Hiring & Empowering Solutions

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How to Have Conversations that Keep Team Members Content, Engaged & Motivated to Grow Your Firm

how to talk to employeesYou’ve been at this for a while. You know that happy, engaged employees are essential to the growth of your firm. And you know this is cyclical: driven team members drive growth, growth drives motivation, motivation feeds happiness. Keeping this wheel turning is harder than it sounds, though. After all, your team members are not cogs but human beings—and human beings have complex needs.

Think of your firm as a community. Communities are at their best when everyone has a voice. In work as in life, you give people voice by engaging them in conversation. Call it a performance check in if you want but think of it as a targeted chat. In doing so, you address the main reason these sorts of assessments fail: fear. When people sense a social threat, they clam up. Avoid this by turning the tables; encourage your team members to ask you for feedback and engage their request in a conversational tone. Putting employees in charge of their performance evaluations provides a sense of control that soothes the fear mechanism and encourages personal agency.

If you succeed in getting your team to regularly approach you wanting to check in about their work, you’re winning. Don’t blow it by getting caught up in metrics and ledgers. Rather than harping on results, focus on effort, learning, and growth. Again: think of your firm as a community. People want to feel cared for. Part of. Showing an investment in a person’s continued learning and acknowledging their effort keeps them happy. If the culture of your firm nurtures wellbeing and growth, employees will catch their own mistakes and come to see them as opportunities to improve.

Community and belonging are at the top of the list of basic human needs, preceded only by oxygen. Trust me. I’ve got the list and it’s gold. Each of the aforementioned strategies will help foster community at your firm. Take this a step further by inspiring a sense of ownership in your employees, thereby cultivating belonging. The key here is less telling and more asking. When engaging a team member in a performance check in, spur insight by crafting questions that prompt the employee to reflect on their own goals. Thus, your firm’s performance objectives become personal and a sense of belonging is instilled.

Even as organizations become increasingly data-driven and technology-focused, quality conversation continues to be the best method for boosting employee engagement and wellbeing.

Remember to keep your conversations empowering, motivating and loyalty-inspiring by following these 4 steps:

• Think of your firm as a community
• Encourage employees to seek feedback autonomously
• Forget ledgers and focus on education, empowerment and growth
• Rather than telling, ask questions that spur reflection

For more information about how to implement productive communication strategies at your firm, consider downloading the following free White Paper: The 8 Keys to an Empowering Conversation. After all, your firm is only as good as your employees and your employees are only as good as your communication skills!

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Looking for a Traditional Law Firm Resume is Hurting Your Growth…and Here’s Why

law firm recruiting and hiring“This resume is totally unqualified, why are you sending me this candidate?” In our 20+ years in the legal recruiting and staffing industry, we’ve heard this question a lot—most recently about a week ago. The attorney we were working with wanted to hire a paralegal with estate planning and probate experience. Loads of it, to be exact. And trying to get this particular attorney to look beyond the words and qualifications listed on a resume was a bit of a challenge. But, we are hired to help law firms hire the right person for their open position, and so our response—as it always is—was, “Trust us. We are the experts. That’s why you hired us. Show up for the 1-hour interview, and if you’re not seeing what you want, let the candidate know you’ve seen everything you need to see and end the interview. We’ll take it from there.” The attorney begrudgingly agreed.

Part of our legal recruiting and hiring process is that we ask all candidates to call us immediately after their 1-hour interview. 3-hours after the interview was scheduled to end, she phoned. Our recruiter’s first response was, “You failed the test. You were supposed to call us as soon as the interview was over. You’ve lost some points…”

And the candidate excitedly interrupted to say that she had just left the interview. “It went amazing! We already started taking tasks off of his to-do list and putting them on mine. I have my top priorities all sorted out…I start tomorrow!”

Attorneys—and most business owners, really—are easily seduced by a rocking resume. We get emails from entrepreneurs all the time. What About This Resume? the subject line reads, and attached is a resume chock full of fascinating skill sets and experience that jumps off the page. Intrigued by our own process, we’ll give these candidates a spot test, jumping on a call with them for some simple research and development. Within four minutes, we’ll know if a candidate is all wrong. If they’re too arrogant, not vibrant enough, lacking empathy or compassion. If they have a mindset of victimization.

