As a team leader, one of your primary roles is to keep your team motivated, engaged and productive during the highs and lows of a project. If a deadline is far away, team leaders need to keep spirit levels up and look at the long-term goals for the project; if reversed and deadlines are short, leaders need to stimulate energy levels without encountering staff burnout. It’s a delicate balancing act but rewarding when your team pulls through to complete the challenge.
For managers who are struggling with their recruitment team, it can prove to be tough to lift performance levels. One of the best tips I’ve found (and potentially the secret to getting the best out of your recruitment team) is to set aside individual performance and start getting everyone to perform as a team.
State your goals
Advice from the Houston Chronicle suggests that team leaders should conduct a meeting with a team as soon as it is formed and I can’t help but agree. To turn a group of talented individuals into an explosive team, leaders should explain the mission of the company and why your team is an integral part to reaching these goals. You’ve chosen these individuals for a reason; now it’s time for them to work together towards a crucial goal.
Recruitment team leaders should also be encouraging team members to take responsibility for their work to help keep the team moving forward. Instil a mindset of responsibility in all team members and let people know that others rely on them.
Communication
You’ve probably noticed a trend here: hyping up your team involves speaking to them directly and, to be a good leader, communication is key. It doesn’t matter whether your team is placed locally or working abroad in Dubai; communication is an essential skill when it comes to getting the best from your team.
Team leaders should always set aside to time to speak to their team and, vice versa, allow them to update you on their projects at least once a week. Speaking sessions can encourage team spirit, a feeling of camaraderie and an effective way of identifying both issues and successes.
Communication is also essential when critiquing a team member’s work. Evaluation and feedback can be a veritable hot potato but if done delicately, feedback can increase loyalty, performance and respect. This in turn will improve overall performance and motivation in the team.
What other secrets have you used to get the best out of your recruitment teams? I would like to see your suggestions, tips and strategies in the comment section.