Got Team Alignment?
The Value of Recruiting Employees
Why don't more businesses and teams improve themselves by recruiting employees that share the values of that organization?
As a leader you must set the example of what's acceptable to the rest of your team. The people you choose to add to your organization really set the tone for who your team is an where it's going.
Team Alignment is a Result of Recruiting People Who Are Already Aligned
Creating alignment in your team come by recruiting employees who don't have to be changed or altered in major ways to get them to see eye-to-eye with their fellow team members.
Yes you can try the frustrating task of molding people who don't share your team's core values, but why would you want to?
For the longest time I tried to cajole the representatives I brought onto my team. I tried motivation, I tried training. It seemed like I tried everything to get these people motivated.
Stop the Suffering
I helped them to the point where my own business suffered
Time and time again, most of these new insurance representatives failed to act. They never got off their butt to generate the leads and use the marketing system I'd developed. And over and over these reps would fail to perform and would quit before they saw success.
I knew I had to change who I was bringing onto my team. So I began targeting better team members by making the core values I expected from my organization, part of my recruiting process.
By being crystal clear about my values and the expectations I had, I began attracting better prospects. I saw the amazing power of the Internet and the importance of using precise language in your process of recruiting employees.
The recruiting process focused on educating my potential team members about the expected values of the team, while at the same time making their values, and whether they were a good fit, clearer to me.
Recruiting successfully is a matter of positive positioning
Team building and recruiting employees is a matter of building a workable community of like-minded individuals. The common purpose and vision that drives you toward your goals is a "do or die" factor whether you will spend the time recruiting an employee or not.
They either agree to your values and vision and get on board, or they're not on the team and you don't waste your time. . .
. . . it's that simple, but you must make the rewards of being a team member outweigh the cost.
By making your team's shared values an integral part of the recruiting process is the secret to happy productive employees and representatives.
Why?
Because people want to work in an environment where their core values are upheld and respected, when you make your core values clear before you recruit your team members and make hiring decisions based on whether or not your employees raise their hand to be part of your team first. . .
. . . recruiting employees this way, you position yourself far better than running a typical ad in the paper or trade magazine.
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