126: Retaining SDRs: How to Keep Talent Onboard

May 05, 2022 00:38:39
126: Retaining SDRs: How to Keep Talent Onboard
B2B Revenue Acceleration
126: Retaining SDRs: How to Keep Talent Onboard

May 05 2022 | 00:38:39

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Show Notes

Anyone with a sales team knows how difficult hiring and onboarding can be - particularly as the demand for skilled, experienced SDRs grows.

While you may have considered the lengthy timescale and cost of hiring a sales team, you may not have factored in one of the most frustratingly common problems sales managers face - the high rate of churn.

Maybe you’ve nailed the process of finding and hiring a talented SDR, but holding onto them is another factor entirely. Career SDRs are seemingly few and far between, with employees often using the role as a stepping stone to becoming an Account Executive or Marketer.

In this Episode of B2B Revenue Acceleration, Founder and CEO of Growth Genie Michael Hanson chats with CEO of Operatix Aurelien Mottier and COO of Operatix Robert Westell. They discuss how Operatix implemented an internal career path to help keep their top talent on board, motivated and consistently developing, as well as the importance of doing so.

To hear this interview and many more like it, subscribe to B2B Revenue Acceleration on Apple Podcasts, Spotify, our website, or anywhere you get podcasts.

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Episode Transcript

WEBVTT 1 00:00:00.920 --> 00:00:05.559 You were listening to be to be revenue acceleration, a podcast dedicated to helping 2 00:00:05.559 --> 00:00:09.800 software executives stay on the cutting edge of sales and marketing in their industry. 3 00:00:09.960 --> 00:00:14.400 Let's get into the show. Hi, welcome to be to be over the 4 00:00:14.480 --> 00:00:18.359 new acceleration. My name is all I mtier and I'm here today with my 5 00:00:18.600 --> 00:00:23.960 confounder and business partner, robot twist or, who's also the CGU operatics Mykelns, 6 00:00:24.039 --> 00:00:27.960 and with a good fun of Auparieties, and today may would actually tell 7 00:00:28.079 --> 00:00:32.119 you us. So we're waiting for your question and looking forward to it. 8 00:00:32.520 --> 00:00:35.679 Yeah, we just to give a contacts about what I wanted to do this 9 00:00:35.799 --> 00:00:41.359 that. I'm sorry, sweetings, can't whor had a molting and was pretty 10 00:00:41.359 --> 00:00:45.320 interested in this system. You've got yea or the career path Willkay for us. 11 00:00:45.399 --> 00:00:48.840 The ours videos, and one of the reasons interested in one is something 12 00:00:48.840 --> 00:00:52.280 that I've never seen before. And the second thing is all of our lives 13 00:00:52.359 --> 00:00:56.000 where in the business sales consuls and working with lots, achieve running officers, 14 00:00:56.039 --> 00:01:00.880 she boxing officers and are away saying the problem with actually ours is they always 15 00:01:00.880 --> 00:01:03.319 when I moved there, all right, one becoming executive, so we're going 16 00:01:03.359 --> 00:01:07.599 to market saying there weren't view something different, and you don't have many what 17 00:01:07.719 --> 00:01:10.760 I would call career as ther so I think this is a great problem with 18 00:01:10.799 --> 00:01:12.799 the charm of yes, they're all wrong, and I think you've come up 19 00:01:12.840 --> 00:01:17.319 with their system to help solve that. Say I would lot to hear from 20 00:01:17.359 --> 00:01:19.719 from both of you about, I think, to start with, like, 21 00:01:19.799 --> 00:01:22.120 how did you come up with Charleston? Like, what was that? What 22 00:01:22.239 --> 00:01:26.000 was the storyline? WHO's come up? Was Crazy and is okay, and 23 00:01:26.079 --> 00:01:29.239 then most of them don't succeed, but this one I think we all too 24 00:01:29.239 --> 00:01:32.319 something entire thing. So I think first and FORMOS. I don't think we 25 00:01:32.359 --> 00:01:38.879 can expect Videasdea to readmain videas the our in their life. I don't think 26 00:01:38.959 --> 00:01:42.159 we want to work with that type of people who don't want to progress. 27 00:01:42.239 --> 00:01:46.560 In fact, ambition is forbare being one of the five attributed. We are 28 00:01:46.599 --> 00:01:49.640 looking into people's we want people progress and if we could get that from the 29 00:01:49.680 --> 00:01:53.599 first interview, if we get people who are really angry to progress on the 30 00:01:53.599 --> 00:01:57.000 first interview, that's really good. Carry O videas. We have some, 31 00:01:57.400 --> 00:02:00.760 we love them, we call them superstars, we call them legend which treat 32 00:02:00.799 --> 00:02:07.200 them like princes and princesses. They are valued as much as our operation director, 33 00:02:07.280 --> 00:02:09.879 US or leadership team, pretty much. But they are rare. Okay, 34 00:02:10.039 --> 00:02:14.639 this is that type of individ individual. Rare. They are excellent, 35 00:02:14.680 --> 00:02:17.639 that what they are doing their own fantastic money, but this is rare. 36 00:02:17.719 --> 00:02:23.120 So I think what PROB and I we're really trying to to understand this. 37 00:02:23.560 --> 00:02:30.280 How do we compete with vendors while strowing, sorry for the word, we 38 00:02:30.400 --> 00:02:36.680 use a stupid amount of money to resource that are sometimes videocal, okay, 39 00:02:36.719 --> 00:02:38.960 and we see people leaving us, done at that good and they go money 40 00:02:39.000 --> 00:02:43.719 that we will never think about paying the type of resources. But I think 41 00:02:43.719 --> 00:02:46.479 there is a desperation in the market. So I think what we came up 42 00:02:46.479 --> 00:02:50.400 with is some sort of a system where we have talents. We want to 43 00:02:50.439 --> 00:02:53.599 help the talents, we want to have a good one to really progress through 44 00:02:53.639 --> 00:02:57.479 the rank, but at the same time we need to be very clear about 45 00:02:57.479 --> 00:03:01.719 the tradeoff. We gift to people. Okay, we don't pay the bed 46 00:03:01.800 --> 00:03:05.039 the most in the market. We are to be the man right. So 47 00:03:05.039 --> 00:03:07.000 we've got clients, we've got stuff. The clients are paying us. We 48 00:03:07.039 --> 00:03:09.520 need to make some margin. We need to invest in the business. were 49 00:03:09.520 --> 00:03:14.159 growing by fifty, sixty percent. You're on your you don't do that without 50 00:03:14.280 --> 00:03:16.479 cash. and to Ben Right, we need to make money, but we 51 00:03:16.560 --> 00:03:20.360 need to make it cree at. One employs that they should not come and 52 00:03:20.439 --> 00:03:23.680 join operatics for the cash element, for making money. Okay, the train 53 00:03:23.759 --> 00:03:29.599 operatics to accelerate that carrier. All right, we are Cana accelerator. We 54 00:03:29.680 --> 00:03:34.719 don't tend to recruit videos or as the other of a lot of experience. 