Re-recruiting your own before you recruit others

Some friends and I were talking the other day about what we thought were the prime causes of failing corporations. One of the causes we concluded was the leadership’s inability to keep them committed and most importantly keeping their employees committed. Most leaders of successful corporations view themselves as recruiters. They recruit the most-talented and educated new employees. They travel across the world recruiting new accounts. Yet, when their recruiting efforts have produced positive results and they return to corporate headquarters with a new deal or new employee they find more problems than before. What do most leaders do? Go out and recruit another employee or broker another deal. This cycle is ever present in today’s corporate world and is one of the reasons so many corporations find themselves failing to achieve the results they once enjoyed. As Inc.com’s Will Helmlinger wrote in his article Re-recruiting Your Employees, “most leaders fail to re-recruit their current employees instead they focus on new ones.”

Re-recruitment is the tool to retain superstars. On an almost daily basis I have a conversation with someone who tells me they feel they’re at a dead end in their job. They want to know what they can do to regain the vigor they once had for their profession. They feel the leadership’s direction has turned from what it was when they were hired. And the most detrimental, they haven’t had a sit down with their leader since their last annual review. Basically, the only communication they have with the leader of their organization is e-mail or the occasional appearance when things are going wrong. Leaders who fail to communicate are leaders not because of ability but because of position. Many leaders of today feel their most important objective is to provide gains in assets and revenues. They fail to see that as a leader it is their job is to delegate and get a group of people doing something for the greater good of the company. Accomplishing through others should be the ultimate goal of leaders.

If you’re a leader you may think you’ve gone too far in your pursuits of recruitment to begin the process of re-recruitment. You are dead wrong my friend. Let me encourage you today to read Will Helmlinger’s article on re-recruitment and begin the process. The current generations of workers is driven to an experience at the workplace and are very open to becoming better. Below I’ve listed Helmlinger’s 4 opportunities to re-recruiting your employees, a more detailed explanation can be found in his article.

On boarding
Water Cooler Coaching
Performance Reviews and Employee Development
Vision, Mission and Values

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