Your role as a recruitment manager is to support, guide and coach your consultants to consistently get results and help individuals hold themselves accountable to the actions they agree to. Imagine then when you’ve worked with your consultant to set goals, developed an action plan, agree the action that they need to take, monitored and evaluated their performance and still there is no change of results. What can you do?
As a start you can understand what it is that stopped the recruiter from getting the result they wanted and fulfilling their potential. There are 4 key factors that determine how people perform:
If you are a mid tier performer, it will probably be one of these factors that stops you from fulfilling your real potential.
Let’s consider these factors in context and there is a really useful model which is helpful in putting these points into context.
In our jobs, we get a sense of results, where we are dependent to some extent on:
The environment – for example we probably perform better if we have a good office space, tools and access to good database and systems
- How we behaviour – what we do on a day to day basis
- And on our skills and abilities – how we do it – our process
However, we could have all the skills, abilities and behaviours to preform effectively, and it could be the right time and right place, yet if you don’t believe you can do it, or it’s not that important to you to do it, will we be able to activate the behaviours, skills and abilities? Probably not.
And even if we believe that we can do it, if it’s not important to use (i.e. it doesn’t fit into our values and we are not motivated to do it, will we do it? Again, probably not.
And even if these factors point to us being able to get the results we want, if it doesn’t not fit with our sense of identity (which is simply one or more beliefs about our self), will we do it? Again, probably not.
So if we are not achieving our results, it means that these areas are out of alignment.
And the 4 factors, our motivation, our beliefs and our abilities fall within this model and can stop us moving forward. Fear, is also strongly linked to the 3 points I’ve just mentioned.
So how as a manager can you help your consultants to get re-aligned, a good place to start would be with motivation. Remember,
“What people want – what they really want – tends to motivate them to act.”
So for many recruiters a key factor in their non-success is the lack of motivation. If you can find out what really motivates your mid tier consultants – then change can happen instantly.
Motivation is about what is important to people. When you know what your team values it can make your job as a manager much easier. To find out what someone’s values are all you need to do is to simply ask them the following questions:
Question 1: “What’s important to you about being a recruitment consultant?”
Then write down their responses – they will say things like making money, making a difference, getting results, having fun. Write down the exact words that they use.
Then it’s a bit like unpeeling an onion – ask them “what else” 3 more times, writing down their answers.
Question 2: Order of Importance
When you have a list of between 5 – 15 values – ask them:
“Of all the values – what’s the most important?
Assuming you have _______, what’s the next most important thing on the list?”
And the next most important on the list?
And the next etc.” (Do the top 5)
Question 3: Finding out what their values mean
As a manager, if a member of your team tells you that recognition is important to them in their work, this is helpful and you may not now what they mean by recognition (you’ll probably know what you mean by recognition). If you know specially what they mean by recognition, you will have far more of an idea about what to do to motivate them (or what not to do to avoid de-motivating them)
Here are some useful questions that can help you find out what values mean. Using regocnition for example:
- What has to happen for you to know that you are recognised_______?
- How do you know when you’re recognised?
- What does challenge________ mean to you?
- How do you know when someone recognises_______you?
- What is your evidence procedure for recognition _________?
- What causes you to feel recognised __________?
- What would have to happen for you to feel not recognised ________?
I hope you found this article useful. If you would like some more tips on how to deal with the inner game or help your team to deal with their inner game – join my FREE Webinar ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’
Click on this link to sign up: 6 Steps Convert your Under Performers to High Billers
‘Til next time,