55 00:03:35.319 --> 00:03:38.319 Well, in fact, what we are passionate about is finding viayments in the 56 00:03:38.400 --> 00:03:42.800 rough food and developed them. Okay, but the reality is that, see, 57 00:03:42.759 --> 00:03:45.400 if you take a day open in the rough, they start with us, 58 00:03:45.400 --> 00:03:49.319 within six months they'll salary probably went the bay seventy percent in the markets 59 00:03:49.360 --> 00:03:52.120 and in fact we've got a bit of a target in all back with also 60 00:03:52.159 --> 00:03:55.159 for Curtis and vendors and even clients. Sometimes will just see us as a 61 00:03:55.680 --> 00:04:00.360 big pause, but roll. So that's that's kind of answering your question as 62 00:04:00.360 --> 00:04:03.599 to why. Now, in terms of how we do it, I'd like 63 00:04:03.680 --> 00:04:08.199 crop to speak about what he's doing with the operatics academy, which I think 64 00:04:08.240 --> 00:04:11.879 is very exciting. First imply at noting. We try a few create path. 65 00:04:11.960 --> 00:04:15.400 We know what's right. It took a few versions to find them on 66 00:04:15.479 --> 00:04:18.040 the probably resonates with people just to carry our get for race sign. I 67 00:04:18.040 --> 00:04:21.120 would be two reasons we did it. I mean reps join us. You 68 00:04:21.160 --> 00:04:24.399 know, we take downs in the rough, we turn them into something's very 69 00:04:24.399 --> 00:04:28.639 appealing into the market. unfortune sometimes, I cause you promise the world and 70 00:04:28.720 --> 00:04:30.920 it doesn't call him up to ex spectation. So we kind of did the 71 00:04:30.959 --> 00:04:34.839 career path to kind of make stand with operatic's a bit more appealing in that 72 00:04:34.879 --> 00:04:38.639 sense as well. As you know, we kind of rip the Ruber Cup 73 00:04:38.639 --> 00:04:41.319 around the kind of salary, so we still have limitations around that, but 74 00:04:41.360 --> 00:04:44.800 it just gave people are kind of for step process within the life of an 75 00:04:44.800 --> 00:04:49.120 SDR to actually see some progression within that, that world of an SDR where 76 00:04:49.160 --> 00:04:51.920 you know you can have leaderboard, you can have all the kind of gon 77 00:04:51.959 --> 00:04:56.160 for case and stuff internally, but actually having a career path where you kind 78 00:04:56.160 --> 00:04:59.319 of climb the ladder as an Sdart was kind of what the kind of built 79 00:04:59.319 --> 00:05:02.000 the PREMIS with you. The career path on we're taking a step further the 80 00:05:02.040 --> 00:05:08.680 moment within the academy, the kind of whole into in employee experience within operatics. 81 00:05:08.680 --> 00:05:11.240 The career path is one of that. I'm in the career path of 82 00:05:11.240 --> 00:05:14.279 the SDR kind of then involves into kind of the leadership side of it. 83 00:05:14.560 --> 00:05:18.120 Put another three steps within that may come on to but to kind of work 84 00:05:18.120 --> 00:05:23.720 through that through the academy right from the kind of entry level selection process. 85 00:05:23.720 --> 00:05:26.240 You know, what does good look like? For at it's you know, 86 00:05:26.279 --> 00:05:29.560 we've kind of taken the career path of step further now where we've got a 87 00:05:29.600 --> 00:05:32.800 competition framework we have recently rolled out which, you know, historically kind of 88 00:05:32.800 --> 00:05:38.959 the career path and promotions were interview but we're really drilling into the condencies and 89 00:05:39.000 --> 00:05:42.759 that people were ready to progress even the kind of career path of level. 90 00:05:42.839 --> 00:05:45.680 You know, when you go from kind of the bottom of that ladder, 91 00:05:46.120 --> 00:05:49.399 each step now have a varying levels of competency. We've identified where you can 92 00:05:49.399 --> 00:05:54.600 actually you know, are you ready for it? And through the academy if 93 00:05:54.639 --> 00:05:57.480 you're not, but you feel you maybe are. The results are one thing 94 00:05:57.519 --> 00:06:00.319 that tell you ready for that next step. As that that next or level 95 00:06:00.319 --> 00:06:04.480 of stre the comsy framework now and within the academy actually starts taking you to 96 00:06:04.600 --> 00:06:09.800 kind of get actives to content and learning before you kind of make that jump 97 00:06:09.800 --> 00:06:12.199 for all. I mean, is it worth touching or maybe the different steps 98 00:06:12.199 --> 00:06:15.360 of it as just going to ask that ys you managing a force that process 99 00:06:15.480 --> 00:06:17.040 somehow? Obviously I've seen it and I think it's pretty umber for the people 100 00:06:17.120 --> 00:06:20.439 listening that you might run us through each other. Those four steps. Yeah, 101 00:06:20.439 --> 00:06:24.920 that's I think we've kind of our own internal terminologies and then the kind 102 00:06:24.920 --> 00:06:28.560 of market equivalent. So what you might see our scrsist on linked heer isn't 103 00:06:28.560 --> 00:06:30.519 actually the same as maybe what you see within our turtle career path. So 104 00:06:30.560 --> 00:06:33.279 the operatic terminology is you kind of come as a rookie, you know, 105 00:06:33.439 --> 00:06:38.439 very green, varying levels of experience that we kind of see. We kind 106 00:06:38.439 --> 00:06:41.800 of pride ourselves again and maybe taking those times in the rough of varying levels 107 00:06:41.800 --> 00:06:46.120 of sales experience. Once you've kind of done that, each milestone within the 108 00:06:46.160 --> 00:06:49.439 career path, the four steps, you kind of got a qualification period with 109 00:06:49.680 --> 00:06:53.720 ideally six months. And what's quite refreshing, I think, about our career 110 00:06:53.759 --> 00:06:57.519 path is you don't necessarily have to do all four steps. You can actually 111 00:06:57.560 --> 00:07:00.360 come a rookie and jump right to the top level, which you call a 112 00:07:00.399 --> 00:07:02.040 legend, within six months, and you would have to come in and really 113 00:07:02.120 --> 00:07:04.480 hit the ground running to make it happen. It's not to say we haven't 114 00:07:04.519 --> 00:07:09.199 seen it left some there's a fill of father between, but you go rookie 115 00:07:09.240 --> 00:07:11.720 that you kind of come of prodigies, so you're kind of making your way 116 00:07:11.800 --> 00:07:15.000 up when you reach different kind of delivery milestones and other kind of behavior and 117 00:07:15.079 --> 00:07:18.000 attitude kind of bits and pieces that are in there as well for good measure. 118 00:07:18.439 --> 00:07:21.600 You've then move on to a superstar and then the final piece in the 119 00:07:21.720 --> 00:07:27.040 career path is our legends, which again it's not an easy status to achieve. 120 00:07:27.199 --> 00:07:30.199 Or perhaps over got quite a few of them, the other kick even 121 00:07:30.240 --> 00:07:31.920 thinks. I think we also try to make it interesting for those kind of 122 00:07:31.920 --> 00:07:35.879 superstars and legends. We didn't knows, very levels of perks kind of kicking 123 00:07:35.959 --> 00:07:40.199 along the way, but there's not a courtly incentive once she reach that kind 124 00:07:40.240 --> 00:07:44.600 of superstar and legged states as which just makes again another little gesture to say 125 00:07:44.720 --> 00:07:48.040 thank you for that consistent performance. Yeah, achieve that. It's more things 126 00:07:48.120 --> 00:07:51.079 like putting that picture on the world. Yeah, I but the lot of 127 00:07:51.160 --> 00:07:55.680 legends actually means a lot to people. You know, sometimes it's not just 128 00:07:55.800 --> 00:07:59.920 the paycheck that matters, it's how much people are looking up to. Mean 129 00:07:59.959 --> 00:08:03.279 the organization. Almost may respected in the organization. So we really try to 130 00:08:03.399 --> 00:08:07.600 create this environment. Well, you know, we wanted to put them the 131 00:08:07.680 --> 00:08:09.480 rock style, which's at you said it against which as well. I guess 132 00:08:09.560 --> 00:08:13.959 we had a superstar, rock stars and to be cheesy, but we really 133 00:08:13.000 --> 00:08:18.079 want them to be people at Aos of the way looking up to it's quite 134 00:08:18.160 --> 00:08:20.480 lonely, you know, to be in to be a legend. You know 135 00:08:20.639 --> 00:08:24.439 someone who's they walk up, they get they are very good money, but 136 00:08:24.519 --> 00:08:28.560 they will career the other talk and you need a thing to have that recognition. 137 00:08:28.879 --> 00:08:33.480 I think at some points recognisition when he's as important. Yeah, and 138 00:08:33.600 --> 00:08:37.080 it's easier for the manager to get recognition because of the job you do. 139 00:08:37.480 --> 00:08:41.840 But when you're on your own, you know with your clients setting up appointment 140 00:08:41.879 --> 00:08:45.879 setting of them, will doing them, was doing books or whatever, it's 141 00:08:46.480 --> 00:08:50.200 it's people only. So you know that that Alement of social recognition scheme where 142 00:08:50.200 --> 00:08:52.080 you're not live the names, because our notice as with all the families. 