When I wrote last week about looking at a different way of rewarding recruiters so that they focused energies not just on the deal but on developing deeper, collaborative relationships with clients, and on building and engaging with their candidate community – almost certainly 2 key objectives of the future recruiter (hey, did I miss a rhyming alternative blog name there??!) – I didn’t expect everyone to agree.
I got some encouraging comments on the blog, and by tweet and e-mail, and I did get the ‘so does that mean if candidates like you but you don’t bill any fees then you still get a bonus’ objection.
My reply to this was that if a consultant was delivering to their clients and candidates what they really wanted, then they would be billing…it was all a question of trusting your consultants.
Move forward to the weekend and I was involved in 2 particular conversations on twitter that bought home to me the question of trust.
Firstly a quite detailed debate (due to run and run) about Social Media strategy…who, if anyone, owns it, who controls it, and what policies/guidelines should companies create for its employees.
Now this topic has already been written about on many blogs, and debated at many conferences and unconferences, and will continue to be debated, and there is a great summary of the conversation on the unblog for the London Recruitment Unconference…there you will see me say “management need clear vision on SM for their business & then have to trust employees to be professional”
Some of you may follow Gareth Jones (@garelaos) on Twitter…he’s the director I report to and he has given me complete freedom over how I build my professional social media profile. He’s encouraged me to blog, and is happy that my blog and twitter feed are visible to all candidates and clients through my LinkedIn profile. I’ve offered him the chance to read my posts in advance…to approve or censor them if he wants…but he said no…just post it and get in the conversation. Clearly he trusts me…
The second conversation was about Power Naps, and how Power Naps Rule! Karla Porter sums it all up here in a great post, and it got me thinking…how many companies have a quiet room, or put aside space where employees could take a short Power Nap to keep them fresh for the rest of the day? How many businesses would TRUST their employees enough? It’s helped Presidents and Prime Ministers rule our countries, but would management allow it for their workforce?
It’s all a question of TRUST…if you want to get the best out of your people, trust them. Whether you’re looking for sales, trying to build a social media profile, or looking to get maximum performance…loosen the rules, guidelines, structures and KPIs…and trust your best people.