Scaling your recruitment agency? We’re ecstatic for you and as always, want to make sure you’re getting the most out of your investments. So what are some key considerations you need to take into account?
Well, when scaling your recruitment agency, it’s important to remind your existing employees of their value and detail exactly how the upcoming changes will affect, benefit, or change their role.
You can start the process of scaling by communicating your plans clearly with your current employees.
Tell them what you intend to change in the future and how it will affect the way they do their work. In addition, make sure they are clear on how the employees in the new structure will differ.
Reviewing The Structure of Your Organisation
As you establish your new structure, you should examine your current one in depth.
Do you need to change the structure of your recruitment agency to meet the demands of the changing business landscape?
If the answer is yes, then take the time to analyse your recruitment agency structure, and see what other changes you may need to make.
If the answer is no, consider scaling it more subtly to avoid spending too much time and energy on overhauling the structure while remaining as productive as possible.
Creating a Roadmap
With the previous stages completed, it’s crucial to ensure you have a clear roadmap to work towards, allowing you to understand how your recruitment agency plans to evolve over the next few years.
It should include both the specific short-term goals and how you plan to achieve them, as well as several critical long-term goals you’re aiming to achieve by the end of that period.
Employing Change Management Directives
Establishing a change management directive is essential to enable you to take control of any negativity that may arise due to a significant change in business structure.
Whilst you can’t always prevent negativity from creeping in, you can give employees a reason to be optimistic. One of the best examples of this is the proven fact that 95% of people believe that a good manager should hold regular meetings with their staff.
Leveraging Employee Networking
Another way to boost engagement is to encourage your employees to discuss and embrace the changes at hand. It can be as simple as asking employees in your recruitment agency to meet together or even hosting events with each department to help boost morale and get people involved in the process.
Educating and Informing with Transparency
Information is power and that’s why it’s vital to communicate openly with your employees and provide them with all the information they need to make informed decisions. It’s also essential to ensure that employees have all the relevant data before making any decisions.
Promoting A Positive Organisational Culture
A negative organisational undertone cultivates a fear of change. If the reality of the situation is that the changes made will benefit the company, then people will adjust. However, the early warning signs of negative culture include increased employee disengagement and lower performance levels.
Creating a Culture of Continuous Learning
Learning can be much easier when an organisation implements an approach that rewards personal development.
Personal development involves rewarding employees for using their personal training to improve their skills and talents, reducing the likelihood of managers making assumptions or telling employees how to do their job.
Reward your employees for using their time to better themselves, and then provide them with the resources to improve their position within the organisation.
Promoting transparency to everyone in the business and putting it in writing will encourage people to feel free to talk to each other and discuss any problems, challenges, or changes they’re facing.
Boosting Morale
A business may be in a state of change, but the organisation should always look to ensure its employees are positive about the next steps. From clear objectives to nurturing a culture of collaboration and communication, encouraging positive motivation in your employees is the surest way to ensure the retention of a productive workforce.
Are you ready to scale?
Successfully scaling your recruitment agency is not an easy task, and getting it right the first time can be challenging.
That said, if you aim to have a long-term plan in place, then making sure you have outlined the changes you will be making with a clear timeline is vital.
And remember–
Provided you’ve got that covered, communication and planning will have you scaling your recruitment agency effectively in no time.
TL;DR Key Takeaways
- Remind existing employees of their value and clearly communicate how the upcoming changes will affect, benefit, or change their role.
- Examine your current recruitment agency structure and determine whether any changes need to be made to meet the demands of the changing business landscape.
- Create a clear roadmap with specific short-term and long-term goals to work towards.
- Establish a change management directive to take control of any negativity that may arise due to significant changes in business structure.
- Encourage employee networking and discussion to boost engagement and morale.
- Communicate openly and provide employees with all relevant information to make informed decisions.
- Cultivate a positive organizational culture to reduce fear of change and increase performance levels.
- Implement a culture of continuous learning and reward personal development to improve skills and talents.
- Boost morale by ensuring employees are positive about the next steps through clear objectives, collaboration, and communication.