143 00:08:52.080 --> 00:08:56.480 They are like business aroundment associate service around is a senior business, whereas this 144 00:08:56.720 --> 00:09:01.519 makes it more human, like the Lergy they from superstar holing. We have 145 00:09:01.720 --> 00:09:05.919 got the business world at the equivalent. So you've got your SDR as you 146 00:09:05.000 --> 00:09:11.440 kind of rookie equivalent, your SDR associate senior exempt you to excessd are to 147 00:09:11.519 --> 00:09:13.360 get that the order of them. It go. If you want to put 148 00:09:13.399 --> 00:09:18.039 something on your looptin, you can't really go and put in superstar Tuld I. 149 00:09:18.279 --> 00:09:20.600 My really no doubt that it pubably. Can't put that to the outside 150 00:09:20.679 --> 00:09:24.639 world. So just to go into a bit more detail on there. So 151 00:09:24.919 --> 00:09:26.720 how would they go, say, from a rookie to a prodigy? Is 152 00:09:26.759 --> 00:09:31.120 that based on white number of qualified meetings are going or how does that work? 153 00:09:31.360 --> 00:09:33.840 Yeah, it's all around what you know, not just volumes, about 154 00:09:33.960 --> 00:09:37.399 quality as well. You know it's a big part of the kind of career 155 00:09:37.480 --> 00:09:41.120 path. It's about that consistent performance. So each milestone, to go from 156 00:09:41.159 --> 00:09:43.159 one, you have to achieve a search of average over a pier of six 157 00:09:43.279 --> 00:09:46.840 months. So again that's where you could come in hit the ground running as 158 00:09:46.879 --> 00:09:50.600 a rookie or you start as a rookie, regardless of your background, that 159 00:09:50.639 --> 00:09:54.000 experience. But if you can hit that average six months to target for the 160 00:09:54.159 --> 00:09:58.399 legend and that sign month period, you can jumble straight to that miles day. 161 00:09:58.120 --> 00:10:01.480 Naturally we see people typically jump from one to the other and kind of 162 00:10:01.879 --> 00:10:05.440 really go for that evolution of str Fu yeah, there are the ones that 163 00:10:05.559 --> 00:10:09.480 kind of break the mold, which we see if your great as well Nice. 164 00:10:09.000 --> 00:10:13.480 Have you noticed that you've got back last trying to arrest the ours? 165 00:10:13.519 --> 00:10:16.120 They're staying, that you longer the have you been s the other maybe a 166 00:10:16.240 --> 00:10:18.919 still into three years, where to be something else, that it's not like 167 00:10:18.080 --> 00:10:20.879 after six months that they're wanting to do something else, you know, a 168 00:10:22.080 --> 00:10:24.279 change. The interesting thing because when you trade, forget the daiments from your 169 00:10:24.360 --> 00:10:28.320 rock. Some things you don't get to day. And so there is John 170 00:10:28.440 --> 00:10:33.720 that we facilitates and there is Chinns we don't really want and to be felt. 171 00:10:33.799 --> 00:10:35.399 This is one of the Carr of path. We've got many, even 172 00:10:35.440 --> 00:10:39.960 you, that we are. We are exploring more currently on the Hunted Property 173 00:10:39.039 --> 00:10:43.559 Fund and of people to actually create even more Cara Path. But we got 174 00:10:43.639 --> 00:10:46.399 it'll be beyond that. For examples of road with running the the operations, 175 00:10:46.440 --> 00:10:50.720 got Operation Director, Operation Manager, mentors and team leads and all that sort 176 00:10:50.759 --> 00:10:54.639 of things in the team. So there is also a pass or someone would 177 00:10:54.639 --> 00:10:56.759 be as repair stuff for six months and then, you know, as I 178 00:10:56.799 --> 00:11:00.519 had enough, I'd like to manage people, or they could be in what. 179 00:11:00.600 --> 00:11:03.799 I had enough. I want to become an a okay, I don't 180 00:11:03.879 --> 00:11:07.679 want to become customer success. And that is the breaking point. This is 181 00:11:07.799 --> 00:11:11.480 the this is the issue we've got, because we've got sometimes to deal with 182 00:11:11.480 --> 00:11:15.879 a little bit of this ilusion of people saying, well, what with a 183 00:11:16.080 --> 00:11:18.399 is? The altum seems to be very straightforward. Right. They get big 184 00:11:18.480 --> 00:11:22.279 money. It's pretty cool. It's easy under sent stuff. I just have 185 00:11:22.399 --> 00:11:24.279 to speak to people, bring my sc that were the job and it's going 186 00:11:24.320 --> 00:11:28.600 to be done. They don't free see clearly what the role is. Okay, 187 00:11:30.159 --> 00:11:33.480 and some steps, I'll get steps that you can take with just, 188 00:11:33.720 --> 00:11:35.919 you know, like a normal step. Some of those that fee don't. 189 00:11:35.960 --> 00:11:41.840 Later ladder moving from SDL to a probably the crane to take in the next 190 00:11:41.840 --> 00:11:46.440 step. So we've got to be careful. But we want to create two 191 00:11:46.480 --> 00:11:52.840 staff where we can support our people to potentially have the taste of what it 192 00:11:54.000 --> 00:11:56.240 is to become a customoscis as person. What is it actually means and on 193 00:11:56.399 --> 00:12:01.039 ties to be an a? Okay, because original it is to say we 194 00:12:01.120 --> 00:12:05.279 come from, we can't keep them we got. I think turn over in 195 00:12:05.399 --> 00:12:09.000 our business is inevitable. There is some sort of a conveyor a bit of 196 00:12:09.120 --> 00:12:11.399 talent and, quite frankly, if you've got a good person that they're giving 197 00:12:11.559 --> 00:12:16.080 US twelve months, eighteen months ors of their life, do a good job 198 00:12:16.120 --> 00:12:18.480 for us and they want to progress and we don't have the characters from them. 199 00:12:18.720 --> 00:12:22.000 It's on us, it's not on them. They've been good that don 200 00:12:22.039 --> 00:12:26.200 that stuff. So we also tissue. Will support people to get out of 201 00:12:26.279 --> 00:12:30.600 the business and re sounds weird, but, as I mentioned to you, 202 00:12:30.679 --> 00:12:33.840 we've got lots of customers who really would love to fish in our pots and 203 00:12:35.000 --> 00:12:37.799 get some of our talents. But the risk here is that they would move 204 00:12:37.840 --> 00:12:41.840 that skelly. Yeah, you know the move that we spoke about. Rook 205 00:12:41.919 --> 00:12:45.080 is your birth stall age and it's kind of an origonal move. Okay, 206 00:12:45.799 --> 00:12:48.840 moving article is much more difficult moving up because you need to learn some new 207 00:12:48.879 --> 00:12:52.960 schemes and a good video. Good is your may not be a good customer 208 00:12:52.039 --> 00:12:54.960 success person. They may not be a good day, they may not like 209 00:12:56.200 --> 00:13:00.480 it, they may not be a good manager. You know, in fact, 210 00:13:00.879 --> 00:13:03.240 most of the top perform and that great manager. They are liking a 211 00:13:03.279 --> 00:13:07.200 little bit of empathy, emotionally intelligence. They offer you want to deal with 212 00:13:07.360 --> 00:13:09.840 people, they want to control their learning. They don't want other people to 213 00:13:09.879 --> 00:13:13.480 be part of that. So, but we want to do this year and 214 00:13:13.679 --> 00:13:16.200 that's that's in motion. It's free to credit environment where we say to our 215 00:13:16.240 --> 00:13:20.440 stuff, look, if we can give you the care opportunity, and you 216 00:13:20.480 --> 00:13:22.720 see, is the let's talk about it, which runs all being the know 217 00:13:22.879 --> 00:13:26.720 and control and make sure that you are going to a nice house, because 218 00:13:26.759 --> 00:13:30.200 that's the prime we've got. We've got so many good people who are being 219 00:13:30.240 --> 00:13:31.279 told, yeah, you're gonna get so copious, yeah, I know, 220 00:13:31.440 --> 00:13:35.080 taken little bit of an emotion. You can and join me as a video 221 00:13:35.200 --> 00:13:37.799 for six months and they have an a three months later. Whi Change Strategy, 222 00:13:37.840 --> 00:13:41.720 will channel lost my job. Notions are vested, everything is a part 223 00:13:41.799 --> 00:13:46.720 disappearing interface for his ringing. When you have me back, guys, and 224 00:13:46.879 --> 00:13:50.639 we never take that back. We don't want to set the president and this 