Business to Business Magazine 2017 #5

London Monthly editionLuton only for activeOxford businessmenCambridge 2017 Assessing Business Talent for Jobs Printed in an edition #5 of 120 000 units. Main sponsors CEO of The Company „Eye Motion”.GSJ LTD. Kemp House, 152 City Road, London EC1V 2NX

GSJ LTD. Kemp House, 152 City Road, London EC1V 2NX 1 3 Becoming “Shopper Friendly” Is One Way to Increase Sales 6 How to Get the Attention of the Media “Marilynn Mobley” 8 Employee Retention Strategy 10 Workforce Shortage Crippling Many Industries 11 The Friendly-Factor: Creating a Work Environment that Attracts and 13 Keeps the Workforce 16 Preparing for the Mass Exodus: As the Economy Improves Employee 17 Retention Takes Top Attention 19 Assessing Business Talent for Jobs 21 If the Economy Is Getting Better, Where are the Jobs? 22 Flexible Work Arrangements Promote Productivity 25 Employee Retention Saves Money 33 Older Workers Face Dilemma How to Compete in the War for Talent “Carol A. Hacker” 5 Steps to Improve Job Satisfaction Build a Climate of Open Communication and Employee EngagementLondon Luton Oxford Cambridge

London • Luton • Oxford • CambridgeBecoming For some, the experience of“Shopper Friendly”Is One Way shopping is more importantto Increase Sales than the transaction.Have you wondered what causes some Good customer service and many sales opportunities people to open are lost because sales people appear uncaring and/ortheir wallets and what factors unhelpful or both. Identify the key concerns of yourcause them to walk out the customers and think of ways how to meet their needs.door never to return? Your Include strategies to prevent communicationbusinesses could increase breakdowns as well as dispute settlement mechanisms.profits by becoming “shopperfriendly.” Here are somegeneral characteristics tokeep in mind.Female Buying Power. Educate Your Shoppers.One key factor in increasing sales is to Skillful shoppers compare quality versus the prices ofunderstand how people shop. For the products. In order to make your business moreexample, women make the majority of attractive, provide easier access and lots of productbuying decisions–estimates anywhere information. You can do this by providing fact sheets,from 60-80% and growing. Despite these publications, video, websites, and consumer educationfacts, some industries have created courses.frustrating walls and barriers failing tocater to the buying characteristics women Practice ethical consumerism.are looking for. Consider auto sales whichwomen only represent 7% of the sales Customers are likely to withhold their business if theyforce. disagree with the company’s politics or policies. If you want to attract more shoppers develop the reputation of an “ethical” organization. Publicly display any involvement in charitable affairs 1 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge Shopping is an authentic emotional expression. Design is the key to Some customers search for products with meaning. If appearing different from you sell merchandise related to the private and personal sphere, e.g. greeting cards and gifts, you your competitor. must create a pleasant store design. Thus, warm, quiet, and familiar environment will increase the time As a general rule, the more time people spend in shoppers’ browse through your store. This maximizes your store, the more they will purchase. Use your sales and satisfies them as customers. visual and audio elements to maximize their A final word of advice to help you render your potential shopping time. Provide sitting areas business “people friendly” is to involve your where women and men can relax. Key elements customers right from the start. Ask them for include pleasant and relaxing music, fresh suggestions. Get feedback from both female and male fragrant air, visual stimulation and a clean customers as well as your salespeople. appearance. Article sponsored by 3D Print Szhely Interaction is crucial for Rank of company sales. Location Austria Positive shopper-employee interaction gives customers the chance to ask about products and Just scan QR code salespeople the opportunity to sell them. This will increase your average sales and contribute to greater customer loyalty. It also reduces the waiting time, improves the impression of overall service, and draws the customer closer to your business. The walking pattern determines the layout of the store. Consider that most people walk to the right when you position your products. For example, if you position men’s fashion on the right side of the entrance area, women will head toward the left and not return to browse through this area again. Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped businesses improve communication, reduce turnover, increase sales, hire better people and deliver better customer service. As President and founder of Chart Your Course International he has implemented professional development programs for thousands of organizations globally. He has authored nine informative books including 401 Proven Ways to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his free Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860-9464.2 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeHow to Getthe Attentionof the Media“Marilynn Mobley”The importanceof buildingrelationshipsIf you want to get frequent, meaningful media cover specific topics, called “beats” and need coverage, learn to build great relationships with ongoing information and data about their topics. reporters. Remember, they are customers who When you see interesting, relevant information you“buy” from you, not unlike clients who actually send think the reporter would appre-ciate, send it withyou checks. They don’t want to hear from you just a short, “Thought this might be useful to you” type ofwhen you want to sell them on a story idea. note. Often, you’ll see such information inAlways consider how you can be helpful to association newsletters and trade journals you read.a reporter, rather than the other way around. Here are • Be sensitive about deadlines. Give reporters as muchsome proven techniques for ensuring you make the notice as possible about upcoming events. Don’t“must call” list on a reporter’s rolodex: abuse the relationship by calling at the last minute and pleading for