As we head into the holidays, I hope you take a few minutes to review some of the recent news from our industry. You can follow many of these stories on our Twitter and LinkedIn Group Page throughout the month. Now on to the news:
1. Construction Index Is the Most Positive in Over a Year: Amidst a continued high level of inquiries for possible new projects, the American Institute of Architects (AIA) has reported that its Architecture Billings Index (ABI) reached its highest mark since August 2008. Read More: http://bit.ly/8rM96A
2. Electrolux Head Quarters moving out of Augusta: Electrolux has announced it will consolidate several of its American Corporate office organizations and support functions into a single location. Read More: http://tinyurl.com/ylxahml Edited 12/16/2009. Electrolux selects Charlotte, NC as new location for North American Headquarters http://tinyurl.com/yhkzeeu
3. Hill Phoenix to Acquire Barker Company: The Barker Company will become part of the Hill PHOENIX Specialty Products Division. This acquisition will complement and dramatically increase Hill PHOENIX's specialty product offerings and enable Hill PHOENIX to meet increasing demand for more specialized and highly customized products in the fast-growing specialty merchandiser segment. Read More: http://tinyurl.com/y9pkcal
4. Kysor/Warren and Food Lion Unveil Sustainable Refrigeration Technologies: Grocer Food Lion LLC and refrigeration manufacturer Kysor//Warren unveil the grocery industry’s first cascading refrigeration system with naturally occurring carbon dioxide (CO2) to keep frozen and fresh foods cold. Read More: http://tinyurl.com/yzbv4q7
5. Trane to close Springhill, LA facility after 20 years: Should be closed by May 2010. Read More: http://tinyurl.com/y8kjs33
6. Universal Nolin purchased by Frigoglass Group: http://tinyurl.com/yexx2p8
7. Our new Career Center is growing. Hearing great reviews from the FREE Job Searching Teleconferences. http://www.thrpartnerscareercenter.com/
Remember, if you know of anyone who I should speak with regarding any of these openings or candidates, we have a great referral program. Have a good one, see you next month.
Top Jobs Currently Recruiting For:
1. Sr Engineer: SE, 5+ yrs HVAC Product Engineering $75K+
2. Product Engineering Manager: BSME, 5+ yrs. Experience with HVAC Products. Prefer exposure to Water Source and Ground Source Heat Pumps. $95k+
3. Manufacturing Engineering Manager: SC, Four Year Technical Degree, 5+ yrs with sheetmetal & Assembly $70k+. Could be a step into Management for a Senior Engineer
4. Senior Product Engineer: TN, BSME, Heavy Project Management, Appliance background a plus, 7+ yrs, $75K+
5. Controls Engineer: SE, BSEE, 3+ yrs Embedded Software. Prefer Appliance or HVAC Controls, $60K+
Look at all our openings HERE!
Currently Representing These Candidates:
1. Product Engineer: BSME/MBA, 6 yrs Appliance Background
2. Design Engineer: BSME, 5+ yrs Refrigerated Products Design (Sheetmetal).
3. Engineering Manager/Sr Engineer: 10+ yrs Appliance Exp.
4. Operations Manager: 20 yrs leadership, 10 yrs Appliance, BS Engineering West Point
5. Engineering Manager: 21+ yrs HVAC, 16 as Manager, BSME.
6. Sr.Manufacturing Engineer: 9 yrs HVAC exp
Feel free to follow us on Twitter, or our LinkedIn Group,
Please pass on this information to anyone you know that might could use our resources in their current role or in their job search.
To Your Continued Success!
Don't forget our referral program.
Thursday, December 17, 2009
Monday, November 30, 2009
Where Is All of the Talent?
In the November Trends Magazine (www.trends-magazine.com) they break the unemployment numbers down by education. The results are interesting and help to explain the misalignment in numbers of unemployed versus the inability to find good talent. Here are the numbers:
Total Unemployment= 9.8%
College degree or higher= 4.8%
Some college= 7%
High school diploma= 10%
No diploma= 15%
In our business, we deal almost exclusively with college-educated people. Not every position requires a degree, but it's fairly rare for us to identify a client need where college is not highly preferred. As such, the pool of candidates we're fishing in is highly employed. 4.8% employment is close to maximum. About 3 years ago, the rate for college educated was 3% and that was a low point. So the economic 'crash' has rendered an additional 1.8% of college-educated people unemployed. Still a lot of people, and still not acceptable, but the reality of finding talent in a 4.8% unemployment market is difficult.