Yes, we can tell all of this within just four minutes. And we can determine if the candidate is a poor fit, without knowing what position they are being considered for, or the details of the job description.

Another recent example, we placed an absolute superstar candidate into a position at a boutique law firm in Maine. But initially, when we sent the resume to the attorney, the response was, “I don’t want to waste my time meeting with this candidate, her resume isn’t impressive and I have no idea how she even made the cut to get in front of me.”

“Trust the process,” we reassured.

After the interview, I received a phone call from the attorney. “I have no idea how this candidate made your cut, or why you would even call her solely based on her resume, but I must have her.” Our process had clearly worked. “She is now the standard for every employee I will ever hire going forward.”

It is now this candidate’s third year at the firm, and I still get emails from the attorney saying things like, “I still don’t know why you called her, but thank you. She is amazing! I finally feel like someone has my back, and I can let go and just focus on billable work and growing my firm!”

The point of all this is simple: the skills that are listed out on paper are irrelevant until you get clear on the human side of hiring.

Hiring your first employee is a huge leap of faith and one of the scariest things that an entrepreneur can do. You want a guarantee that this new hire will be a profitable asset and not a financially-draining liability. The problem is that new hires don’t come in a box with a guarantee on it. And what’s worse, more often than not, entrepreneurs don’t get the superstar employees they need, which pushes them to the mindset that “good people are hard to find.”

But you don’t want good people. You want GREAT people. Superstars. Rockstars. People who come “batteries included.” And there are hundreds…maybe even thousands…of really, really great people out there. And they’re waiting to work very, very intentionally for you. And the promising news is that these really, really great people are being overlooked by recruiters because their resumes aren’t flashy…

So, how do you find these people? If you are truly curious and want to learn:

1. How to write a compelling ad that attracts healthy candidates with the mindset, core values, and emotional intelligence you need—all while weeding out the weak;

2. What to look for in a resume that indicates that a candidate knows exactly how to do what you need them to, and eliminates the “I need a job and will be asking you for a raise before the end of the year” candidates;

3. How to conduct empowering face-to-face interviews that create the kind of dialogue that gets to the fundamentals of their motivating factors, mindset, missions and values…

Email [email protected] today. Let’s connect and discuss your firm’s recruiting and hiring challenges. Our process works—we’ve got it dialed in, and have been using it to help solopreneurs and boutique firms hire amazing people for over 20 years now. Your people should be your most profitable asset. We help make that happen.

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Here’s How to Become Grateful in 10 Minutes or Less

molly and laneyOver the years, it has become a tradition for us to post a blog about gratitude as we enter the holiday season. It’s the blog we get the most response to—by far!—which is great, because it means we’re getting people to focus on the positive and think about what they’re grateful for!

We know how easy it can be to worry about all of the things we don’t have, or the things that haven’t happened to us yet. These thoughts distract us from making note of the beautiful relationships that exist in our lives, and the amazing things that have already happened. A negative thought or action can impact our mood for the whole day.

But, in that same token then, can’t a positive thought or action also impact our mood for a whole day?

The holiday season, while rooted in the spirit of gratitude, peace and love, has turned into this impossibly hectic, high stress, say-yes-to-every-party-invitation, go, go, go time of year. And when we’re in the middle of that chaos, it’s so easy to lose sight of what’s truly important in life. With Thanksgiving already here, and the holiday season knocking at our front door, let’s stop, take a moment, and acknowledge all that we are grateful for. The simple act of expressing gratitude will start your holiday season on a stress-free note, while allowing you to center your focus on why you do what you do everyday—what it’s all for.

Here’s how to be grateful in 10 minutes or less:

Spend 5-10 minutes tapping into five things that you are grateful for. Things that your life would be less rich if you didn’t have. Make note of why you’re grateful for each things. And there you have it—a ten minute gratitude challenge that can recharge your batteries, instill confidence, and start your holiday season on the right foot.

