How to Hire the Right People and Motivate Your Team for Success with Julie Bartkus

Despite the significant growth of the industry, many lawyers couldn’t hire the best employees for their teams. Finding the right employees to match your law firm's vision can be a lengthy and frustrating process. How and who you hire are instrumental to the future of your company. To set your law firm for success, you need to hire the right employees with the potential to elevate and turn your company’s vision into reality. 

In this episode, our guest Julie Bartkus shares the importance of emotional connection in hiring employees to get the best talent for your law firm. She discusses techniques for creating advertisements that will attract the people you need for your company. We also discuss how you can retain and motivate your employees to meet and surpass expectations and cultivate a positive workplace. 

If you want to know how to hire the right additions to your team and motivate them to pursue success, this episode is for you.

Here are three reasons why you should listen to this episode:

  1. Learn how to build your team and bring in qualified employees to your firm.
  2. Discover how to step up and motivate your employees to aim for success.
  3. Find out how to become a better leader and transform your current workplace.

Resources

Episode Highlights

Julie Bartkus’ Background

  • Julie has been transforming workplaces for over 20 years. 
  • Her primary focus is understanding the workplace and finding what demotivates employees.
  • She gives a comprehensive view of what’s happening in the workplace to help owners make changes.
  • Julie continued with motivational speaking after it changed her life in a critical moment.

Common Employee Demotivators in the Workplace

  • It is demotivating for employees when they feel the leaders are just going to hire anybody.
  • When we hire people based on fear and desperation, our staff can tell that they have no qualifications for the work.
  • Our mindset causes demotivation in the workplace, a decrease in morale, and ultimately, this causes employees to check out.

Julie: “People really want to feel like where they work is elite, where they work is hard to get into, and that they are working someplace special — even if it is McDonald’s. ”

The Matter of Fear and Desperation in Hiring Employees

  • Our mindset affects our way and attitude about hiring.
  • When we’re hiring, we are in a place of abundance and prosperity.
  • Fear and desperation come from a mindset of scarcity, a common message in the people we listen to and the media we consume. 
  • We need to develop a mindset of abundance.

Julie: “People who hung on to what their desire was, and then engage their active imagination that what they wanted was here, were the ones who really thrived.”

Advertisements and the Abundance Mindset 

  • The energy behind the intent of the advertisement will get you the results you want.
  • Writing from the abundance and prosperity mindset changes the results of the advertisements you put out.
  • Make sure you are selling your vision, not a position.
  • Having a vision helps rally a team and motivates people to be a part of your organization.

Writing the Perfect Advertisement to Sell Your Vision

  • When Julie worked as a recruiter, her advertisements spoke to people and encouraged them to inquire.
  • When writing advertisements, it’s important to write about the emotional connection to the work. 
  • Writing ads is like buying products — it comes from an emotional perspective.
  • You want to find people who connect with the same principles or ideas as you do.

The Technical Side of Ads

  • Sometimes leaving out the technical side of the advertisements can still attract the right person.
  • You want to get their heart invested or speak to their pain in your advertisement.
  • Getting into the details of the job offer can dissuade the right people to inquire about the position.

Hiring Employees Is Sales 

  • Hiring is a crossover between how you sell your clients and how you sell people on the job. 
  • If you tap into the people you want to attract, you have the advantage.

Julie: “You go through your mindset transformation, and then you put your pen to paper, write your ad, and you see who you attract.”

Navigating Hiring Process 
  • Target what you need to shift in so that you can target the right people from the start.
  • Look into what kind of employer you are and create personalized interview questions to ask potential job candidates.
  • A multi-layered approach to hiring can help you target the right person for the job.
  • Skipping any steps in a multi-layered approach leads to hiring mistakes.

Scalability Tests in Hiring Employees

  • One way to trim down the number of people who applied for the job is to make specific tests to determine which applicants fit best for the job. 
  • It’s important to be strategic with your time.

Moshe: “You want somebody to hire you because they want to work with you. Because they have a strong desire to work specifically with you, not just get their problem solved. [It's the] same thing with an employee; we have to get to the person who is the perfect candidate.”

After the Initial Employee Hiring Interview

  • After the phone interview, you’ll need to do a personal interview.
  • You can try calling them spontaneously to see if they know who you are and ask visionary questions.
  • You can also send them a video talking about the vision and story of the law firm and ask what they can bring to the table.
  • Strong orientation is necessary to set up your employee for success.

Julie: “Show yourself or prove yourself to be above and beyond when it comes to the people you select to be a part of your team — that you’re going to do everything to set them up for success as their journey continues.”

Setting Employees for Success
  • The first step is to give them the right tools for the job. 
  • Taking out the buyer’s remorse in the employee’s decision to join the law firm is crucial for success.
  • Employee turnover happens when employees mentally check out because they’re overwhelmed.
  • Similar to an icebreaker, the new employee needs to feel like a valued team member, and the defensive reactions in the other team members break down quickly.

Identifying Demotivation and Improving the Status Quo

  • Awareness is important in identifying demotivation. It prevents the chain reaction of disruptive events.
  • Schedule one-on-one meetings regularly and encourage feedback.
  • Create objectives for each employee and check up on their progress regularly.

Ideal Frequency and Structure of One-on-One Meetings

  • Doing committed one-on-one meetings brings change. 

Julie: “As a leader, the biggest thing I need to do is to bring about change to my organization and to know what that change is. What is it that you want to accomplish over the next 12 months?”

  • Failing to come through with commitments and promises is a common demotivator. It’s important to be committed to the meetings.
  • When the structure of the meetings is in place, the work dynamic will shift from the employer to the employee.
  • As the meetings progress and become longer, you can get in touch with the employees’ needs for success.

Compliment Meetings

  • Everyone enjoys getting compliments for their efforts.
  • Getting positive feedback can help employees break a negative loop and perform better.
  • One common mistake leaders make is paying all their attention to negative situations.
  • If you can’t give a compliment, talk about why you hired them and the brilliance that they bring to the company. 

Julie: “If you’re not giving your employees awareness about their less desirable behaviors or things they need to change or things they need to be doing differently, we’re really shortchanging them out of the opportunity to grow.”

Julie’s Key Piece of Advice

  • Pay attention to your mindset because it affects everything that you do.
  • Be aware of your negative thoughts and work on transforming them into positive change.

Julie: “There’s a solution that can totally transform and change your mindset and help you reconnect with your baby — the business you love, the business you created.”

About Hiring Expert Julie

Julie Bartkus is a workplace transformationalist who has been providing her services to businesses for over 20 years. She is currently the founder and president of Motivate Teachers.

Her goal is to cultivate a dreamy workplace and get the team that brings companies’ vision to life. She works with leaders to motivate their employees and create a positive workplace that encourages feedback and change. Julie has extensive experience in identifying cycles of disruptive events that stem from demotivation and lack of morale. Her step-by-step system helps leaders change their workplaces and gear their employees toward success.

Interested in Julie’s work? You can find more information on her services through her website. You can also connect with her through Facebook and Linkedin or by calling 800-211-5671.

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