When as a recruitment manager you have to deal with underperformers there are some things worth knowing. These seven things will help you to understand what the reality is for the under performer. You can then deal with underperformers with a greater level of compassion.


7 Facts you must know to turn underperforming recruiters Centred Excellence 1


1. People are doing the best they can with the resources they have.

When I run recruitment manager training, I often get people objecting to this point. But it is important to understand that underperformers truly think that their present behavior is the best choice they believe is available to them. For them, the fact that they aren’t getting results just isn’t as conscious as their positive intentions. For an outsider looking in this is obvious, but not for the underperformer. If this is a problem you are facing as a recruitment manager it helps to understand the positive intention so that you can have compassion and help your underperformers get out of their rut.


2. When consultants get in a rut they keep doing the same activity over and over again.

They do this because it still feels like they are taking action and it’s comfortable. They know what they should be doing, i.e. picking up the phone and calling clients, but they avoid the task and do everything else except what they are supposed to. That behavior is not going to get results. As managers it is our job to help them realize that actions need to correspond with results and help them achieve that.



“Your team does a lot of work – but they could do better. “ 

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3. People get stuck when they don’t know HOW…

Sometime the problem can seem so overwhelming that people don’t even know where to start. As managers it is our role to help point them in the right direction, give them steps to follow and guide them in the actions they need to take.


4. Underperformers won’t always tell you what is really going on.

If you can see there is a problem with a consultant and ask them directly they will often say everything is fine. But often there is a problem, and they just don’t want to share the details. If you look a little deeper, watch their physical reactions and body language these things can help you delve deeper and get to the root of the problem.


5. They are already kicking themselves and their self confidence is low.

Be gentle with underperformers. They already know they aren’t doing well. Focus on encouragement rather than threats to get them motivated again.  And have clear SMART actions from any meeting…



“Your team does a lot of work – but they could do better. “ 

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6. The HOW to fix the problem is not always broken down into bite size chunks.

Telling an underperforming consultant they need to cold call isn’t enough. Do they know how to? Have you coached them through the process?

7. Now is the time to TELL and DIRECT under performers.

Not to negotiate with them or try to influence them subtly. It is a time to mentor them and direct them specifically in what they need to do.

If you want to learn how to set up your business, so that it stops under-performance once and for all, then join my free webinar

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