When your team members are working harder and longer to serve your clients consider these tips to keep them motivated so they will be able to more effectively help you navigate through these challenging times: Positive reinforcement - Tell them they are doing a good job. It is a management best practice to do this anyways, but team members are seeking affirmation from you that their extra efforts are not going unnoticed. While it is obvious to do this in the moment, consider calling, ...
Recruiting Opportunities in a Down Market
For more than a decade, the financial planning profession has enjoyed strong stock market returns, which has led to firms growing and hiring at an impressive clip and posting record increases in profit, revenue, and assets under management. This explosive growth obviously could not continue indefinitely, though, due to the cyclical nature of the stock market. So how should firms approach their human capital planning, now that we are transitioning into times of market turbulence? For firms ...
Generation Z: Your Key to Growth
‘Millennials are so yesterday’s news!’ - Several anonymous financial planning firm owners Ouch! A blunt statement by obviously frustrated business owners who have had challenges employing millennials in their firms, but they do have a valid point. As Generation Z, the generation that follows the Millennials, is actually starting to enter the workforce… and many are hopeful that this up-and-coming generation could be the unicorn employers have been seeking. Based on findings from early ...
Improving Your Culture & Communication
2019 is in the books and many of you had a very good year, so congrats! To continue to build upon these successes and avert the challenges facing our profession, it is increasingly necessary that you continue to fully utilize every asset at your disposal. And by far the biggest lever you can pull to increase the value of your business is to improve your firm’s human capital. From this perspective, you need each member of your team to be at the top of their game for 2020. Here is a list of ...
Culture of Gratitude
“Gratitude is the greatest of virtues and the parent of all the others.” Cicero Our relationships with people in our life matter the most, but are too often unwittingly neglected. When was the last time you expressed your gratitude for someone? It may come naturally for you in terms of your clients, such as sending end of year thank you letters to go out to all of your clients expressing how grateful you are for them and how you wouldn’t have the business you have if it weren’t ...
Attracting Candidates to Smaller Markets
The location of your firm is a major driver in what type of talent you can attract. When recruiting Millennial talent for your firm, the firms located in major metro areas (tier 1 market) tend to have an advantage over those in less populated urban centers (tier 2 market)… a reality of current Millennial lifestyle preferences. The most sought-after job location destinations cited by the prospective job candidates we have worked with year to date are: Nashville, TN Austin, TX ...
Questions You Can and Cannot Ask
Last month, we discussed why it’s important to hire for quality of experience over just quantity (or job title) alone. But this comes into play not only with experienced planner hires, but also those coming directly out of CFP programs, since all the CFP programs are not the same. In fact, one of the reasons we do so many on-campus visits to CFP programs each year is to be able to speak to the faculty members, tour the facilities, and meet with the school’s program leadership. As in practice, ...
Hiring For Responsibilities
When setting out to recruit a new financial planner for their firms, owners must first identify what problems they are trying to solve with a new hire in the first place. Some of the most common bottlenecks we see are replacing someone who left or was promoted, increasing capacity to serve more clients, reducing the workload of another team member, or finding and developing an internal successor. In this month’s article, we discuss how to flesh out a proper job description to ensure you hire ...
Should You Counter Offer?
Hearing the words “I have accepted another offer…” can be an entrepreneur’s worst nightmare… especially since it’s most likely to happen with team members who are high performing (the ones most likely to be recruited away!), where their departure could be a substantial setback. And as frustrating as it may be, it is inevitable that this will happen if you manage people long enough. Firm owners typically have several different ways to respond when the news comes, especially if team member is ...
Compensating Your Financial Planner
One of the questions we field on a regular basis is “how much I should pay my new hire?” We have written previously about some pitfalls associated with firms relying solely on industry salary surveys to determine competitive compensation for their team members. Below we have provided compensation information on some of our recent placements to provide additional data points for you to consider when making offers to new hires and/or revisiting compensation with your current team. The types of ...
To Sponsor or Not to Sponsor
Due to the dearth of financial planning career entrants, some firms have resorted to “sponsoring” and hiring international workers for work Visas to fill the void. The process for sponsoring an employee is not for everyone but could be a potential solution for you if you don’t have any other options or the perfect candidate for the role you are trying to fill isn’t able to work in the US. In this month’s article, we provide a summary of the sponsorship process, plus the benefits and challenges ...
Handling Candidate Disclosures
Throughout the years we have interviewed candidates who have wide ranging experience levels, and come from a variety of backgrounds. And we’ve seen first-hand how a wide breadth of candidates can make it challenging to decide which one to actually hire for your firm. Having your candidate(s) go through a structured screening process with interviews, exercises, and assessments is a great place to start understanding who they are, how they operate, and where they might be the best fit within ...