Robert Half survey results find that 47% of managers felt there was a shortage of qualified applicants. A 4.8% unemployment rate substantiates that survey.
Trends Magazine speaks to the macro-economic realities of our economy and how our education system has not well-prepared the next generation of managers. where mental skills are more in demand than labor. There is a huge shortage of engineers right now and it is projected to get much worse. The current unemployment stats paint a pretty poor picture for anyone who is a laborer.
The talent market is very thin, and has been thin for the past 2-3 years. It will get much worse over the next 10 years, starting in 2010. With the stock market resurging, the 401K accounts of baby boomers will be returned to levels that will provide comfortable retirement and they will return to their retirement plans they had constructed prior to the Great Recession. So what exactly is the 'good news'?
Talent right now is affordable. The quality people who are employed are nervous. They're looking for stability and a chance for advancement. Their current employer has gone through multiple RIF's and everyone is nervous about the next one; will I have a job and if so what will my career path look like in a down-sized version of the company? That talent is available, affordable and open to solicitation.
That window will close in the next 6 months. Once the economy is perceived as growing, the talent market will shift immediately to increasing salaries, signing bonuses and a series of counter-offer attempts to keep existing talent. The next 5-10 years will be a slugfest for talent as the pool of talent for senior positions is rendered dangerously thin by sheer virtue of the exodus of the boomers.
Total Unemployment= 9.8%
College degree or higher= 4.8%
Some college= 7%
High school diploma= 10%
No diploma= 15%
In our business, we deal almost exclusively with college-educated people. Not every position requires a degree, but it's fairly rare for us to identify a client need where college is not highly preferred. As such, the pool of candidates we're fishing in is highly employed. 4.8% employment is close to maximum. About 3 years ago, the rate for college educated was 3% and that was a low point. So the economic 'crash' has rendered an additional 1.8% of college-educated people unemployed. Still a lot of people, and still not acceptable, but the reality of finding talent in a 4.8% unemployment market is difficult.
Robert Half survey results find that 47% of managers felt there was a shortage of qualified applicants. A 4.8% unemployment rate substantiates that survey.
Trends Magazine speaks to the macro-economic realities of our economy and how our education system has not well-prepared the next generation of managers. where mental skills are more in demand than labor. There is a huge shortage of engineers right now and it is projected to get much worse. The current unemployment stats paint a pretty poor picture for anyone who is a laborer.
The talent market is very thin, and has been thin for the past 2-3 years. It will get much worse over the next 10 years, starting in 2010. With the stock market resurging, the 401K accounts of baby boomers will be returned to levels that will provide comfortable retirement and they will return to their retirement plans they had constructed prior to the Great Recession. So what exactly is the 'good news'?
Talent right now is affordable. The quality people who are employed are nervous. They're looking for stability and a chance for advancement. Their current employer has gone through multiple RIF's and everyone is nervous about the next one; will I have a job and if so what will my career path look like in a down-sized version of the company? That talent is available, affordable and open to solicitation.
That window will close in the next 6 months. Once the economy is perceived as growing, the talent market will shift immediately to increasing salaries, signing bonuses and a series of counter-offer attempts to keep existing talent. The next 5-10 years will be a slugfest for talent as the pool of talent for senior positions is rendered dangerously thin by sheer virtue of the exodus of the boomers.
Tuesday, October 27, 2009
7 Habits of Highly Effective Employment Brands: How Leading Companies Recruit and Retain Great Employees
I read a great article today I thought I would share. This came from CareerBuilder. Enjoy.
What makes an organization a “best place to work?” Check out these common practices of companies that are frequently recognized among job seekers, consumers, industry analysts and – not least of all – their own employees for being great places to work.
What makes an organization a “best place to work?” Check out these common practices of companies that are frequently recognized among job seekers, consumers, industry analysts and – not least of all – their own employees for being great places to work.
