Comments - Stick or twist - how long should you give an underperformer ? - RecruitingBlogs2024-03-28T16:02:18Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1519048&xn_auth=no@Lauren,
How much time do you…tag:recruitingblogs.com,2012-02-23:502551:Comment:15197542012-02-23T18:35:44.684ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>@Lauren,</p>
<p>How much time do you suggest? One month; two months; three or four?</p>
<p>@Luke,</p>
<p>I would also suggest that when a recruiter is coming up short--does the organization have any obligation to come to the rescue in terms of mentoring; direct assistance; training; coaching...before you pull the plug?</p>
<p>Is there team obligation to help a floundering member? Or is it swim or sink?</p>
<p>@Lauren,</p>
<p>How much time do you suggest? One month; two months; three or four?</p>
<p>@Luke,</p>
<p>I would also suggest that when a recruiter is coming up short--does the organization have any obligation to come to the rescue in terms of mentoring; direct assistance; training; coaching...before you pull the plug?</p>
<p>Is there team obligation to help a floundering member? Or is it swim or sink?</p> Enough with the sporting anal…tag:recruitingblogs.com,2012-02-23:502551:Comment:15197072012-02-23T15:09:46.404ZLauren Byrnehttps://recruitingblogs.com/profile/LaurenByrne
<p>Enough with the sporting analogies;) If someone is hitting the ball, getting on base, and just hasn't gotten to home plate, give them more time. I agree that if they have the hill to climb of "no sales", "no recruiting", and "no industry knowledge", you had better give them six months to get up to speed if you think they have the raw talent. And you should have benchmarks along the way. The biggest indicator for success is will they pick the phone up every day and how quickly do they…</p>
<p>Enough with the sporting analogies;) If someone is hitting the ball, getting on base, and just hasn't gotten to home plate, give them more time. I agree that if they have the hill to climb of "no sales", "no recruiting", and "no industry knowledge", you had better give them six months to get up to speed if you think they have the raw talent. And you should have benchmarks along the way. The biggest indicator for success is will they pick the phone up every day and how quickly do they shake off a bad call in the learning process. Enthusiasm and persistence as well as a steady trending toward connecting the dots. What questions are they asking you? Those things will predict long term success in the business.</p> Under performer and under per…tag:recruitingblogs.com,2012-02-23:502551:Comment:15193012012-02-23T09:24:59.058ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<div class="xg_user_generated"><p>Under performer and under performance are two different things. </p>
<p>The latter has the where with all and ability to pull out of a slump like a batter making adjustments to a good pitcher. The former may have lost the vim and vigor, if they ever had it, to pull out of their slump and most likely may be out of their league in terms of meeting the challenge(s) facing them.</p>
<p>The time you allow to have either show-up should be determined by the sense you…</p>
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<div class="xg_user_generated"><p>Under performer and under performance are two different things. </p>
<p>The latter has the where with all and ability to pull out of a slump like a batter making adjustments to a good pitcher. The former may have lost the vim and vigor, if they ever had it, to pull out of their slump and most likely may be out of their league in terms of meeting the challenge(s) facing them.</p>
<p>The time you allow to have either show-up should be determined by the sense you get from who is showing confidence and determination to get back on track; and who is actually showing signs of a growing downward spiral...if that makes sense.</p>
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