no i in team

One of the biggest issues facing recruitment bosses today is staff being kept for too long while they continue to fail. You’re never going to be a success unless you make the decision to put your business first and develop a strong leadership style.

Trying to run an aspiring business that works for everyone? Here’s some advice to make sure all employees are contributing and rowing the boat in the same direction. 

Reward, reprimand, repeat

Everything in recruitment is reward-driven. Lunch clubs, holiday incentives, early finishes, commission schemes… employees should recognise the considerable amount of carrot on offer. But make sure they also know the consequences of poor work.

There needs to be an impact for a lack of contribution, one where it’s cool to be a good employee, and where people are fearful of looking shit. For each and every action, there’s a reaction – and you need to consider the ramifications of both positive reinforcement and palpable penalties. 

If you’re offering a holiday incentive for your best performers, what are you doing to motivate the worst? When you’ve got everyone singing from the same hymn sheet, you move closer to that six-zero figure.

Be firm but fair

Too many businesses carry long-serving members of staff in recognition of their ‘loyalty’. But it’s important you have strict guidelines in place if an employee isn’t up to scratch. Otherwise you create a safety net – a barometer that encourages other workers to argue “I’m not doing great, but I’m not as bad as them”.

When you embrace next-generation technology, automate processes or even generally improve systems, you’ll find it’s difficult to justify the employment of all your dearly beloved staff members. But remember, you can’t afford to employ individuals who don’t contribute anything to the growth of the business.

Sometimes you have to put down ‘Old Ned’ and make objective decisions about those not pulling their weight. You need to make room for the next generation of superstars, and stop managers from crippling budding careers by keeping the gifted under their wings. It’s down to you to identify raw talent in order to prevent this. 

Share investment responsibility

Innovation is key to growth, but the boss can’t be expected to pay for everything. If there’s a new piece of rectech that makes your employees more productive, make amendments to commission plans, reward schemes or even thresholds so that the cost burden is shared, creating engagement within the team.

Otherwise, you’re essentially buying something to simplify the role of your employees without any immediate commercial benefit to the business. All of your staff should be invested in innovation, or anything that accelerates their earning potential. 

It shouldn’t be down to you to pick up the bill. Doing this repeatedly will cultivate a poor attitude to personal development at a personal cost to you. After all, there’s no ‘I’ in team, but there are three in millionaire…