4 Things You Can’t Get Back

December 31st, 2018   •   Comments Off on 4 Things You Can’t Get Back   
  •  The stone you just threw
  •  The words you just said
  •  The occasion you just missed
  •  Time

Two Wolves

December 18th, 2018   •   Comments Off on Two Wolves   

An old Cherokee is teaching his grandson about life.

“A fight is going on within me,” he said to the boy.  It’s a terrible fight and it is between two wolves.

One wolf is evil – he in anger, envy, sorrow, regret, greed, arrogance, self-pity, guilt, resentment, inferiority, lies, false pride, superiority and ego.

The other is good – he is joy, peace, love, hope, serenity, humility, kindness, benevolence, empathy, generosity, truth, compassion and faith

“The same fight is going inside you – and inside every other person.”

The grandson thought for a moment and then asked: “Which wolf will win?”

The old Cherokee replied, “The one you feed.”

Advice from a Tree

December 10th, 2018   •   Comments Off on Advice from a Tree   
  • Stand tall and proud
  • Go out on a limb
  • Remember your roots
  • Drink plenty of water
  • Be content with your natural beauty
  • Enjoy the view

Hiring Process – Audit

December 5th, 2018   •   Comments Off on Hiring Process – Audit   

Whole industries (i.e., hotels, taxi, distribution, grocery, retail, etc.) are going through revolutionary change.   Individual businesses are experiencing change at speeds never seen before.

Realistically, has your hiring process kept pace? I’m NOT suggesting HR is doing anything wrong, but neither were the companies in the taxi, hotel or grocery businesses.  Rapid change is everywhere, and it shows no signs of slowing down.

When was the last time you audited your hiring procedures?

  •   What are we doing well?
  •   What needs to be improved?
  •   Are your hiring procedures adapting to significant changes within our industry?
  •   What and where are the roadblocks to change?
  •   If change is needed, what are the goals, priorities and timetable for implementation?
  •   What is “hot” right now?

Is hiring your competitive advantage?  Hiring is the front door to your future success.™

How can we help you?

Difference Between Winning and Success

December 4th, 2018   •   Comments Off on Difference Between Winning and Success   

http://www.ted.com/talks/john_wooden_on_the_difference_between_winning_and_success.html

Coach John Wooten was on won 10 NCAA championships – 9 in a row….He was a great coach and motivator of young men…. You may enjoy here his TED Talk to 300 of the top entrepreneurs in the US.  He says it better than I do

Employee Engagement Idea

October 26th, 2018   •   Comments Off on Employee Engagement Idea   

Employee engagement starts BEFORE the interview.

Employees leave their managers, not the company.  Studies suggest that most turnover and engagement issues are directly related to the employee – manager “fit.” Yet, companies still hire based on job fit alone vs. job fit and manager fit + culture fit.

Your hiring and promotion process has a direct impact on your current engagement and retention issues.  A few small adjustments to your hiring process will give you more manager fit and increase employee engagement.

  • PRIOR to starting the hiring process, have the hiring manager write down their strategic thoughts about the open position and sign it.  Review before all interviews and making the hiring decision.

 

  • The company may have a “formal’ company on-boarding process.  But, often there is an “informal” employee lead process to teach the new team members “the ropes.”  Is the “informal” onboarding process a positive for the company or is it lead by one of your problem employees?

Remote Employees & Roto-Router

October 11th, 2018   •   Comments Off on Remote Employees & Roto-Router   

Yes, that’s Roto-Rooter!  (I promise, this relates to hiring)

Recently, I had the company fix a clogged main sewer line.   Luckily, the problem was small, but the two repair people reminded me of a valuable lesson.

While their machine was working, I asked the two Roto Rooter employees: “So, how long have you worked for the company?”   Their answer floored me.  One of the remote employees had worked for them for eighteen (18) years, and the other for twelve (12).  They were intelligent, professional and capable individuals who spent years making their living unclogging drains.

Most people would not want their jobs.

Yet, these two men were proud to be working for Roto-Rooter.  I asked: “What makes the company so special?”  During our conversation over the next 10 – 15 minutes, they said:

  • The General Manager is honest, capable, employee focused and fair.
  • The company gives them the tools and the training they need to be successful.
  • The company communicates effectively and includes them in the company functions.
  • The pay and benefits are good.
  • The company keeps their service vans and equipment in good shape.
  • The company cares about them and respects their efforts.

I called the General Manager to congratulate him for having a work environment that the remote employees were proud of.  We talked for several minutes and then, I asked “where do you get your new employees?”   Without hesitation he said: “Almost 100% are referrals from our current employees.”