- They’re not afraid to relinquish a little control. Despite reports that over half of employers still ban social networking at work, companies who’ve embraced it have found tremendous reward in enabling employees to use social media. Zappos was one of the first companies to embrace social media, giving employees the freedom to use Twitter. The strategy has worked well for the online shoe retailer: By enabling employees to talk freely about their jobs, new products, or other interesting aspects of company life, they’ve effectively made their employees into brand advocates, and created buzz about being a great place to work. More recently, Whole Foods has taken a similar approach to social media, believing that letting individual employees’ personalities shine through is essential to for social media to work well and engage people.
- They embrace new media as a recruiting tool. Staffing firm Kelly Services, a 2008 Best Place to Work in Western Pa., created a virtual community in Second Life to provide job seekers with an interactive experience to see what it’s like to work for Kelly. It has also helped to create buzz about Kelly and differentiate the firm from its competitors. For much the same reason, staffing firm Spherion decided to leverage the current popularity of viral video when it created its Web series, “The Temp Life.” Seems to be working: the 17-episode series is clearly resonating with audiences, with over 1 million views to date.
- They embrace new media as an engagement tool. IBM did it with Beehive. Best Buy did it with Blue Shirt Nation. Now, companies of every size are utilizing online social communities for internal purposes - engaging employees and keeping them informed of important company news, events and projects. Over 50,000 companies worldwide, including Fox and Adobe use microblogging site Yammer, while companies like Starbucks and Pepsico have found success with cfactor’s “enterprise social networking” solution.
- They think outside the Facebooks. Overwhelmed by the sheer volume of users on Facebook, Twitter and other social media giants? Think “niche.” That’s what Seattle-based Tableau Software did recently when it needed a Web developer with extensive knowledge of Drupal: the company’s recruiters began surfing social networking sites that catered to Drupal enthusiasts, where they eventually found their new hire.
- They ask for employee feedback (and actually listen to it). Feedback from Aetna’s employee surveys – administered regularly to enable employees to voice their thoughts about how the company is doing and where there is room for improvement – led to the establishment of Aetna’s current recognition program, The Aetna Way Excellence Awards, according to CEO Ronald Williams in an interview for our Leadership Series. Leadership recognized that employees wanted more company-wide recognition events, so they delivered. “That whole program came about as a result of employees’ suggestions that came through the survey,” Williams said.
- They work in partnership with Human Resources. “People decisions are some of the most important decisions I make, so I make those decisions in collaboration with my HR partners,” says Stryker CEO Steve MacMillan in a recent interview with CareerBuilder. “Responsibility for our people may be a human resources function, but we all manage it together.” It’s no accident that Stryker is a three-time winner of the “Gallup Great Place to Work Award,” in addition to other best place to work honors.
- They actively encourage learning and development. Smart companies know the power of providing opportunities for professional development and personal growth in helping to retain top talent. Spectrum Health does both: The company’s relationship with University of Michigan provides opportunities for leadership members to gain experience in project-based work. And its EXCEL Professional Development Model program recognizes and provides monetary awards for nursing staff for academic and professional accomplishments, as well as community service.
Sunday, October 4, 2009
Tuesday, September 29, 2009
Ask This, Not That! Avoiding Illegal Interview Questions
All to often, we get someone on the phone or in our office, and we have that burnign desire to ask them a question tht we wonder is legal, ethical, or just downright pertinant. We have all been there either as a recruiter or a Hiring Manager. I read this article that was sent by CareerBuilder. It should help clear up a little of the confusion.
Click the title of the post to read the full article.
Click the title of the post to read the full article.
Wednesday, September 23, 2009
US Economic and Investment Perspectives
In this day of searching for any good news on our economy, I thought this article might help pick you up. This article was published by Bernstein and discusses the most recent ISM Manufacturing Index readings.
For the first time in 18 months, the ISM index has risen above 50%, which indicates expansion. This reading provided a strong sign that the US manufacturing sector is well on the way to recovery. The article discusses that back in March they had determined that in previous cyclical downturns, the liquidity index was normally 5 months ahead of the ISM index. The current recovery is in line with these past trends and should bolster investor confidence in the rehabilitation of the US Economy.