225 00:13:50.879 --> 00:13:52.559 not. You know, you've got to make a choice. What we are 226 00:13:52.639 --> 00:13:56.480 trying to do, which is, and the market is crying junior I's. 227 00:13:56.000 --> 00:13:58.480 I mean that's a shortage. You think you know. We speak about the 228 00:13:58.519 --> 00:14:01.639 shortage of VIDEAS dre look at the shortage of sales people. Look at the 229 00:14:01.639 --> 00:14:05.799 shortage on VP's. Look at those all days of everything. Everything is in 230 00:14:05.840 --> 00:14:09.039 shortage to do. And this mad everybody was going to stay get to for 231 00:14:09.159 --> 00:14:13.519 copy because us and we work at some people and man. But we need 232 00:14:13.639 --> 00:14:16.759 to make sure that those people who will stick our name against and say these 233 00:14:16.799 --> 00:14:20.799 are operatics prove people when they go to a job they do they don't just 234 00:14:20.960 --> 00:14:24.720 want to deeper too and say how you know what Tonay for stree months actually 235 00:14:24.720 --> 00:14:30.360 don't related. Only go back to operatics. We want to avoid that. 236 00:14:30.600 --> 00:14:35.559 So we are trying to figure out a way to give them the experience of 237 00:14:37.559 --> 00:14:41.120 that kind of crane thing is going to the next step of moving vertically and 238 00:14:41.240 --> 00:14:43.240 just say this is what he looks like, because there is a bit of 239 00:14:43.320 --> 00:14:48.039 desilusion as to what the job actory is. I'm pretty sure some people look 240 00:14:48.080 --> 00:14:50.720 at Robleson seems to be easy, or wasn't calls with clients. Stick to 241 00:14:50.799 --> 00:14:54.279 them. I can let right, they don't fell not some what he is 242 00:14:54.320 --> 00:14:58.200 doing. But you know it is it's like everything you do. People will 243 00:14:58.240 --> 00:15:01.399 look at it from the Ol sense until Sime. Sorry, and it just 244 00:15:01.519 --> 00:15:07.000 seems it seems a little bit easier on the other side. So think of 245 00:15:07.080 --> 00:15:11.000 skating. I as my kid, was watching the UMP seals skating. They 246 00:15:11.080 --> 00:15:13.320 going to get some. You shouldn't do three the produce when its rest and 247 00:15:13.360 --> 00:15:18.240 trying to do what they make it look gracious. He's like the Swan and 248 00:15:18.320 --> 00:15:20.679 then the lettle legs on. That is going like that. That's the thing 249 00:15:20.759 --> 00:15:24.399 that thinks people, but you learning without the beginning of that carrier do not 250 00:15:24.559 --> 00:15:26.759 appreciate. Yeah, and I think the Dishue we've got in the US that 251 00:15:28.600 --> 00:15:35.840 people are confused between speed and actually developing themselves and they go to quickly and 252 00:15:35.919 --> 00:15:41.399 bold their wings. Yeah, and we've got less less of that probably in 253 00:15:41.480 --> 00:15:43.639 your ape. Think people are being more cautious, but in the US people 254 00:15:43.679 --> 00:15:48.399 would not isitate to just think that big step. They'll be more gored zy. 255 00:15:50.080 --> 00:15:52.200 But then you know, the higher you go, the tough of the 256 00:15:52.240 --> 00:15:56.240 fullest right. So you know the type of demographically higher. There's a lot 257 00:15:56.320 --> 00:16:00.480 of kind of urgency to want to be promoted to right. I mean we 258 00:16:00.679 --> 00:16:03.960 are culture is built on promote from within. It's probably one of the real 259 00:16:03.080 --> 00:16:07.679 essence of what we build the career path, because still wanted to people to 260 00:16:07.919 --> 00:16:11.200 feel that they were kind of developing and it was some part way through that 261 00:16:11.320 --> 00:16:15.360 career path. I mean you talk about superstars and the legend. There's sometimes 262 00:16:15.399 --> 00:16:18.480 the people that don't want the headache of managing our right set. Yeah, 263 00:16:18.600 --> 00:16:21.519 so kind of partway through that career path is for we time we didn't mention 264 00:16:21.600 --> 00:16:25.480 this as the mental the mental health to the sounds an aigment leader, the 265 00:16:25.600 --> 00:16:29.519 kind of equivalent title, but basically a part deliverance. They're still keeping their 266 00:16:30.080 --> 00:16:32.480 still got a thing on the pulse of how to do the job, but 267 00:16:32.600 --> 00:16:34.360 they move into a kind of coaching role which is kind of hand holding our 268 00:16:34.399 --> 00:16:38.000 new starters. It's really that kind of first step on the road to leadership. 269 00:16:38.519 --> 00:16:41.600 And again the academy then support some and Kittin ready for that and then 270 00:16:41.639 --> 00:16:45.360 you kind of move to this operations manager role. you start getting bit of 271 00:16:45.360 --> 00:16:49.080 exposure to clients and people. Then your operations direct to you start managing revenues 272 00:16:49.120 --> 00:16:52.200 and pls. You breasily verge your on company was in the business. They 273 00:16:52.240 --> 00:16:56.639 have that and the manage on Pendo was in the business with the other business. 274 00:16:56.720 --> 00:17:00.600 Or now, in fact, this year we actually didn't give them a 275 00:17:00.639 --> 00:17:03.159 budget. And see you bage. You tell us what you're going to do. 276 00:17:03.519 --> 00:17:04.880 We'm going to push on be on you. You tell us what you 277 00:17:04.960 --> 00:17:08.720 are doing. It was get up fantasy crime is it's incredible. Obviously growings 278 00:17:08.759 --> 00:17:11.559 for reels. These are people want the foot's reels are going that. They 279 00:17:11.640 --> 00:17:18.519 met the guild two three million pounds so they could read of street to Fabian 280 00:17:18.599 --> 00:17:23.119 Donas business do. So it's pretty impressive. That's awesome. One other things 281 00:17:23.160 --> 00:17:27.480 as thinking about you, it's working about this career of offers at another issue, 282 00:17:27.519 --> 00:17:30.920 resay, I think, so reader, or training and coaching. So 283 00:17:30.079 --> 00:17:34.240 all the stos have been training coach. They come to our saying overlooking for 284 00:17:34.279 --> 00:17:37.680 a new job and there f our clients were lowertys our bids and we say, 285 00:17:37.720 --> 00:17:48.759 Oh, why, you looking for rights and I say world, why 286 00:17:48.799 --> 00:17:51.119 do you relieve? I thought you were happening. We're really good job. 287 00:17:51.200 --> 00:17:52.039 And I said well, yeah, that's the problem. I've been hitting my 288 00:17:52.160 --> 00:17:56.319 target for a year, two years, and I don't know what's going to 289 00:17:56.359 --> 00:17:59.880 happen. Like I don't know really have promoted and so I think might take 290 00:18:00.000 --> 00:18:03.759 away from that is it's like really important to set expectations. I ran from 291 00:18:03.799 --> 00:18:07.359 the start. So whether your career parts like when you've got asked ours comings 292 00:18:07.359 --> 00:18:08.920 of the business is out one of the things you're doing, like straight from 293 00:18:08.960 --> 00:18:11.640 the start, saying like this is what can happen to you. People are 294 00:18:11.680 --> 00:18:15.000 really coming in with no false ilutions. You know they can clear see a 295 00:18:15.160 --> 00:18:19.599 clear progression path. Again, we have to be realistic the whole career path. 296 00:18:19.680 --> 00:18:22.920 It doesn't delay chair and we're never going to remove channel together, right, 297 00:18:23.039 --> 00:18:26.359 but I think you know, we're covering that very much in the interview 298 00:18:26.400 --> 00:18:30.480 process, in the onboarding induction process. Just re emphasizing it. So it's 299 00:18:30.480 --> 00:18:33.119 again the rules of engagement at clear you know. You do this, you 300 00:18:33.160 --> 00:18:37.319 will get these opportunities, you will get these financial rewards, you will get 301 00:18:37.400 --> 00:18:41.720 these perks. There's no false promises. It's all there. It's documented. 