Unclogging drains is a dirty, smelly job with long hours and difficult weather situations. But, Roto-Rooter in St Louis retains good people because they focus on doing the right things.  They treat their employees with respect.  The net result – a growing, profitable company with low turnover, an engaged workforce and good customer service.

“Validate me as a person or lose me as an employee.” Do you have a turnover problem?

What is Your Hiring Brand?

July 23rd, 2018   •   Comments Off on What is Your Hiring Brand?   

Real-world examples of situations that are negatively affecting their company’s Hiring Brand:

  • Manager turnover. A Midwest company hired a new Director of Human Resources whose LinkedIN profile lists six jobs in ten years.  How will the employees react to the new person’s changes to policies if they think the Director will be gone 1 -2 years?
  • Abusive personality. A manufacturing company hired a new COO who quickly gained the reputation as “the screamer.”  Employees started voting with their feet and turnover became a serious problem.
  • Ineffective management. A large retail store had an employee that management called “the bitcher” because he never said anything good about the company.  Recently, he received his 10-year pin during one of their daily employee meetings.
  • Theft. An 800-person distribution company found $60,000 had been stolen from their largest branch in an important market.  The branch manager, who had major contacts in that marketplace, was the chief suspect.   Three months after the discovery the Regional VP had not even investigated or discussed the theft with the manager.

Today’s employees are tech savvy and impatient with the status quo.   They respect people – not their title.  If management does not effectively deal with performance issues, they can expect to be trashed on social media.  That will have a lasting effect on your Hiring Brand.

Employee Characteristics

July 21st, 2018   •   Comments Off on Employee Characteristics   

Choose 3 – 5 Employee Characteristics

If you started your company today, would you hire everyone currently on the payroll?

Your hiring managers and supervisors are the gatekeepers to your company’s future.  How can you give them the “keys” to be successful?  The keys are focus, ownership and accountability throughout the hiring process.

One way to help is getting everyone on the same page.   For example: developing a list of three overall employee characteristics you need to fulfill your Mission Statement.   Then, those characteristics are in front of every hiring manager for every interview and are included on the interview evaluation form.

21 Sample employee characteristics – choose 3

Positive attitude …..results oriented..…integrity..…reliability.….ambitious….persistent…..passion…..self-starter…..team player….strong work ethic….seeks improvement….leader…independent…..happy….instills trust….effective communicator….inspires others….focused….achieves goals…..flexible….creative problem solver

Is hiring your competitive advantage?

Successful Coaches

July 15th, 2018   •   Comments Off on Successful Coaches   

Successful coaches focus on four questions when selecting top talent:

  • Will the person add talent to the team?
  • Will they work well with the other team members?
  • Will they take ownership of their job responsibilities?
  • How will I help this person learn, grow and succeed?

Their responses are in writing, and with their signatures, so they can regularly review, update and enhance their selection process.

Once hired, new members of a successful team are given the tools they need to succeed – direction, encouragement, dignity, self-respect and inspiration.   Successful coaches make it their mission to help them succeed.  With individual success comes team success.

Managers, are you doing the same?  Life at work greatly influences your employee’s life at home.  How  are you positively impacting your employees’ feelings of self-worth?

Benefit:  Hiring becomes your competitive advantage with the bonus of increased employee engagement and retention.

Grateful Employees

July 4th, 2018   •   Comments Off on Grateful Employees   

CEOs are asking “how can we increase employee retention and engagement?”

Maybe that’s the wrong question.

What if you asked: “What are our employees grateful for?

How would your employees respond to these statements?   
1.     I am respected by my boss  
2.     My manager helps me to learn and grow  
3.     I have the tools and the necessary training to succeed  
4.     I’m motivated to do my best  
5.     I trust my manager and the company’s senior executives  
6.     The company deals with employee issues honestly and fairly  
7.     I am valued for my ideas, my talents and my diversity  

People stay where they are wanted, respected and appreciated.  If you answer “Yes” to five or more – CONGRATULATIONS – your employees are grateful for more than just their paycheck.

What does this have to do with hiring? 

Everything!

10 Rules About Money

June 4th, 2018   •   Comments Off on 10 Rules About Money   

10 Rules about Money

How we view money has a profound impact on all facets of our life.  It determines where we live, the type of job we have, how we look at the world, and, unfortunately, how we feel about ourselves. Money has the power to do great things, but it can also destroy the mightiest empires.

Each of us has to determine what our relationship with money will be.

You have to learn how to earn it, save it, spend it and invest it.  These can be hard lessons, but you can use a few simple rules to make your life a lot less stressful.

