Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'motivation'

Ask Barb, For Managers

My Team Isn’t Producing. What Do I Do?



Ask Barb

Dear Barb:

I’m frustrated by the results this year. I know my sales team could produce more. How do you light a fire under people without having them walk out the door? They are never on the phone and seem to think sending emails and texting is just as effective. They also spend way too much time on social media sites, job boards, and searching our database rather than calling possible candidates to place.

I’m at my wits ends and really don’t know how to motivate my current team. There are times when I think I should fire everyone because I could make more money just producing by myself. How do you motivate your team?

Walter M.
Detroit, MI
Ask Barb, Motivation

Need More Balance? Discuss it With the Boss



Ask Barb

Dear Barb:

I’ve been a big biller for most of my career. I just returned from maternity leave and I find I don’t want to put in the effort or hours it takes to become a top producer. I tried to explain this to my manager, but he is convinced I’m just sleep-deprived and will return to being his #1 producer this year. It’s not going to happen, my priorities have changed and my husband earns great money, so I don’t need to earn what I’ve earned in the past.

I don’t want to quit, but I’d rather work for someone who is not pressuring me on a daily basis to produce numbers I feel are unreasonable considering I have a four-month-old daughter. My co-workers even feel my manager is out of line. I know you were a single mom and would really value your advice.

Judy C.
New York, NY
How-To, Motivation

If All You Do Is Think You Should Be Doing Better, You Won’t



RecruiterU

When I was 16 years old I came home from a particularly hard day’s work at Burger King where I commanded a wage of $3.35 per hour. (Yeah, minimum wage.) My very loving and supportive mother asked me how my day was and I remember answering, “It was long, difficult and hot…  I should be making A LOT more to do this job!” I was expecting a supportive hug, a “Keep it up honey, they’ll recognize your worth.”… Something like that.

My mother’s response floored me; I’ll never forget it. She said in a pretty terse tone, “NO you shouldn’t! You DON’T KNOW ANYTHING YET!”

Wow! I felt the blood drain from my face and felt very humbled and a bit humiliated, honestly.

As Tim Russert wrote, “The older I get the smarter my father  seems to get.” Substitute ‘mother’ in that sentence and that is how I feel now. You

How-To

Agreements, Slumps, and Offers



2 minute coaching logo

Topic 1: Should you start a search without a signed agreement?

We were all likely taught that you should never start a search without a signed agreement. This makes good sense for many obvious reasons. However, what do you do if a hiring manager authorizes you to send people for a search but does not return your agreement promptly?

Hiring authorities (like all of us) only do things when it is obvious that it will benefit them in a tangible way. Reading a contract in detail before they receive a candidate is not always at the top of their priority list. Often it is your presentation of a star candidate that provides the motivation for the manager to sign your agreement.

Motivation

Your Problems May be Opportunities In Disguise



fordyce-default

Standing on the football field in the fall of 2011, hours before a Baltimore Ravens game against the Pittsburgh Steelers, I reached out to shake the hand of former NBC Sports President Dick Ebersol and introduced myself.

“Nice to meet you. I’m Gerry Sandusky.

He snatched his hand back, a flinch reflex as if my hand were on fire. Before I could say, “Gerry with a G, no relation to the former Penn State coach,” Ebersol had disappeared into a nearby crowd of people, a safe distance from the awkwardness caused by the sound of my name, an identical sounding name as a convicted child molester. Problem.

Motivation

The 9 Elements of Resiliency and 6 Steps to Building It



fordyce-default

make it happen training - free milesEditor’s note: These tips are excerpted from The TRACOM Group’s workbook, “Developing a Resilient Mindset.” 

Filter — How you filter information and interpret the world.

  • Personal Responsibility is the belief that successes or failures at work are determined by one’s own talents and motivations as opposed to external forces such as luck or good timing. Those who are high in personal responsibility believe they control their own destiny and attribute events to their own traits. Rather than relying on external factors such as luck to achieve objectives, they look inward to their own talents and motivations and attempt to exert control over situations.
Motivation

12 Tips to Crank Up Your Self-Motivation



Yes You Can-free

Yes You Can-freeCan you imagine your life as you want it to be? Great!

Are you stalled in getting there? Take heart — you have it within you to succeed. These 12 tips will help.

1. Wake up with an attitude of appreciation. Why? Because you woke up! Asked “How are you today?” your answer should be “fantastic, excellent or great.” G.R.E.A.T. stands for Getting Really Excited About Today. You are excited because you woke up — you can see, hear, walk, tal Today could be your last day. Why not make it the greatest day of your life?

How-To, Motivation

Embrace Your Inner Rookie and Win



Novice button-free

Novice button-freeRookies are just awesome. Their innocence and energy for an office is infectious, and they do the things which the tenured forgot made them successful. Yet with all their mistakes and silly questions, they still bill. They bill because they follow the system. They follow the system because they do not know any better. It just has to make you smile.

A while back I had a rookie brag he had verbal approval for terms with a  former client of the office. This company had a change in HR back in 2009, which at that time issued cancellation notices on all existing service agreements and issued new service agreements that included a reduction in fee, a longer guarantee period, and a money back guarantee. We went back to all of our hiring managers, elicited their help to no avail, and finally walked away.

For Managers, Motivation

Improve Commitment by Understanding the Personal Nature of Motivation



hiring right 6

Note: This is the sixth article in a series on decreasing turnover and increasing profits. In the previous articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), setting expectations,  training (Your Onboarding Should Not Be Like A Box of Chocolates), standards (When You Set Standards and Manage to Them, Everyone Knows Where They Stand), and performance based training (Performance Base Your Training For Early Success).

 _______________

Decreasing turnover and increasing profits are a result of attracting, hiring, training, and retaining a productive staff that can effectively work together. However, an important factor that contributes to this is your understanding of the nature of personal motivation. This understanding is critical to achieving a realistic picture of your personal operating/management style, and it is equally important in determining “who” to hire, and “how” to train and manage them once they are on board with your firm.

Personal motivation is just that, it is personal. Therefore, in order to understand it, you must understand the person. As a starting point consider the findings of a longitudinal study by the National Science Foundation. This study concluded that:

The key to having employees who are both satisfied and productive is motivation, that is, arousing and maintaining the will to work effectively, having employees who are effective not because they are coerced but because they are committed.

Entrepreneurship

Why I Left Corporate Recruiting



Matt Lowney
Matt Lowney

Matt Lowney

As you may have read in my previous post, “Staffing Agency Pitch: ‘We’re Different.’ Employer: Yawn.” my belief is that there’s not strong differentiation in the staffing vendor world. Too often sales pitches don’t strongly reinforce their key differences in building a business case. Said another way, most firms seem to be focused on business development and not recruiting quality.

That’s a broad brush to paint the industry with and there are certainly several very strong local and national firms, but that seems to be the overall client perspective of staffing firms. With that in mind, I recently decided to move out of corporate recruiting and start a recruiting practice (actually two different firms) with an eye to doing things differently.