities:
High Performance, Low Maintenance Gems
Ideally, you’re recruiting lots of High Performance, Low Maintenance folks: mature, low drama, do their jobs without being pushed to do so, are a good fit in personality. Communicate with them regularly, and tag them promptly when their recruit period is up. Remember to ask if they have friends that would fit well in any spots you’re still recruiting for.
Clear Out the Low Performance, High Maintenance Types
Hopefully, you’re promptly rejecting the Low Performance, High Maintenance folks: immature, unreliable, greedy, into drama, never prepped, and unimpressive performance in their jobs. This is the kind of recruit who has to be the owner’s real-life family to keep a job long in the Real World. If you’re recruiting for a Wow guild and you feel the recruit falls in this quadrant, don’t try to fix it, reject them.
Is a Low Performance, Low Maintenance Recruit Worth Some Effort?
Now it gets a bit trickier. What about the Low Performance, Low Maintenance folks? We run a three week recruit period, normally. Sometimes that’s just not long enough to be sure about these potential members. They’re nice, they fit in well, they’re reliable, but their dps/healing/tanking is a bit “meh”. Not stellar. If it’s content they know, in that class/role, it’s probably not going to get a lot better. If it’s new content, you may want to extend their Recruit period. As we discussed in an earlier post, different people learn in different ways, and some are slower than others.
To be frank, more time doesn’t always work, and it can be that much harder to reject them, but you’ll have to be prepared to do that to these nice people if you give them an extension. However, in a few cases where an extension does work, you can end up with incredibly loyal High Performance, Low Maintenance members who are well worth the effort. So if they’re relatively new to raiding at the level your guild is at, or kinesthetic learners, or very new to the content, giving them more time might be a good call. Look to see whether there’s a slight trend in improved performance. You are tracking performance metrics such as combat logs, right? Just don’t give them an extension without communicating clearly what the issue(s) are, and what you’re looking to see change.
High Performance, High Maintenance – Your Mileage May Vary
This area is a bit of a minefield. You may find the most stellar performers and the greatest challenges here, in the same person. A guildmate once told me that “WoW raiding guilds attract perfectionistic introverts”. In other words, people who are enormously demanding on themselves and others, but sometimes lack people skills. These folks can have challenges with real life vs game balance, and self control issues that result in drama, temper, sulking, tantrums and other forms of behavior that nobody in your organization is going to enjoy. Sometimes a formerly High Performance, Low Maintenance person shifts into these types of behaviors due to Real Life issues and stress.
From a recruiting perspective, you really have to ask yourself whether the (potential) gain justifies the (potential) risk. If you think it would, I would also recommend a frank discussion with the person about acceptable behavior and the consequences if it’s not. Leadership may have to periodically reign these folks in, and their turnover level is often high. On the flip side, they can be incredibly creative contributors. Many high-end raiding guilds (and companies in creative industries) recruit many of these players. They need obsessive perfectionists to achieve guild-first kills, and accept high drama and high turnover as the necessary side effects.
I can’t tell you what’s right for your guild or business. However, if you want to attract long-term High Performance, Low Maintenance raiders or employees, you have to give them an attractive environment to hang out in. At a minimum, I suggest you keep those members who fall into the fairly unstable High Performance, High Maintenance quadrant out of positions of authority. Giving these folks management, raid leading or guild officer positions is pretty high risk. Nobody enjoys abusive management, and organizations never thrive on it, long term.
Not Safe For Work Extreme Examples
The following videos contain lots of abusive and obscene language, and are extreme examples of perfectionistic raid leaders without control of their tempers. Don’t even think of hitting play if you’re at work or have a young child nearby, please. They illustrate extremely well why many of our potential applicants ask to listen in on a raid before applying.