I have owned my recruiting firm for over 10 years.
When my sales team drops the ball, I find myself making up the slack. I know that is limiting the growth of my business as well as the people who work for me. I’ve been a top producer most of my career and always hit or surpassed the goals I set when I worked for my owner.
I do know I would rather do than teach others. Some of the questions I’m asked by my recruiting team are basic things they should know. How can I force my team to hit their goals so I can stop saving the day?
This problem is common for top producers who worked for someone else and then opened their own firm. It seems quicker just to do rather than teach others. Consider this: If you feed someone a fish, they eat for one day. If you teach someone to fish, they can eat for their entire life. What happens to the success of your team if you are not there?
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How mature is your hiring process? Answer these 5 questions and find out.
Each time someone asks you a question, your answer should be, “What is your solution?” This begins to educate your team to not only bring a problem, but to also suggest a possible solution. You may agree with their solution or disagree, but it will force your team to become more independent and solution focused.
If your team is not consistently hitting goals, they don’t understand the WIIFM (What’s In It For Me) if they did hit their goals. If you erase goals not attained, basically you are saying they will not be held accountable if they don’t hit their goals.
Starting immediately, manage by numbers. Each person who works for you needs to understand what results they need daily in order to attain their goals. Add the difference between the goal set and actual production to future months.
Barbara J. Bruno, CPC, CTS