Firms in several industries are under pressure to increase orders for two main reasons. First companies are replenishing inventory following the two largest quarters of inventory liquidation on record. Second, companies are experiencing a surge in demand from domestic and overseas customers.
In the author's view, the rise in order bookings was broad based, with 13 of 18 industries reporting growth. Moreover, the increase in business activity also included a rise in the price index, which provides concrete evidence of an industrial rebound.
Here's to hoping this trend continues and this analysis is correct.
Read the entire article HERE:
For the first time in 18 months, the ISM index has risen above 50%, which indicates expansion. This reading provided a strong sign that the US manufacturing sector is well on the way to recovery. The article discusses that back in March they had determined that in previous cyclical downturns, the liquidity index was normally 5 months ahead of the ISM index. The current recovery is in line with these past trends and should bolster investor confidence in the rehabilitation of the US Economy.
Firms in several industries are under pressure to increase orders for two main reasons. First companies are replenishing inventory following the two largest quarters of inventory liquidation on record. Second, companies are experiencing a surge in demand from domestic and overseas customers.
In the author's view, the rise in order bookings was broad based, with 13 of 18 industries reporting growth. Moreover, the increase in business activity also included a rise in the price index, which provides concrete evidence of an industrial rebound.
Here's to hoping this trend continues and this analysis is correct.
Read the entire article HERE:
Tuesday, September 22, 2009
Monday, September 21, 2009
Monday, September 14, 2009
Health Care Reform Excites and Scares HVAC Industry
Health care reform has become the centerpiece of President Barack Obama’s presidency, which has made it a hot topic across this country. It is also a big issue in HVAC circles as contractors are concerned about the skyrocketing prices of group health care, but also wary of how legislation will affect small businesses in the form of taxes and mandates.
The reform Obama is pushing is housed in multiple committee bills better known as America’s Affordable Health Choices Act of 2009. Introduced in the House on July 14, the aim of the bill is to build on what works in the current health care system while repairing what is broken.
What works and what is broken, however, is debatable and how to fix each health care problem is open to vast interpretation. One thing is for certain, no matter what form of the bill emerges, when it finally passes to law, health care will not be business as usual.
“We offer and pay for our employees’ healthcare, but the cost has escalated these past couple of years to where we must make a conscious decision at budget time,” said Ken Bodwell, president of Innovative Service Solutions. “Reform is definitely needed, and I would support any program that makes sense, but it appears the president is forcing this through the House because there is a majority rule at this time.”
Read the entire article here: http://bit.ly/4p61D5.
The reform Obama is pushing is housed in multiple committee bills better known as America’s Affordable Health Choices Act of 2009. Introduced in the House on July 14, the aim of the bill is to build on what works in the current health care system while repairing what is broken.
What works and what is broken, however, is debatable and how to fix each health care problem is open to vast interpretation. One thing is for certain, no matter what form of the bill emerges, when it finally passes to law, health care will not be business as usual.
“We offer and pay for our employees’ healthcare, but the cost has escalated these past couple of years to where we must make a conscious decision at budget time,” said Ken Bodwell, president of Innovative Service Solutions. “Reform is definitely needed, and I would support any program that makes sense, but it appears the president is forcing this through the House because there is a majority rule at this time.”
Read the entire article here: http://bit.ly/4p61D5.
Friday, September 11, 2009
Consumer Confidence Rises in Early September
U.S. consumers felt a little more optimistic about the economy in early September, as they watched the pace of job cuts slow.
The Reuters/University of Michigan consumer sentiment index for early September released this morning rose to 70.2 from 65.7 in August, beating forecasts of 67.5.
What does this mean? Well, we all hope this means that consumers will fill more comfortable purchasing appliances. This afterall would go a long way to pulling us out of this mess. When you add the stimulus money out there to replace appliances, let's all hope that brighter days are ahead.
The Reuters/University of Michigan consumer sentiment index for early September released this morning rose to 70.2 from 65.7 in August, beating forecasts of 67.5.
What does this mean? Well, we all hope this means that consumers will fill more comfortable purchasing appliances. This afterall would go a long way to pulling us out of this mess. When you add the stimulus money out there to replace appliances, let's all hope that brighter days are ahead.