302 00:18:41.759 --> 00:18:44.240 You've got a copy of it. You can clearly see when you're wings at 303 00:18:44.319 --> 00:18:47.680 milestone. We make a lot of noise when someone moves from one one, 304 00:18:47.799 --> 00:18:52.000 one step to another. I think people buy into it. But ultimately we 305 00:18:52.079 --> 00:18:53.160 can't lose that. You know, we've got do you want to push the 306 00:18:53.200 --> 00:18:56.240 promoting within culture that this kind of just sort of puts the brakes on it 307 00:18:56.359 --> 00:19:00.359 little bit. So yeah, really through sharpen your saw, really kind of 308 00:19:00.440 --> 00:19:03.799 work on your skills over the next twelve, eighteen months minimum, as we 309 00:19:03.880 --> 00:19:07.559 say. We're even get the point now with the Career Path as weld further 310 00:19:07.680 --> 00:19:10.599 as well. Look, even if you wake your way through the career path, 311 00:19:10.640 --> 00:19:12.920 we're being quite open transparent as any shown the opportunities we can create. 312 00:19:14.559 --> 00:19:18.119 So now it's time to look at a path as well, which is another 313 00:19:18.200 --> 00:19:22.079 step and to the career path. So it's changing, it's evolving. But 314 00:19:22.200 --> 00:19:26.119 yeah, definitely kind of visibility of full transparency from day one and we can 315 00:19:26.240 --> 00:19:30.200 get off fire everywhere. The first duration of to carry up lenny world doing 316 00:19:30.279 --> 00:19:33.640 it more. That's clear to explain why this will that promotion. But secury 317 00:19:33.720 --> 00:19:37.799 towards the operation team and then you start to see, obviously, as usual, 318 00:19:37.920 --> 00:19:41.720 pleased or fantastic platform people saying, oh yeah, don't think they are 319 00:19:41.759 --> 00:19:45.160 fair in the way they you think that Blah, Blah Blah, which is 320 00:19:45.640 --> 00:19:48.799 really awful for us, because we try to be fair with people and because, 321 00:19:48.839 --> 00:19:52.160 though it's just probably should that I should remove my Luggy, because sometimes 322 00:19:52.200 --> 00:19:55.960 you read some stuff in your good why? But point that people want to 323 00:19:56.000 --> 00:19:59.680 make is that now you really, I mean rock, created the scope of 324 00:19:59.759 --> 00:20:03.079 competencies. It is tangible. Yeah, right, and when you make a 325 00:20:03.200 --> 00:20:06.799 tension, when you say to people, okay, like your own progress, 326 00:20:07.240 --> 00:20:10.640 it's an all still need to meet. I would you score yourself again, 327 00:20:10.720 --> 00:20:12.680 some of them again. Sometimes you still have a little bit of disolution. 328 00:20:12.759 --> 00:20:18.000 But that's the first that's the first thing that people get. Are are okay, 329 00:20:18.039 --> 00:20:22.400 absolute was much simpler than that. I don't really that. He emo, 330 00:20:22.440 --> 00:20:25.559 surely intelligous. What does that mean? But some what Equ and you 331 00:20:25.759 --> 00:20:30.240 start to explain. So well, are you that sort of person? Now, 332 00:20:30.039 --> 00:20:33.480 okay, but maybe there's Sual CARAPA. So for the people who are 333 00:20:33.519 --> 00:20:37.359 managing fact, I was on the front with one. Are you on this 334 00:20:37.440 --> 00:20:40.279 week? We have a lot of people that don't know what they want to 335 00:20:40.319 --> 00:20:41.720 do with themselves. You know, and I was the same. You know, 336 00:20:41.759 --> 00:20:47.319 when you are twenty, twenty five year old selves even sometimes towards the 337 00:20:47.400 --> 00:20:51.920 ASERTS is. People may not know what they want, but they still want 338 00:20:52.000 --> 00:20:53.279 us to ever, and that's why it becomes difficult for us. So all 339 00:20:53.319 --> 00:20:57.680 those things are great. We've got to walk from the say, Sixty Five, 340 00:20:57.920 --> 00:21:00.519 seventy couset of the people poor. They look at it and they have 341 00:21:00.680 --> 00:21:06.279 some supports of the population that don't really fit. You can't fit everything into 342 00:21:06.319 --> 00:21:11.000 the process. So we seem trying to add them, but the only people 343 00:21:11.079 --> 00:21:14.000 we contact is people who don't know what they want to do with themselves. 344 00:21:14.240 --> 00:21:17.720 You know, people are just little bit confused. So if they know an 345 00:21:17.759 --> 00:21:21.000 if they have focus, and even if that focus is outside of operatics and 346 00:21:21.079 --> 00:21:23.680 they've been a good soldier, a good coast of operatics, this year we're 347 00:21:23.680 --> 00:21:27.359 going to make the commitment to actually turn our recruitment arounds, you know, 348 00:21:29.200 --> 00:21:32.440 and push them out to the market. Right. We've already spoke to some 349 00:21:32.599 --> 00:21:37.200 fantastic clients and we knew the clients that can develop people, right. We 350 00:21:37.799 --> 00:21:41.160 have people that we spoke to, that we worked with milly them in the 351 00:21:41.240 --> 00:21:44.559 past. We've seen them developing people. You see them recruiting our guys, 352 00:21:44.599 --> 00:21:47.480 because we've got to pull and trons find our contracts or clients and then we 353 00:21:47.559 --> 00:21:51.519 get for years, but we've seen that developing our people to become as to 354 00:21:51.599 --> 00:21:55.319 become. So you've got this and then you've got the guys which just like 355 00:21:55.440 --> 00:21:57.400 you know what, I don't want to wait there, but just going to 356 00:21:57.480 --> 00:22:00.799 give them a one point five million dollar a quarter and quite frankly, you 357 00:22:00.920 --> 00:22:06.759 think on you swim. Yeah, all right. So we don't want them 358 00:22:06.799 --> 00:22:08.240 to go in the same swim or saying type of things. We want to 359 00:22:08.319 --> 00:22:11.799 get them in the in the place where there is scape, where there is 360 00:22:12.200 --> 00:22:15.920 maybe not that academy, but at least also a career path. So we 361 00:22:17.039 --> 00:22:22.319 want to find clients who are sharing the same passion we've got about talents and 362 00:22:22.359 --> 00:22:26.160 if it's the end of the role with the talent here, we want to 363 00:22:26.200 --> 00:22:29.880 make sure they go to another play, that we developed them and what are 364 00:22:30.000 --> 00:22:33.759 absolutely either support me, will speak at ten o'clock, ten sets at that. 365 00:22:33.839 --> 00:22:36.920 Gay is going to the company. Why? How do we let that 366 00:22:37.000 --> 00:22:38.680 happen? You know, he's kind of mess two or three of them his 367 00:22:38.799 --> 00:22:42.799 life or all life or whatever, but you can't see anything because they look 368 00:22:42.799 --> 00:22:47.039 at the price in the price is like ten came on them basic series. 369 00:22:47.079 --> 00:22:48.839 Someone say the lold options. I don't even know what they are. No 370 00:22:49.079 --> 00:22:52.599 idea about the volume, no earlier about the class, but the only option. 371 00:22:52.680 --> 00:22:56.920 So I'M gonna go for it. And they are completely blended se people 372 00:22:56.960 --> 00:23:00.759 who are deeply in love. You can't see anything that you're gonna go through. 