A little more management theory for you from Peopleware (a seminal text about managing people in my business), the best people do 10 times more work then the average people and the average people do 10 times more work then the bad people (or words to that effect). This is the kind of thinking that drives Southern at 150's "super hires" initiative (I'll get into what a stupid management move it was calling out this obvious hiring practice another time). Basically, you want to hire all superstars and not hire losers. Of course, once you get the superstars, you want to keep them and get rid of the losers.
If you were a superstar, would you come to SIU today? In the Morris years, they could and did hire superstars. Today, SIU hires only people who don't get a job offer from a different research university. To say it a different way, every research university is a better place to be a professor then SIU.
How do you fix this? My three step plan would be
- Hire earlier then everyone else and make the good people accept when they have no other offers.
- Improve management.
- Pay competitive salaries.
SIU can't pay the worst salaries in the industry and win. They can afford to pay industry average and they should. It is both ethically right and the right decision if they want to improve the university.
Your comments are welcome.