10 Rules about Money

  • Control your spending or it will control you.
  • Work smart for your money.
  • With savings and investments, have your money work as hard as you do.
  • Minimize or eliminate high-interest debt (i.e., credit cards, rent to own, payday loans, buy now/pay later loans, etc.).
  • Surround yourself with people who know how to use money wisely.
  • To earn more—learn more, do more and think more.
  • Put at least 5% from every paycheck into a savings account.
  • Don’t let money determine your self-image.
  • If your company has automatic deposit for your paycheck, use it.
  • Remember:  It’s not how much you make.  It’s how much you keep.

With these rules you will be able to live the type of life you want—whatever that means to you.

10 Life Lessons on a Unicycle

May 22nd, 2018   •   Comments Off on 10 Life Lessons on a Unicycle   

Ever try to ride a unicycle? Many people call it “terror on a stick,” and I agree. But it is also a great teacher of some valuable life lessons.

I chose a unicycle to teach my grandchildren some valuable lessons.  At sixty years old many of my friends thought I was out of my mind. In truth, I thought they might be right, particularly after my first fall. Older people do not heal as quickly as they did when they were twenty, and I’m certainly no exception.

But it was important to teach my grandchildren that they can do anything they want to if they are determined and willing to put in the extra effort. Riding a unicycle is not easy at any age, but at sixty it was a real eye-opener.

What I learn about life on a unicycle:

  •  Some of life’s lessons are painful, but keep trying.
  •  Determination helps you overcome your fears.
  •  You won’t go very far without balance in your life.
  •  Breathe naturally, even when you are afraid.
  •  Practice, practice, practice.
  •  Don’t be concerned about what others are saying.
  •  On a unicycle you will stand out in a crowd.
  •  You’re as old as you think you are.
  •  If you believe you can go for it.
  •  You can do anything you make your mind up to do.

I’m not professing that everyone should start riding a unicycle. I am suggesting that it is important to get out of your comfort zone and try something new. Some of life’s most important lessons do not come easy.

Thank You Ben Franklin

May 9th, 2018   •   Comments Off on Thank You Ben Franklin   

Is your company or an individual manager’s reputation killing your recruiting efforts?

Potential candidates search the Internet and social media to learn what current and past employees are saying about the company?

If you want to enhance the company’s reputation, maybe Ben Franklin can help.  He asked himself two questions that shaped his view for day’s activities.

  • In the Morning — What good will I do today?
  • In the Evening — What good did I do today?

Judging from his personal success, and his efforts to help others, I would say this daily activity were successful.  But, how can those two questions help your hiring? Would managers look at their day’s activities differently if they asked themselves these questions?

Would they look at hiring, motivating and developing their team members differently? Would they look for more creative ways to resolve employee issues? Would they get valuable input from employees whose opinions had not valued before? Would they ask more questions, and make less demanding statements?  Would they foster a “we” workplace environment, rather than a top down, I’m-the-boss attitude?  Would your employees be more respected for what they are “bringing to the table”?

These two questions can have a profound effect on employee selection, engagement, retention and motivation.  Workplace acceptance and validation can have a positive impact on the employee, their family and the community.

We have the power to change the world – one person and one day at a time.

HR – Supporting Role or Strategic Partner?

April 11th, 2018   •   Comments Off on HR – Supporting Role or Strategic Partner?   

Hiring is the front door to your future success.™

Question: Has your HR department – itself – kept up with the rapidly changing needs of your workforce.

HR should be an “A” position that requires an “A” player.  Anything less and your employees, your clients and your company’s financials will suffer.

Today’s employees want to be validated for what they bring to the company. They want to learn and grow professionally, want more life-work balance, and a manager they can respect.   Importantly, they want to know they are making a difference and contributing to something bigger than themselves.

Employees are far more open about their needs and will turnover or turn off if those needs are not meant.  To meet these challenges, CEOs must look at the HR function differently.  A supportive HR role is no longer acceptable.  HR must have a seat where the tactical decisions are made.

HR is basically in a supporting role if:

  • Your website identifies the key executives without including the head of HR
  • HR is not involved on the front-end of the company’s strategic decisions
  • Remote branches are “doing their own thing”
  • HR is blamed for an increase in the employee turnover rate
  • HR reports to the accounting or legal department
  • Managers say, “we would have hired better if HR had gotten us better candidates”
  • An executive drops a resume in HR’s desk and says “can you get the paperwork going? We just hired him/her, and they start in two weeks.”

If you answer “yes” to four or more, your company is at a significant disadvantage.  One way to gain a competitive advantage is by splitting the HR department.