373 00:23:00.839 --> 00:23:04.240 So we trying to credit environment because we actually mean it and and we 374 00:23:04.319 --> 00:23:10.200 want the people with substract carrier out to leave operatics, nostegic and ask man, 375 00:23:10.960 --> 00:23:12.440 because what we see now is also, for ex some pretty coming back 376 00:23:12.480 --> 00:23:18.160 as customers will be for ten years, and I think it's the most fonderful 377 00:23:18.240 --> 00:23:22.039 things that we can get free. But we need more of us. Right 378 00:23:22.079 --> 00:23:25.440 then, if you greatly get CDs, quite shown e. When someone could 379 00:23:25.480 --> 00:23:26.759 you. So I'm just in town. Are you in the office? Would 380 00:23:26.759 --> 00:23:30.599 you make meetium for the An said thank you, but I'm doing that now 381 00:23:30.680 --> 00:23:32.680 and you know you are a big part of my car. We have that 382 00:23:32.960 --> 00:23:37.160 either. That's what we I am so we want more of this and it's 383 00:23:37.200 --> 00:23:41.680 an evolving, ongoing development process and we will never be perfect, will never 384 00:23:41.799 --> 00:23:45.079 get off everyone, but yeah, we put a bit of an efforts see, 385 00:23:45.240 --> 00:23:48.920 imagine something ariage. I think probably a lot of people less things versus 386 00:23:49.000 --> 00:23:53.039 like leaders were lighter of our life in the market. You have a good 387 00:23:53.079 --> 00:23:56.519 selves parts and or like a st all. I got charactro in this huge 388 00:23:56.599 --> 00:24:00.839 off a little bit like really other estates allgets or they shouldn't take up but 389 00:24:00.839 --> 00:24:04.079 they're young and I even they don't know. WORL advice for us to leaders 390 00:24:04.119 --> 00:24:07.519 in terms of the conversations that are having with stos to help them see, 391 00:24:07.519 --> 00:24:11.279 you know, life's not about fighting, about learnings, development. What? 392 00:24:11.359 --> 00:24:14.240 What kind of conversation show you having to rest there on that when well, 393 00:24:14.240 --> 00:24:15.519 fun if we've been done some chace in morning, probably a that time of 394 00:24:15.559 --> 00:24:18.000 it. It's kind of, you know, part of the can go back 395 00:24:18.000 --> 00:24:21.000 to the career path and coming to a quite I'll come to your question, 396 00:24:21.079 --> 00:24:23.799 but you know our frustrations when people go and do the same things as for 397 00:24:23.880 --> 00:24:27.480 all they know. We've kind of hope to combat that by saying look, 398 00:24:27.519 --> 00:24:30.319 stick at it for a bit longer and I think the opportunity with great Wande. 399 00:24:30.359 --> 00:24:33.759 Course we have to trust the process. It's kind of for us the 400 00:24:33.839 --> 00:24:37.279 conversation we have in turned is what storage you want? You'll see me to 401 00:24:37.319 --> 00:24:41.039 tell. I think that's how we kind of advise and try and guide people. 402 00:24:41.480 --> 00:24:44.519 Really know that there's if you could conduci you just ste there's your me 403 00:24:44.640 --> 00:24:47.440 six months they're six months l six months out and they say use you for 404 00:24:47.759 --> 00:24:52.599 somewhere. Think you're with have an isciser. But we experiences right what we've 405 00:24:52.640 --> 00:24:56.359 done and you know probably been tempted at times over the years and previous companies 406 00:24:56.400 --> 00:24:59.720 and whatnot, but kind of stuck at it. But I think it's actually 407 00:24:59.759 --> 00:25:03.839 giving people platform to kind of check in with them understand what they're actual their 408 00:25:03.920 --> 00:25:07.680 motivators are. We've become very big on goal setting over the last twelve months, 409 00:25:07.759 --> 00:25:10.839 a ten months. You know, lockdown, specially if we've lost a 410 00:25:10.880 --> 00:25:14.759 bit of the culture with the whole hybrid and remote working. Kind of knowing 411 00:25:14.839 --> 00:25:18.519 what makes people tick has become more more apparent. So actually being able to 412 00:25:18.599 --> 00:25:22.000 tap into that and use actual advantage about how can the progress their career is 413 00:25:22.319 --> 00:25:26.039 I think when people trust that you're actually doing it for they're good. You 414 00:25:26.079 --> 00:25:29.839 know that one of the both alling things flustered race is when people come back 415 00:25:29.839 --> 00:25:33.519 as customers. I think people we've got so many success stories, people that 416 00:25:33.559 --> 00:25:37.440 have actually trusted us and gone through the process and the promote froming culture and 417 00:25:37.480 --> 00:25:42.240 all that. One Who stuff that. It's not just a promise, it's 418 00:25:42.240 --> 00:25:45.799 a reality. You can see it. You can see people have gone through 419 00:25:45.960 --> 00:25:49.039 that career part and it's achievable, attainable. They're not pim the sky. 420 00:25:49.160 --> 00:25:55.720 Targuet's I think something that's it says. It's like serious a crostomers stories. 421 00:25:55.759 --> 00:26:00.839 You're like clients by us the stories of people inside Your Business that I've concering 422 00:26:00.920 --> 00:26:03.319 life and you're saying how you will say say like she's had this amazing. 423 00:26:03.400 --> 00:26:07.640 We need to do more of that. So we don't want to be condescending 424 00:26:07.759 --> 00:26:12.880 with people, you know, and we try to show them that we care 425 00:26:12.920 --> 00:26:18.880 about talents through actions. That's US wats. We've been thinking about bringing some 426 00:26:18.000 --> 00:26:22.480 of the ex employees that have gone through the path that we have. We've 427 00:26:22.480 --> 00:26:26.680 got some fantastic example and we still end so we don't just end them once. 428 00:26:26.200 --> 00:26:30.079 I've got one that just gave me a call and it's funny because it's 429 00:26:30.119 --> 00:26:34.519 an ex employee that was were pretty and we introduce another ex employee and then 430 00:26:34.519 --> 00:26:38.200 they got together and it's a great story. We had another day event and 431 00:26:38.319 --> 00:26:42.160 it's great to see you're those things happening, but I guess if you wanted 432 00:26:42.279 --> 00:26:45.920 the Vida, you started with a six months. We don't see any of 433 00:26:45.000 --> 00:26:48.319 that, you know. And and if some of them walk from home, 434 00:26:48.400 --> 00:26:49.680 some of them are based in the US. We've come be in the US 435 00:26:49.799 --> 00:26:52.920 or the type. So even if you've got the leadership team there, they 436 00:26:53.000 --> 00:26:56.480 may not appreciate or the effort we are making. But we really trying to 437 00:26:56.559 --> 00:27:00.799 do action. Got Use walls. We may want to get some of the 438 00:27:00.880 --> 00:27:03.440 people coming because we have a people say, look, I want to speak 439 00:27:03.480 --> 00:27:07.759 about my very, very, very bad experience of having not listen to you 440 00:27:08.440 --> 00:27:11.880 and actually messing it up. I feel that I need to express it to 441 00:27:11.960 --> 00:27:17.440 people who are probably thinking like I was thinking back then. And we've been 442 00:27:17.480 --> 00:27:19.759 a bit tradition to that, because we don't want to do propagandayes. Thin've 443 00:27:19.799 --> 00:27:25.160 got to be careful with the visit your generation. So they were looking, 444 00:27:26.039 --> 00:27:30.839 they were searching and it's to night. So so how do you prevent them 445 00:27:30.880 --> 00:27:34.240 before? That's all the things we discuss from the recruitment process, from the 446 00:27:34.359 --> 00:27:40.599 first conversation. Are you looking for money? Are you looking for Carol Development. 447 00:27:40.880 --> 00:27:42.440 Yeah, I'll trade off with them. We won't pay you as much 448 00:27:42.480 --> 00:27:48.680 as a vendo right were your own fifteen pero less. Okay, but if 449 00:27:48.759 --> 00:27:52.559 you start without experience, in six months time your value in the market will 450 00:27:52.599 --> 00:27:56.599 be seventeen. Doesn't more your basic that's not one that you get. Number 451 00:27:56.720 --> 00:27:59.720 two is that we probably would accelerate your career by two X or streeks. 