Tuesday, September 8, 2009
DOE Sets Efficiency Standards for Refrigerated Beverage Vending Machines
WASHINGTON — The U.S. Department of Energy (DOE) has published the first energy efficiency standards for refrigerated beverage vending machines. Making the approximately 2.3 million vending machines in the United States more efficient is expected to save energy and money while reducing greenhouse gas emissions.
Read the full article Here:
Read the full article Here:
Saturday, September 5, 2009
Your Job Search Is A Full Time Job
The only Job Security you have is YOU!
Whether you're Unemployed, Under Employed, or Employed and Looking to Change Careers, there is a Certain Level of Activity needed to Ensure you Advance your Career! If you're not working and looking for a new opportunity, your full-time job is your job search! You should be spending every day getting that much closer to your goal of securing a new career opportunity. If you are working but would make a change for the RIGHT opportunity, you need to dedicate at least 10 hours per week toward this change. If you do not intend to retire from your current position, it is wise to realize the importance of networking. Your only job security is YOU. It's your ability to keep your skills current, position yourself in your current company and make strategic career moves throughout your entire career.
You will Enjoy RESULTS in the areas of your life that get the most attention.
Review the last thirty days of your Job Search or Career Advancement efforts and answer the following questions:
1. How many resumes did you mail out DAILY?
2. How many calls did you make daily following up on the resumes you have previously submitted?
3. How many new companies and new hiring authorities do you research?
4. How many networking events did you attend?
5. How many job fairs did you attend?
6. What sites did you utilize to post your resume?
7. What new sources have you identified to uncover career opportunities?
8. How many informational interviews have you scheduled?
9. How many interviews with a prospective employer did you schedule?
10. If your resume is not resulting in interviews, did you revise your resume?
11. Are you registered with search firms who specialize in your occupation?
Are you getting the idea? Every single day you need to be marketing your experience, education and skills to prospective decision makers who could become your future employer.
The Internet makes research extremely accessible. Whether you are unemployed, underemployed or NOT employed you need to commit to minimum standards daily which are outlined below.
ACTIVITY LEVEL IF YOU ARE NOT CURRENTLY EMPLOYED
1. Mail out 10 resumes every single day to a prospective employer. Handwrite the envelope and put "Personal and Confidential" in the left hand corner, so the decision maker is actually the person who opens your envelope.
2. Research additional companies in your profession.
3. Call into those companies to identify the person who would be your supervisor.
4. Read classified ads, Internet postings and the employment pages on the websites of the employers you have targeted.
5. Subscribe to trade publications. Read articles that uncover possible positions or expansions.
6. One week after mailing out your resume, contact your prospective employers with a goal of scheduling a face-to-face interview.
7. Tell every person you meet that you are a "FREE AGENT IN THE OPEN JOB MARKET" so they can also network for you.
8. Don't make up your mind BEFORE an interview. Go on the interview with one mission...TO GET AN OFFER.
9. Realize a job search is very FAIR. What you get out of it, is very commensurate to the effort you have put into your search.
Your new opportunity is not going to find YOU; you need to become extremely PRO-ACTIVE in your search! If you make 10 new contacts per day, it will only be a matter of time until you are working for your next employer in your great new position!
ACTIVITY LEVEL NEEDED IF YOU ARE UNDER-EMPLOYED OR EMPLOYED - BUT KEEPING YOUR OPTIONS OPEN
1. Compile a list of targeted companies.
2. Research the appropriate person to contact.
3. Utilize Watch That Page or Indeed to monitor the employment pages of your targeted companies (these services are FREE).
4. Join your Professional Association and become active so your efforts get noticed by prospective employers.
5. Subscribe to trade publications. Read articles that uncover possible positions or expansions. Just as important, submit articles that you have written for those publications. When you get printed, you are automatically elevated to the status of "EXPERT!"
6. Mail out a blind resume weekly (stressing accomplishments) to prospects.
7. The week after mailing out your resume, contact your prospective employers with a goal of scheduling a face-to-face interview.