  • Vice President – People and Culture – this includes the recruiting, leadership and talent development and onboarding. This is an executive level position with the person reports directly to the President/CEO.
  • Human Resources – Administration – reports to the CFO and includes the important support functions like benefits, payroll, compliance, etc.

How NOT to Hire an “A” Player

April 2nd, 2018   •   Comments Off on How NOT to Hire an “A” Player   

Hiring is your front door to your future success.™

Companies want to hire high impact “A” players. To accomplish this goal, senior executives and HR have developed detailed hiring methods. However, within the company there are always managers who want to short circuit the process. There are no short cuts when hiring “A” players.

10 Ways NOT to hire an “A” player:
• The hiring manager does not have a clear picture of the job’s needs, challenges and goals
• The hiring manager is unprepared or arrives late to the interview
• The hiring manager seems distracted, stressed or impatient
• The hiring manager hires based on first impression
• The hiring manager is intimidated by the candidate’s qualifications
• The hiring manager is not an “A” player
• The hiring manager has an antiquated “I’m a good judge of character” attitude.
• The hiring manager’s decision is based on job fit rather than culture fit
• The hiring manager talks too much during the interview
• The hiring manager thinks their current hiring skills are good and is unwilling to change

The world is changing at speeds never seen before. Whole industries are experiencing revolutionary change. Is the human side of your hiring process keeping up? Is hiring your competitive advantage?

Did You Know?

March 28th, 2018   •   Comments Off on Did You Know?   
  •  Fake college diplomas = $1 Billion industry
  • 41% of all interviews are decided on appearance alone     Source: Investor’s Business Daily
  • 71% of all resumes contain fictitious information    Source: the national HR professional organization
  • Candidate can search – “Best answers to interview questions.”  Results: Amazon – 16 books……..Google – 14.2 million hits
  • Many candidates have multiple resumes– each targeted to a specific job, company or industry.  What is the candidate’s real passion?

Hiring is the front door to your future success.™ Is your current hiring method in need of a “tune up”?

College Degrees Snob

March 24th, 2018   •   Comments Off on College Degrees Snob   

Are you a college degree snob?

Many managers only want to interview candidates with a degree.  Perhaps they should reconsider:

  • Fake diplomas and transcripts – $1 Billion industry see the websites for Phony Diploma, Next Day Diploma, etc.
  • Successful people without a degree – Simon Cowell, Thomas Edison,  JK Rowling, Rachael Ray, Dave Thomas (Wendy’s), Richard Branson, Bill Gates, etc.

How does that affect my hiring?

  • Life may have gotten in the way of a person finishing their college degree.  (i.e. sick parents, money issues, etc.)
  • There is an enormous pool of intelligent, talented, loyal candidates who are looking for a real-world opportunity.  Look for people who have taken initiative under difficult circumstances and/or who have a sense of urgency.
  • If the person fits your culture – you both win.

Validate Me as a Person

March 14th, 2018   •   Comments Off on Validate Me as a Person   

Employees are saying –“Validate me as a person or lose me as an employee.” 

They want companies to know and effectively use what they are “bringing to the table.”  Here is an example:

Several years ago, I became a Vice President with 300 sales people and 10 people in customer service.  One of my first jobs was to assess the talent in the department. Very quickly one woman stood out.

Two previous bosses let her languish in customer service.  However, with quality employee assessment tools, I validated that she was vastly underutilized.   With some coaching and training, she became a Product Manager for one of our major lines. Without those validation tools, she probably would have spent the next five years undervalued and simply accepting a paycheck.

Do you have “paycheck” employees?

Winning coaches accurately measure each player’s talents to determine how they can increase the team’s overall competitive strength.  Assessment tools that measure a candidate’s “job fit” and “culture fit” increase your competitive advantage with minimum costs.

How does that affect my hiring?

Can you use your current employee assessment tool for — selection, promotions, managerial fit, team development, culture fit, conflict resolution, career development, and coaching?

Change Titles – Change the Job

March 5th, 2018   •   Comments Off on Change Titles – Change the Job   

The title “Manager” to today’s young employees means – guardian the status quo.

Change the job title – change a person’s perspective of their job responsibilities.  The new title is a constant reminder of the person’s top priorities.

Old Title New Title
Manager Coach or Head Coach
Executive VP Promoter of the Achievable
VP – Operations Catalyst for Positive Change
Marketing Manager Big Bang Guru
CEO Chief Inspiration Officer
Human Resources Director Employee Engagement Champion
Trainer Facilitator of Growth

These new titles will remind your managers how they can positively impact the company’s future.