SEARCH FIRM & Recruiters
Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.
Sometimes you feel in sync with what your employees are doing, thinking and need. Those times are certainly magical! Make them occur more frequently by figuring out your employees' wants and needs.
Therefore, if you want more organic collaboration and free communications, be the catalyst for change.
Before you start anything, figure out what pushes your employees' buttons – good and bad. Because, when you know what they respond to, you can ignite their passion with positive hot buttons and work to avoid triggering the negative hot buttons.
Employees usually fall into four categories of what they need/seek. Make sure you know each and can utilize the management styles that work best.
Employees who need control and power value status. Rewards like the best parking spot and corner office motivate them. Power seekers look for leadership roles and the ability to mentor and pass on their knowledge. They are great at networking and usually know all the scuttlebutt in politics and the different office groups.
Tips to manage a control/power driven employee:
- They like being included in key company projects
- They want to be looked at as thought leaders
- Pay-for-performance plans work great
- Provide access to influential leaders
- Control seekers may need help working with people unlike them
Achievement seekers are great goal planners. They tend to hit their goals almost always. They demonstrate a lot of initiative. Achievers can be perfectionists and often work better on their own. Recognize your achievement needs employees, so they don't become disappointed.
Tips for managing achievement driven employees:
- Achievers love goals and planning – make sure to utilize their skills
- Achievers need robust opportunities and career paths
- Reward your achievement seeking employees and cheer them on
- Achievers can get bogged in perfection and need help with balance
Security seekers want consistency and safety. They may need more assurance than other employees. Security lovers want clear, stable instructions and don't often color outside a project's lines.
When you manage a security driven employee remember:
- They require more frequent feedback
- Ease them into change and different situations – lots of communication
- When there are issues, they will seek more reassurance
- Security seekers may need to be challenged to leave their safe zones
Acceptance seeking employees are the bubbly, social members of your teams. They thrive on connection and don't do well in a quiet, lonely environment. These employees want to be involved and often say yes to too much. They are more likely to compromise and try to desire harmony.
Tips for managing acceptance driven employees:
- Stay in frequent communication – even just saying hi every day
- Acceptance seekers need praise and feedback more frequently
- Make sure to help them adjust their workloads and say no when needed
- Involve them in team projects
- You may need to reign in their socializing
By understanding the tendencies of your employees, you can tailor your management style to suit each best. Use employees' needs to gain understanding about them and to figure out how to maximize their potential.
The Building Gurus Difference
You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.
Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:
Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.
NATIONAL NEWS + MEDIA
Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.
ASSOCIATIONS + CONFERENCES
Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.
We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.
VALUE FIRST APPROACH
We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.
LONGEVITY + INTEGRITY
We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.
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