Here are Hiring & Empowering Solutions, some of the things we’re most grateful for are:

1. Family: Our children are healthy and happy. We have a family that loves us, and that can be a part of our children’s lives—not many can say that. It’s the little things that are so very impactful to our children that make our hearts swell with gratitude. What more can we ask for than children who are healthy enough to experience the thrills of childhood and everything in between?

2. Health: We know it sounds cliche, but we start and end our day by moving our bodies. We are healthy enough to work long hours and serve our clients well. We have nothing if we don’t have our health.

3. Clients: The people who have been there for us for decades, supporting us and trusting us with their business needs…and making us better people for it. The people who hold us accountable for being awesome every day. Thank you!

4. Faith: For bringing us calmness, inspiration, and strength, and for making us feel amazingly connected to humanity.

5. Community. In our connectedness, we have the opportunity to serve others, learn from others, share, and connect with humanity. It makes all the “work” worth it!

Take the time today—right now, even!—to practice this simple act of gratitude. Gratitude is a magnet for miracles. It will create new opportunities, improve your physical and mental health, keep you calm—even during the chaotic holiday season, and improve your self esteem. Furthermore, scientific studies have connected gratitude with the ability to achieve one’s goals.

What are you grateful for today? Grab your journal (or buy a new one…we hear there are a few Black Friday deals going on right now ?) and take a few minutes to acknowledge and write down the five things you are grateful for. We get it, and we know you are busy. We all are. But you can set aside 5 minutes for gratitude. And…you’ll be grateful you did!

This Thanksgiving, we will be remembering all of you with extraordinary gratitude. Gratitude for the constant support in its countless forms, for sending encouragement, sharing our resources with your colleagues, referring us to your friends, trusting us with your teams, befriending us on Facebook, and keeping us in your thoughts. We are constantly amazed by your kindheartedness, year after year.

To quote Johannes “Meister” Eckhart, “If the only prayer you said in your whole life was, ‘thank you,’ that would suffice.”

A very grateful Thanksgiving holiday to you and your family!

Molly and Laney

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Hold Your Team Members Accountable…to Each Other

micromanagement and accountabilityIf you are micromanaging your employees, please stop! Now. It is literally debilitating to your law firm or business. Micromanagement prevents your business from evolving with the times. It thwarts innovation. It pushes strong team members out the door, hinders workflow, disempowers staff, closes communication channels, and turns “teamwork” into a four letter word.

Shall we continue?

Micromanagement could be the biggest nail in your firm or business’s coffin. Do you find it difficult to delegate responsibility to team members, taking an if-you-want-something-done-right-you-gotta-do-it-yourself approach instead? Do you have high employee turnover, or do you get the feeling that your team members are walking on eggshells around you? Are you the only person at your business responsible for making decisions? If you answered “yes” to any of these questions, well, we’re sorry to say it, but…you might be a micromanager.

But there is hope! Many a micromanager has been able to turn their leadership technique around and create a workplace environment rich with empowerment. Here’s how:

1. Hire the right people. The #1 reason why leaders micromanage is because they don’t trust their team members. Hiring quality people who you truly believe are capable of delivering the caliber of work you expect will reduce the need to micromanage them. One of the best pieces of advice we were ever given was this: hire people who are better than you. Put your ego aside and think about that for a minute. Hiring people who are better than you only stands to benefit your firm in the long run.

2. Hold your team members accountable…to each other. Nothing ensures quality control more so than peer pressure. Allowing your staff to provide anonymous feedback about the performance of other team members and departments will create a sense of ownership, and can help you implement systems that keep your team satisfied and productive.

3. Be clear about what you expect. If your staff doesn’t know what you expect, then how can they work towards it? So many times we see micromanagement emerge as a response to poorly communicated expectations. Be clear, give your team specific benchmarks and objectives, and eliminate the need to micromanage them!

4. Empower your employees. Providing your team members with the freedom to engage—meaningfully—in decision-making processes will help them “own their role” at your firm. They’ll be willing to go above and beyond because they know you won’t be sweeping up behind them, changing everything that they’ve done. They’ll be excited about their job, and will take the success (or failure) of your business personally.