8. Don't make up your mind BEFORE an interview. Go on the interview with one mission...TO GET AN OFFER.
9. The process of finding a new Job or making your next Career Move is a very FAIR process. What you get out of it, is very commensurate to the effort you have put into your search. Your dream job will not seek you out, you need to be pro-active.
There are three kinds of people...
1. Those who Make Things Happen
2. Those who Watch Things Happen
3. Those who Wonder What Happened?
When it comes to your career you want to be the person who Makes Things Happen. More information on the art of searching for a job can be found in the our book, "Don't Interview...Audition" You an learn more by clicking the book cover to the right. Visit us for other needs at http://www.thrpartners.com/.
Whether you're Unemployed, Under Employed, or Employed and Looking to Change Careers, there is a Certain Level of Activity needed to Ensure you Advance your Career! If you're not working and looking for a new opportunity, your full-time job is your job search! You should be spending every day getting that much closer to your goal of securing a new career opportunity. If you are working but would make a change for the RIGHT opportunity, you need to dedicate at least 10 hours per week toward this change. If you do not intend to retire from your current position, it is wise to realize the importance of networking. Your only job security is YOU. It's your ability to keep your skills current, position yourself in your current company and make strategic career moves throughout your entire career.
You will Enjoy RESULTS in the areas of your life that get the most attention.
Review the last thirty days of your Job Search or Career Advancement efforts and answer the following questions:
1. How many resumes did you mail out DAILY?
2. How many calls did you make daily following up on the resumes you have previously submitted?
3. How many new companies and new hiring authorities do you research?
4. How many networking events did you attend?
5. How many job fairs did you attend?
6. What sites did you utilize to post your resume?
7. What new sources have you identified to uncover career opportunities?
8. How many informational interviews have you scheduled?
9. How many interviews with a prospective employer did you schedule?
10. If your resume is not resulting in interviews, did you revise your resume?
11. Are you registered with search firms who specialize in your occupation?
Are you getting the idea? Every single day you need to be marketing your experience, education and skills to prospective decision makers who could become your future employer.
The Internet makes research extremely accessible. Whether you are unemployed, underemployed or NOT employed you need to commit to minimum standards daily which are outlined below.
ACTIVITY LEVEL IF YOU ARE NOT CURRENTLY EMPLOYED
1. Mail out 10 resumes every single day to a prospective employer. Handwrite the envelope and put "Personal and Confidential" in the left hand corner, so the decision maker is actually the person who opens your envelope.
2. Research additional companies in your profession.
3. Call into those companies to identify the person who would be your supervisor.
4. Read classified ads, Internet postings and the employment pages on the websites of the employers you have targeted.
5. Subscribe to trade publications. Read articles that uncover possible positions or expansions.
6. One week after mailing out your resume, contact your prospective employers with a goal of scheduling a face-to-face interview.
7. Tell every person you meet that you are a "FREE AGENT IN THE OPEN JOB MARKET" so they can also network for you.
8. Don't make up your mind BEFORE an interview. Go on the interview with one mission...TO GET AN OFFER.
9. Realize a job search is very FAIR. What you get out of it, is very commensurate to the effort you have put into your search.
Your new opportunity is not going to find YOU; you need to become extremely PRO-ACTIVE in your search! If you make 10 new contacts per day, it will only be a matter of time until you are working for your next employer in your great new position!
ACTIVITY LEVEL NEEDED IF YOU ARE UNDER-EMPLOYED OR EMPLOYED - BUT KEEPING YOUR OPTIONS OPEN
1. Compile a list of targeted companies.
2. Research the appropriate person to contact.
3. Utilize Watch That Page or Indeed to monitor the employment pages of your targeted companies (these services are FREE).
4. Join your Professional Association and become active so your efforts get noticed by prospective employers.
5. Subscribe to trade publications. Read articles that uncover possible positions or expansions. Just as important, submit articles that you have written for those publications. When you get printed, you are automatically elevated to the status of "EXPERT!"
6. Mail out a blind resume weekly (stressing accomplishments) to prospects.
7. The week after mailing out your resume, contact your prospective employers with a goal of scheduling a face-to-face interview.