452 00:28:00.240 --> 00:28:03.440 Okay, so if you join us at twenty three, by the age of 453 00:28:03.559 --> 00:28:07.039 thirty, can pretty much guarantee as you be on six or more. Sorry, 454 00:28:07.119 --> 00:28:10.240 pretty much, if you stick to it, if you are a good 455 00:28:10.279 --> 00:28:12.000 guy, obviously, if you don't turn up, if you don't do your 456 00:28:12.160 --> 00:28:15.920 job, if you complain all the time, if you just do a good 457 00:28:15.960 --> 00:28:18.920 person, you know you would never get there. But if you get to 458 00:28:18.039 --> 00:28:22.799 it, I can guarantee you that you're going to get and we've got sometimes 459 00:28:22.839 --> 00:28:26.759 of example. We probably have twelve serts an example, in the company of 460 00:28:26.839 --> 00:28:30.119 young people who promoted from within. Now it's about the eat at more scale 461 00:28:30.519 --> 00:28:34.160 and it's about people Al Understanding that and the what we don't do well at 462 00:28:34.200 --> 00:28:37.359 the moment, because I think we need to speak about what we don't do 463 00:28:37.480 --> 00:28:41.799 when is we don't create a safe environment for people to speak. You know, 464 00:28:42.000 --> 00:28:45.599 if you ever went to an is with my manager, Mikey, right, 465 00:28:45.119 --> 00:28:48.079 mighty, your great guy, you work super hard. Yours that eight 466 00:28:48.160 --> 00:28:52.880 SORTSU even six. You try to end me, but yours on course with 467 00:28:52.960 --> 00:28:56.079 clients. So technically you don't tell me and the reason why I'm failing is 468 00:28:56.079 --> 00:28:57.640 because of you. But I'm going to tell you that because I like you, 469 00:28:57.920 --> 00:29:00.720 because I respect you, I'm not going to tell you that. I'm 470 00:29:00.759 --> 00:29:03.519 just going to tell you what you say in the operationship. It's not you, 471 00:29:04.440 --> 00:29:07.640 it's me. It's too good. I've got to go with that guy, 472 00:29:07.720 --> 00:29:11.119 I've got to go with that girl or whatever, and that's what people 473 00:29:11.279 --> 00:29:15.279 do. So when you get this sense of creating a safe environment, wh 474 00:29:15.359 --> 00:29:18.599 I don't have to go to make here for my review, but I could 475 00:29:18.599 --> 00:29:22.880 go to someone else with completely out of the business and going to psychologic right, 476 00:29:22.960 --> 00:29:26.440 you can tell, you can split the deal of something, you can 477 00:29:26.480 --> 00:29:29.279 speak about something that you will not speak to with your manager. So that's 478 00:29:29.319 --> 00:29:32.680 the environment that will working on creating. is yet of people. So we 479 00:29:32.720 --> 00:29:36.559 are expecting to really get to the essence of what you need to get better 480 00:29:36.640 --> 00:29:41.519 out because it's difficult to become self aware. It is we alswer for while. 481 00:29:41.519 --> 00:29:45.039 It is difficult to make changes if you don't know what the issues are, 482 00:29:45.039 --> 00:29:48.759 and even for managers, manager that is not communicating with that team may 483 00:29:48.839 --> 00:29:52.519 not even realize. Yeah, right, and they will. All these people 484 00:29:52.640 --> 00:29:55.720 going to really love you, you know, as a bit of a tlhenduregoing 485 00:29:55.839 --> 00:29:57.279 and stuff, ms I want to really like me. You know what could 486 00:29:57.279 --> 00:30:02.240 have done better? We never get to the truth. So we want to 487 00:30:02.319 --> 00:30:04.920 create that safe environment. Well, we do do things. First of all, 488 00:30:06.039 --> 00:30:08.119 we get to the reason of why people want to live. We still 489 00:30:08.240 --> 00:30:11.599 believe that people don't leave for money and we believe that the need for the 490 00:30:11.680 --> 00:30:15.480 managers and we I don't think we will see properly until we get to the 491 00:30:15.519 --> 00:30:22.039 bottom of that one. We also believe that people need direction and they need 492 00:30:22.160 --> 00:30:25.799 someone that isn't a manager. So you know what making I don't think you've 493 00:30:25.799 --> 00:30:29.960 Averbu with a because these are the skill set of an ad. This are 494 00:30:30.000 --> 00:30:33.640 the successful one and if I compat and with your skills at in your scope 495 00:30:33.640 --> 00:30:37.559 of competency, I don't think it's the right path. I think you should 496 00:30:37.559 --> 00:30:40.640 consider that, pers but that passed. Other thing, we speak again in 497 00:30:40.759 --> 00:30:42.279 one months and, by the way, I can introduce you to a few 498 00:30:42.319 --> 00:30:45.359 people while doing that job, so you can speak to them and tell them 499 00:30:45.400 --> 00:30:48.920 about the things we want to create. That sort of things. What people 500 00:30:49.000 --> 00:30:53.960 actually get a real ide of. fends it looks like out there, because 501 00:30:56.119 --> 00:30:59.359 recruitment right now for us, the Abdea and our people that are being pushed. 502 00:30:59.759 --> 00:31:02.640 They're not being people. Are Not trying to recruit them set as into 503 00:31:02.720 --> 00:31:07.240 match, they are saying that company to them, come enjoy me, you. 504 00:31:07.519 --> 00:31:08.920 You are the peractic. You've been there for my amounts. You've got 505 00:31:10.000 --> 00:31:11.039 to be good something that's be good with you. Then they will as like 506 00:31:11.160 --> 00:31:15.839 you. All right, so I want you and that's not good. You 507 00:31:15.920 --> 00:31:21.480 should never accept a job without knowing what you said into. You should never 508 00:31:21.599 --> 00:31:26.039 accept the job that you are not passionate about. Yours on the intricacity of 509 00:31:26.079 --> 00:31:27.880 the job. You're all some of your planet will be calculated. You should 510 00:31:27.920 --> 00:31:33.480 never accept the job for any never when you should be a very product of 511 00:31:33.559 --> 00:31:37.480 doing something you like and some things are good at. But trying to explain 512 00:31:37.559 --> 00:31:41.960 that to someone who's, you know, get twenty tble on that basic salary 513 00:31:41.640 --> 00:31:45.920 good luck doesn't me you can go through. So it's our doing credit environment. 514 00:31:47.079 --> 00:31:52.000 Well, we can because we really want to help, but it's frustrating. 515 00:31:52.200 --> 00:31:55.839 Is I wasn't courage this week at nine pm may time with someone in 516 00:31:55.920 --> 00:31:59.680 the US speak about that car and just con comprehens some of the decision the 517 00:31:59.759 --> 00:32:01.480 Magain, I respect that is you know, we support them because they've been 518 00:32:01.519 --> 00:32:04.880 good to us and I will learning what they go they want to do. 519 00:32:05.000 --> 00:32:08.880 But I think to Ross I couldn't see property conversation and I'm thinking maybe I've 520 00:32:08.880 --> 00:32:14.200 been something wrong. It's on me. It's just difficult. But it's an 521 00:32:14.400 --> 00:32:16.440 ongoing things and when we speak in one year, I we should ever get 522 00:32:16.440 --> 00:32:20.400 sup in one year to see what we know she looks like. But I 523 00:32:20.519 --> 00:32:23.319 think we have much more probably we see that. Be Happy, but you 524 00:32:23.440 --> 00:32:29.920 know, Nice. You're definitely contrapening is I think this is such a hot 525 00:32:29.960 --> 00:32:31.359 toback and I think I don't think the market is going to change. Run 526 00:32:31.440 --> 00:32:36.920 for them St will be a very relevant in one year that there's one one. 527 00:32:37.000 --> 00:32:40.400 LST has chance. Are So iwas a writs analogy because are working for 528 00:32:40.559 --> 00:32:45.759 around as lasting ours. I think I should be considered partners and pairs and 529 00:32:45.799 --> 00:32:49.519 all the ideasy as the oars boss where sometimes happens other companies. So no, 530 00:32:49.640 --> 00:32:54.000 really, the analogy idea is like the midfield is the ASDR he setting 531 00:32:54.119 --> 00:32:58.440 up. Obviously in the strata is the I need to score right. So 532 00:32:59.799 --> 00:33:01.960 it in line with that. Obviously very trying to ativated gus the our profession, 533 00:33:01.960 --> 00:33:06.559 because I think even psychologically, some stars girl like I and an s 534 00:33:06.640 --> 00:33:08.559 the old and I hate hearing that because I think it's such stress an important 535 00:33:08.640 --> 00:33:12.920 role. It's outside. Obviously this career part of that you're talking today. 