5. Recognize your own bad behavior. So the saying goes, the first step is admitting. Once you recognize your own micromanaging tendencies, you can begin to change them. Working with a management consultant or executive coach can be a huge help for those with the tendency to micromanage.

No matter how you look at it, micromanagement is a huge problem that needs to be stopped before it destroys your firm. You want—no, you need—empowered employees who aren’t afraid to step up and lead. Forget about the robots who need to be told what to do, and how to do it. Hire cream-of-the crop-employees, empower them, and you’ll find there is no need to micromanage anything (or anyone) anymore.

Schedule a FREE Discovery Session

Is your firm or business struggling with micromanagement? Are you confident that you have hired amazing people? Are you confident that you have communicated your process for holding your team accountable…to each other? Maybe it’s time to hire your next (or first) superstar hire and empower them to take ownership of your business. Hiring & Empowering Solutions specializes in legal staffing, and offers the only Team Empowerment Academy (TM) in the country. Schedule a 30-minute discovery session with our co-founder, Molly Hall, today. Find out how we can support the evolution of your firm, and ensure its viability today and tomorrow.

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Increased Productivity and an Improved Bottom Line are Just Secondary Benefits Next to the Cost Savings of Retaining Your Employees

cost savings employee retentionLosing an employee is expensive. The process of finding and training a replacement can cost twice as much as your former employee’s salary. Then, once your new hire is properly trained and onboarded, keeping them engaged and loyal is the next challenge. And it’s a big one…

Companies are usually shocked to learn that financial incentives are not the secret to employee retention. In fact, a 2018 LinkedIn survey reports that an incredible 94 percent of employees admitted they would stay in a position longer if their employer invested in their training and development. Ironically, these employees also claimed that they didn’t have time to continue their educations independently.

The solution? Make employee training and development part of their day-to-day jobs.

The same LinkedIn survey showed that both executives and employees agree that soft skills are highly important: leadership development, communication skills, and team collaboration were just a few of the skills that survey participants identified as instrumental to their careers. And wouldn’t you know, empowering your employees with these skills can—and will—make a magnificent difference in your company or firm’s performance. What a win-win.

Of course, implementing an out-of-the-box training program isn’t enough to yield results for your employees or for your firm. Here are a few tips to help align your training program with the wants of your employees and the needs of your business:

1. Set learning goals. Each member of your team will have his or her own educational objectives. Identify where their goals intersect with the goals of your firm—and voila! You’ve got a mutually beneficial goal that will keep your employee engaged while reaping rewards for your business.

2. Go with the workflow. It doesn’t matter how solid your training and development program is—if it’s not teaching skills that integrate seamlessly with your firm’s operational processes, employees won’t be able to leverage their new skills in a real-world environment. Try to align learning processes with the actual tasks your employees manage on a day-to-day basis. Your employees will be able to feel the improvement in their performance…and your bottom line will feel it, too.

3. Reward your employees for a job well done. It’s simple: employees who feel appreciated and valued are more motivated to perform at the top their ability. When your employees reach their learning goals or measurably improve their performance, reward them however you are able: give them extra flex time or a paid day off, take them out for a nice lunch, grant them the most coveted parking spot for a week. It doesn’t have to be a grand reward—just some way of showing them that their hard work has been noticed and is appreciated.

Increased productivity and an improved bottom line are just secondary benefits next to the cost savings of retaining your employees. Training and development programs are undoubtedly a win for your business and a win for your employees…as long as you find the right program.

Our Team Empowerment Academy is a virtual training program designed to equip leaders and employees with a wide range of hard and soft skills. With over 200 tools and techniques, plus weekly master classes focusing on a variety of subjects, members of our program typically generate measurable results after just eight modules. We help take the guesswork out of employee training and development.

Schedule a FREE Discovery Session

If you’re tired of a revolving door of employees wasting your firm’s time and money, we can help. Whether your challenge is finding and recruiting top talent, training and developing your team, or retaining employees for the long-term, Hiring & Empowering Solutions can help. Schedule your free 30-minute discovery session with Molly today.

schedule a discovery session