With a world that has been turned upside down, sales that have fallen to unprecedented levels, and a future that is still filled with uncertainty, recruiting new employees may not be the top priority on your To-Do list. However, an old proverb says, “the best time to make hay is while the sun is shining”.
There are two major reasons to consider looking for your next superstar, right now, while the sun is shining:
Reason #1: Major “Life” events, including what we’ve just experienced, cause people to “re-think” their priorities. For many, this means considering a career move.
A Gallup poll shows that during normal times 67% of U.S. employees are disengaged at work, and 51% say they are actively looking for a new job or are open to one. We can only assume that these numbers have spiked along with unemployment.
Reason #2: As people return to work, some will be even more disengaged. The personalities and beliefs of owners and managers and the “return to work” policies they implement will determine the level of their employees’ anxiety. Some will think the precautions and mandates will be too much, while others will believe it is not enough, both causing uneasiness, disgruntlement, and reasons to ultimately look for a different employer.
One of the most important duties of a manager is building and maintaining a strong team. While recruitment may not be a top priority, it should always be a high priority and a regular, ongoing function for every manager. There is nothing worse than having one of your sellers hand you their two-week notice when you don’t have someone on the bench. The truth is … the two reasons listed above apply to your employees as well.
While it may feel and seem odd, the sun is truly shining. So, get the recruitment machine fired up, make sure the barn is ready, and start making hay! The sun is shining!
Stay Safe – Stay Healthy – Stay Strong!
There is no denying that experience can be a great teacher. But all too often we promote our best ‘experienced’ sales people to sales managers with no management training or safety net. It’s not fair to the newly appointed manager, to their staffs, nor to the company.
Having a successful track record in sales enables the newly appointed manager to capture the respect and credibility necessary to lead; that’s a good thing. But the skill sets she/he acquired as a sales person do not necessarily equip them to be great managers.
I’ve had the heart-breaking experience of seeing dedicated passionate sales leaders crash and burn in management roles. Not because they didn’t have the work ethic, desire, intelligence or integrity to succeed, but simply because they were given the title, an office, and told “good luck”!
And it can be intimidating for a new manager saddled with a truckload of new tasks to ask for coaching or training for fear they might appear weak or incompetent in their new role.
I do admire the intent of companies that prefer to promote from within.
If you do promote from within and want to see your candidate succeed, consider doing two things;
1.) Hire a management coach to confidentially mentor their growth.
2.) Invest in management training to ensure their continued success.
To not do so is unfair to your new manager, their staffs, your customers and your company.