536 00:33:13.319 --> 00:33:15.599 What are some other ways you think that we can alivates the opera fashion, 537 00:33:15.960 --> 00:33:21.480 both psychologically fastils themselves, but also, like from leadership perspective as well. 538 00:33:21.839 --> 00:33:23.759 It's good to be working for RUBB'S A foo buller is. There's a bit 539 00:33:23.799 --> 00:33:30.920 offen, but the Tis. So I think we kinder, not so much 540 00:33:30.960 --> 00:33:35.279 anymore. That's that's a good question. I mean we see it with our 541 00:33:35.400 --> 00:33:39.440 clients, the ones who actually value the SDRs and embrace them and see them 542 00:33:39.480 --> 00:33:44.839 as a kind of the partnership, not just you know, some SDRs go 543 00:33:44.960 --> 00:33:47.359 into those relationship, but we feel a little some servant thinking their roles beneath 544 00:33:47.440 --> 00:33:51.519 the A and that side of the that's the pinnacle and I'm here to serve 545 00:33:51.640 --> 00:33:57.079 that person. We're trying to kind of well clients that actually kind of embrace 546 00:33:57.200 --> 00:34:00.119 what we do from the marketing team, sales teams and the earth of the 547 00:34:00.160 --> 00:34:01.960 guys go to because, you we said, earither front of the sales pot 548 00:34:02.039 --> 00:34:06.160 right, there's nothing really happening without their bashing down those years. That's in 549 00:34:06.200 --> 00:34:07.920 a lot of our clients where, you know, it's more count based marketing, 550 00:34:08.000 --> 00:34:10.800 going a bit colder. You know we're not. We've got to do 551 00:34:10.920 --> 00:34:14.519 some sort of in boundits and pieces, but a lot of our guys are 552 00:34:14.559 --> 00:34:17.679 kind of got that tough slog of trying to generate interest in terms of kind 553 00:34:17.719 --> 00:34:22.519 of promote the A rol. That I think how we do it on our 554 00:34:22.639 --> 00:34:27.239 side is kind of explaining to our guys in the kind of onboarding, induction, 555 00:34:27.360 --> 00:34:30.960 training and whatnot, of kind of part they play in the sounds cycle 556 00:34:30.559 --> 00:34:35.199 and I kind of come into a slide different mindset how we get the outside 557 00:34:35.280 --> 00:34:38.199 world so actually recognize the tough game that I do. I mean, you 558 00:34:38.400 --> 00:34:43.000 think they were by the Stos in the Mormne? I would do anything. 559 00:34:43.119 --> 00:34:45.119 So as there is a lot of appreciation. Nothing that would be more about 560 00:34:45.400 --> 00:34:51.599 putting bounds on. See huge shortage from personally believe that a strikers got to 561 00:34:51.679 --> 00:34:53.800 be very, very bloody good if it doesn't have a good big field, 562 00:34:54.000 --> 00:34:59.159 and I think the best striker get that. Yeah, I think the striker 563 00:34:59.239 --> 00:35:01.519 that don't get the big field and will complete every singletty don't get the balls 564 00:35:01.679 --> 00:35:06.440 will never rescop any goals. I don't think they will have lots of carry 565 00:35:06.480 --> 00:35:12.039 on botmities, but the legendary one they would get that. So again we 566 00:35:12.519 --> 00:35:15.280 kind of verging into that. Clients. When you've got to clients and steem 567 00:35:15.360 --> 00:35:19.639 new comes, out of ten fifteen people, you would have two, three 568 00:35:19.679 --> 00:35:22.440 better bors. They don't want to play the game. You don't set valued 569 00:35:22.519 --> 00:35:25.119 as they are. Maybe they are the chance to level the job in dife. 570 00:35:25.719 --> 00:35:29.599 Yeare, so they don't feel it. I think the only way to 571 00:35:29.679 --> 00:35:32.480 elevate the role would be for everyone to have done the job. Know, 572 00:35:32.599 --> 00:35:37.920 when we have clients who actually have done the job, the respect is instance, 573 00:35:37.599 --> 00:35:40.880 you know, and they under stone ups and down. From psychology perspective. 574 00:35:40.880 --> 00:35:45.000 You don't have to explain. They've been that themselves. Sometimes you've got 575 00:35:45.039 --> 00:35:47.639 your modules, sometimes you don't tell your go joe. Okay, so this 576 00:35:47.840 --> 00:35:52.000 are the best set up. The problem is the people who is who have 577 00:35:52.159 --> 00:35:54.400 never done it. They've never picked up a funny devils and an email it 578 00:35:54.440 --> 00:35:58.679 would write a playbook, though. They would write your playbook. Yeah, 579 00:35:59.559 --> 00:36:01.800 yeah, sorry for the product guy. Well, but they may be a 580 00:36:01.880 --> 00:36:05.679 product guy. Just say why. I way to play book writingil. Have 581 00:36:05.800 --> 00:36:07.239 you ever saw anything? If you ever set a meeting and girls at the 582 00:36:07.280 --> 00:36:09.920 day when Your Life? Absolutely not. But they have the product by art. 583 00:36:10.079 --> 00:36:13.199 Okay, well, that's going to be a great play book. Not 584 00:36:13.400 --> 00:36:15.480 your disrespect to anyone, but I think we have to give a lot of 585 00:36:15.599 --> 00:36:21.119 respect for that sort of functional in fact, the reason why I started at 586 00:36:21.159 --> 00:36:25.960 a practice is because I really saw that starting at the bottom doing tailor marketing 587 00:36:27.039 --> 00:36:29.880 back in the day. So I was really at a marketing or recruitment but 588 00:36:29.920 --> 00:36:31.320 I was in the UK and I was like, if I want to cut 589 00:36:31.440 --> 00:36:36.360 my teeth, it's like military service. If I can prove that I'm good 590 00:36:36.400 --> 00:36:38.719 at that, I'm probably going to have a good care and I was reading 591 00:36:38.719 --> 00:36:43.760 a lot of autobiography of people who study door to door setting and things like 592 00:36:43.880 --> 00:36:46.480 I become ceosi investor. So I got into my head and that's where I 593 00:36:46.559 --> 00:36:51.079 see to do. It out supposed to be six months. It's been fourteen 594 00:36:51.119 --> 00:36:53.599 years, so that it's been a bit, a bit of a spiral. 595 00:36:53.840 --> 00:36:58.880 But that's the sort of people that that's the sort of thinking that people should 596 00:36:58.880 --> 00:37:01.360 have. You've got to think about this is the military service. This is 597 00:37:02.000 --> 00:37:08.400 a tough geek for people. This is very difficult in only the people who 598 00:37:08.440 --> 00:37:13.119 have not done the job don't appreciate and respect the job. Okay, so, 599 00:37:13.920 --> 00:37:15.519 I mean you begun to a the strike us to play at midfielders where 600 00:37:15.599 --> 00:37:19.599 sometimes, and and I would be if I was a CEO of companies, 601 00:37:19.599 --> 00:37:22.639 and I would see my service getting of respecting the the inside selves. People 602 00:37:22.679 --> 00:37:25.519 are. Put them on the phone. I've paid a lot of money, 603 00:37:25.519 --> 00:37:29.199 but probably put them for a few days and just do it. Show me 604 00:37:29.239 --> 00:37:31.199 if you can do it it now. Let's see what you are. Yeah. 605 00:37:32.039 --> 00:37:37.320 Well, I always say a should generate at least aboutter and my find 606 00:37:37.320 --> 00:37:38.800 you here. It's fite the sound right, so they on the sun, 607 00:37:38.880 --> 00:37:45.239 everybody. So, yeah, the other thing I say, as well as 608 00:37:45.320 --> 00:37:46.800 if you start our in business and they won't be on for clowns. Sometimes 609 00:37:46.840 --> 00:37:52.159 the entoursure was the person. You do our business. Yeah, business right, 610 00:37:52.280 --> 00:37:57.280 solutely. That to warn. Yeah, well, yes, being a 611 00:37:57.320 --> 00:38:00.360 pleasure of thanks for letting me me hirest enjoyed learning of kids. Thanks, 612 00:38:00.440 --> 00:38:02.760 hike. You can, of course to. You just like it, give 613 00:38:02.800 --> 00:38:07.280 it nobody. I mean, that's pretty cool. That is good. And 614 00:38:07.360 --> 00:38:09.239 let's beat up when you're taying. Let's see what we are, because Robb 615 00:38:09.519 --> 00:38:14.239 is cooking a lot of fatile phase is the don't kitchen is carry off as 616 00:38:14.400 --> 00:38:19.239 kitchen work. Yeah, WE'RE gonna make some face. I trustickly. It's 617 00:38:19.280 --> 00:38:21.199 going to be fine. We're gonna for it. Then we're gonna tell you 618 00:38:21.199 --> 00:38:23.559 about all learning. Also, nowther for that conversation. Thank you, Mike. 619 00:38:23.800 --> 00:38:29.440 But just you've been listening, to be to be read a new acceleration. 620 00:38:30.119 --> 00:38:32.239 To ensure that you never miss an episode, subscribe to the show in 621 00:38:32.280 --> 00:38:37.440 your favorite podcast player. Thank you so much for listening. Until next time, 622 -->

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