The goal of an effective manager is to produce excellent results without a lot of effort. This idea is simple to grasp in theory but is poorly executed by most firms. There are two common scenarios that tend to exist in recruiting firms, both of which prove ineffective over time.
Scenario one: The soft manager - In this scenario the manager is liked by the recruiters but does not produce strong results. Expectations are not clear, consequences are not enforced, and the manager is not respected.
Scenario two: The hard manager - In this scenario the manager may produce good results but he or she is not liked by the team. Therefore morale is low, turnover is high and management is seen by the staff as the enemy.
The best management strategy is one that takes the best parts of the hard and soft manager and combines them into one system. This produces an environment where employees respect the manager and also have a friendly relationship with him or her. To have this type of environment requires a mind shift in the way you view your staff and your role as a leader.
The “Leave alone/ zap” management method:
A key thing to remember when thinking about your management strategy is this: recruiters who feel confident and good about themselves produce better results. They need to know when they’ve done something right or even approximately right in order to have a strong sense of confidence. They must know what good behavior looks like which means that performance standards must be clear. Often times management and the employees disagree on what’s expected. Neither side has made sure that the other knows what is expected. Misunderstanding and poor communication leads to a tremendous amount of discord, blame and spotty performance.
If your management strategy includes the following three things, you’re well on your way to better performance:
You as a manager will not need to spend a lot of time with your staff if you can master the three simple techniques listed above. The idea is to make the rules the bad guy and you as the manager the good guy who’s cheering them on to better performance. The rewards and consequences are clear so the use of threats, guilt and nagging are irrelevant. Your job changes from that of a nag to that of a supportive but firm coach. This strategy is aligned with the axiom, “goals begin behaviors, and consequences maintain behaviors”. I will write more about the three techniques above in a future Fordyce article.
Gary Stauble is the principal consultant for The Recruiting Lab, a coaching company that assists Firm Owners and Solo Recruiters in generating more profit in less time. His free monthly e-zine, “Creative Recruiting” will help you to attract premium clients, make more placements, and still be home in time for dinner. Subscribe today at www.therecruitinglab.com. There are also over 20 Free Special Reports online covering advanced marketing, firm management and recruiting best practices. For more information or to schedule a complimentary consultation, visit the site or call 408-847-5049.