So much for Fages to learn, so little time. Maybe we could catalogue some of the important stuff in case his recorder fails or he misses some notes. He'll only have a few minutes to delve into Triggy and extract over a decade worth of knowledge and experience within a performance-based industry. What I hope is that Fages will always be able to come here in case he needs a bit of help from his predecessor, but is too embarrassed to call him.
1. Lead the league in average length of tenure for staff. Having a stable and comfortable workforce is much more important than recruiting high performing individuals because they can sometimes challenge other employees to be better themselves. The only way to improve an employee is with a Harvard short course or a 6 month study trip. Be vigilant, some people interview as mediocre but end up being much, much better, identify these individuals and move them on ASAP. Always, always promote from within before looking elsewhere. I've set this up beautifully for you, you don't need to make any changes whatsoever.
2. Keep your website hits up. In the internet age there simply cannot be strong on-field performance if you don't have an elite website.
3. Do not trust player managers. They tell you that they're doing what's best for the club. You will eventually find out that they're actually working for the players. Although, Dmac and Radar's managers are the exception to that rule. They have always looked after the club to the detriment of the boys, you can trust them.
4. If you do a good job here, you might be like me and the AFL might promote you to another club. It used to be hard for me because I worked for the SANFL and the AFL. It's easier for you because you only report to the AFL, but if you do that well, you could take over from me when I transfer to the AFL department in 3-4 years. I'll keep you in mind if you want, but you'll owe me one.
1. Lead the league in average length of tenure for staff. Having a stable and comfortable workforce is much more important than recruiting high performing individuals because they can sometimes challenge other employees to be better themselves. The only way to improve an employee is with a Harvard short course or a 6 month study trip. Be vigilant, some people interview as mediocre but end up being much, much better, identify these individuals and move them on ASAP. Always, always promote from within before looking elsewhere. I've set this up beautifully for you, you don't need to make any changes whatsoever.
2. Keep your website hits up. In the internet age there simply cannot be strong on-field performance if you don't have an elite website.
3. Do not trust player managers. They tell you that they're doing what's best for the club. You will eventually find out that they're actually working for the players. Although, Dmac and Radar's managers are the exception to that rule. They have always looked after the club to the detriment of the boys, you can trust them.
4. If you do a good job here, you might be like me and the AFL might promote you to another club. It used to be hard for me because I worked for the SANFL and the AFL. It's easier for you because you only report to the AFL, but if you do that well, you could take over from me when I transfer to the AFL department in 3-4 years. I'll keep you in mind if you want, but you'll owe me one.