8. Don't make up your mind BEFORE an interview. Go on the interview with one mission...TO GET AN OFFER.
9. The process of finding a new Job or making your next Career Move is a very FAIR process. What you get out of it, is very commensurate to the effort you have put into your search. Your dream job will not seek you out, you need to be pro-active.
There are three kinds of people...
1. Those who Make Things Happen
2. Those who Watch Things Happen
3. Those who Wonder What Happened?
When it comes to your career you want to be the person who Makes Things Happen. More information on the art of searching for a job can be found in the our book, "Don't Interview...Audition" You an learn more by clicking the book cover to the right. Visit us for other needs at http://www.thrpartners.com/.
Thursday, September 3, 2009
Whirlpool Closing Evansville Facility
Here we go again. Did you see the news that Whirlpool was closing its facility in Evansville, IN? Going to lose 1,100 jobs to Mexico of another designated area. Of course this is on the heels of the Dishwasher plant in Jackson, TN closing.
Wayne Miller
Wayne Miller
How Do You Keep Your Top Talent
Of the past several months, I have noticed an increase in the amount of people I talk to that are now open to making changes in their careers. With all the longer hours, missed raises, and "Cabin Fever" that these people have encountered over the past year, they are ready for a change. But how can you keep these "All Stars" on your team? I read a Blog last night that dealt with this topic, so I thought I would share it with you as my "First" post. I read this blog on http://www.employeeretentionblog.com/.
"Today, businesses have more difficulty finding and retaining productive workers than they do finding and building loyal customers. Even the best employees can become disillusioned and disengaged when they’re not treated as individual adults who are striving to become more than interchangeable cogs in the corporate machinery. In fact, your very best employees will be the first to leave if their needs and desires are not met.
Pay attention to your best employees. These are the people managers inadvertently ignore because they’re busy focusing on problem employees. Consider the advantages of improving a top-performer’s productivity by just 10%, rather than improving the performance of a mediocre worker by 10%. Keep in mind that the best employees are always the first to leave.
React to poor performers quickly. Your employees know before you do who is slacking off on the job and not contributing. Make it easy for caring workers to come to you with concerns about a fellow employee’s work habits. Emphasize that these conversations are confidential, but also indicate that you want specific examples – not random observations. Then, act on this information!
Disengagement occurs in stages. By the time an employee becomes “actively disengaged” it’s usually too late for intervention. By now the employee has become disruptive, unproductive, and has infected others in negative ways. It would be an impossible feat for him or her to retract everything she’s complained about and now adopt a positive attitude.
Important Note: Your good people are always the first to leave. They’re the ones with the most confidence and a proven track record. They know they’re talented and that their odds of getting a new job are very good. They also will not put up with someone else taking the joy out of their workday. In today’s world, people follow the natural leader, regardless of official job title."
Have a great Labor Day Weekend!!
Wayne Miller
"Today, businesses have more difficulty finding and retaining productive workers than they do finding and building loyal customers. Even the best employees can become disillusioned and disengaged when they’re not treated as individual adults who are striving to become more than interchangeable cogs in the corporate machinery. In fact, your very best employees will be the first to leave if their needs and desires are not met.
Pay attention to your best employees. These are the people managers inadvertently ignore because they’re busy focusing on problem employees. Consider the advantages of improving a top-performer’s productivity by just 10%, rather than improving the performance of a mediocre worker by 10%. Keep in mind that the best employees are always the first to leave.
React to poor performers quickly. Your employees know before you do who is slacking off on the job and not contributing. Make it easy for caring workers to come to you with concerns about a fellow employee’s work habits. Emphasize that these conversations are confidential, but also indicate that you want specific examples – not random observations. Then, act on this information!
Disengagement occurs in stages. By the time an employee becomes “actively disengaged” it’s usually too late for intervention. By now the employee has become disruptive, unproductive, and has infected others in negative ways. It would be an impossible feat for him or her to retract everything she’s complained about and now adopt a positive attitude.
Important Note: Your good people are always the first to leave. They’re the ones with the most confidence and a proven track record. They know they’re talented and that their odds of getting a new job are very good. They also will not put up with someone else taking the joy out of their workday. In today’s world, people follow the natural leader, regardless of official job title."
Have a great Labor Day Weekend!!
Wayne Miller
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