The management guru’s will always suggest that motivation is the key to increased performance and productivity.  I wonder if you are screaming, “I hear you”… and yet you are wondering as a recruitment business owner how you motivate your recruitment consultants who are just not performing.  It is simple and I will explain shortly.

First though, this word motivation is complex. You see it doesn’t just start of its own accord.  Motivation comes after the fact.

Let me explain. You will generally notice that it is much easier to motivate someone who is performing well. Once that ball has started rolling we all feel more inclined to carry on pushing.


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

Privacy Policy Consent*


Here’s an example that most people can relate to.  Losing weight.  Many of us humans battle with this one.  At some point in our life we decide to take action.  It might be for something specific like a wedding, a holiday or we just want to fit into our clothes!  We then start to ‘do the work’ that we have known all along produces results, we know that if we stop eating rubbish and move about more then magic happens!!  We also have a target of why we want to lost weight.

We start to exercise, eat well and we feel better, our weight drops.  The thing is once you have started your healthy eating and exercise campaign the thought of getting into that pair of jeans spurs you on. Why? Because you are seeing the results.

Now relating this to your recruitment teams and their motivation…

1. Motivation starts with knowing what works and encouraging your recruiters to take action

First off, they need encouragement and direction from you to do what works.  Unless they are totally new, they probably know what they need to do, but haven’t yet realised it.  They might need you to remind them.  They need to be more active and engaged.

2. They Need a Plan and a Strategy

Help them to create a step-by-step plan of what they need to do and how they are going to do it.  This usually involves upping their own recruiter game, getting on the phone, sending more CV’s, reaching out to past clients and candidates. As they do this the results start to happen.



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

Privacy Policy Consent*


3. On-going Support and Encouragement from You

As the momentum gains, encouraging and supporting them, celebrating small wins and giving them recognition is important.  They had to start the action and having your manager believe in you is important in any business.  Never more so than in a selling environment.  Selling is full of rejection and at the end of the day your team of recruitment consultants are human beings who, on some days might not cope with rejection.  This is where having a solid relationship with your recruitment consultants, where encouragement is given is key.

Guiding your recruitment team to what works is a form of motivation.  Now you are in a situation where they are even able to self-motivate, because they know what they need to, how to do it and have created some real momentum.

I hope you found this article useful.

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

The 5 Secrets Our Clients Use to Build 7 & 8 Figure Recruitment Businesses