coverage. Always be respectful of • Introduce yourself before you need them. Once reporters’ time and demands. you’ve identified reporters you want to establish a relationship with, call and ask for Tips for delivering your time to chat. Tell them you want to learn more about their beats and how they like to work. DO message face-to-face NOT pitch a story idea the first time you talk; instead focus only on how you can be helpful. When doing an interview in person with a reporter, here are some tips to keep in mind that will help you come across as • Contact them the way they want to be credible, sincere and knowledgeable: contacted. Each reporter has his or her own • Use direct eye contact. Look down only if you need to personal preferences for receiving in- review notes. Try not to be the first to break eye contact. formation. Today, most prefer e-mail pitches • Lean forward a little when seated to convey interest but some want to talk by phone or receive faxes. in the interviewer. Always ask how a reporter prefers to receive • Be slightly animated, using hand gestures that occur information and then deliver it the way they naturally. Never lock your hands in your lap. It makes you want it, regardless of what you prefer. 3 • Provide relevant information. Most reporters Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge of every e-mail as a potential bulletin board for your services. look intimidated. • Fax cover: It’s amazing how many people • Keep your energy level high. It shows you’re miss the chance to provide a promotional message passionate about your subject and you want others to on their fax covers. It’s another calling card, so use it feel passionate too. that way. Don’t use standard covers provided by your • Temper your body language to reflect the word processor. Customize your cover in every way nature of the topic being discussed. possible. • Use your sense of humor. Most reporters • Business card: It’s more than a way to have a real appreciation for a keen wit. convey your name and number: it’s also an • Smile. You’ll exude confidence and opportunity to provide a promotional message about approachability. what you do and your affiliation with professional associations. For instance, if you’re a member of How passive PR National Speakers Association and you don’t use the official NSA logo on your card, you’re missing can generate a chance to brand yourself as a speaking pro. • Voicemail: Record a new greeting at least active interest weekly, so people know right away what your availability status is. Always identify your company Sometimes, we get so focused on proactive PR, like name in your greeting, and let callers know how to media releases, we forget there are many ways to reach you by e-mail. Also suggest they visit your web promote ourselves — and what we do — that cost site. The greeting doesn’t have to be long to be literally nothing and yet can be very effective. informational. The key is to ensure callers hang up Are you promoting yourself every time you get feeling confident that they made a good choice by a chance? Use this checklist to see if you’re missing calling you. an opportunity: • Proposals and handouts: Always make sure • E-mail address: A clever address can be that paper you distribute to clients and potential very effective, especially if there’s an obvious clients carries a copyright, along with full contact connection to your business. Example: I use information. Don’t assume people will remember [email protected]. It’s catchy and, your name six months from now; however, they’ll quite frankly, less likely to cause mistyped often be able to pull a copy of your handout or addresses, since people rarely spell my name proposal from a file. Make it as easy as possible to correctly (it has two n’s: Marilynn). Be careful not to find you. be too creative or you’ll risk having to constantly Think about all the ways you communicate with the explain yourself. Avoid using abbreviations that “outside world” and, making the assumption aren’t obvious. For instance, mpower, 4ever, bizwiz, someone is hearing from you for the first time, ask or other names that can be easily misunderstood or yourself if there’s something you can do to make your misread. (Incidentally, in the past year, four first impression a lasting one. Above all, be magazines have featured me because I use a clever consistent in whatever you do. Always use the same title and e-mail address, so I know it works!) descriptor, logo, title, etc., regardless of the vehicle • E-mail signature: It should not only have you’re using to communicate it. Do this often enough your name, address and contact numbers, but and people (including reporters) will begin to sit up a description of your services, preferably in one and take notice. sentence. Don’t worry about it becoming mono- tonous to people you e-mail regularly; instead, thinkMonthly edition only for active businessmen

Three ways to London • Luton • Oxford • Cambridge battle buzzwords • Listen to yourself. Consider recording, then transcribing, interviews, speeches, meetings, evenIt’s so easy to fall into the trap of using buzzwords conversations with colleagues. Read what you said. Often,when talking about certain subjects or industries. we don’t even realize we’re using buzzwords, incompleteBut did you know that using buzzwords when thoughts, and even incorrect grammar until we see it in blacksending a reporter an e-mail pitch can prevent your and white.pitch from reaching its intended audience? The absolute best way to battle buzzwords is to force yourselfSome savvy reporters are now using buzzword filters to get into the habit of saying and writing your thoughts into automatically screen e-mails (especially the simplest, most straightforward way possible. If we canelectronic media releases) as a way of letting it be get into the habit of using buzzwords, we have the power toknown they want us to just say what we mean in plain get into the habit of NOT using them!English. Marilynn Mobley, the Head Nut at Acorn Consulting Group,Several months ago, editors at several nationally Inc., has 25+ years experience in public relations. She isknown magazines commissioned a study to a speaker and consultant who teaches corporate executives,determine how out of hand certain buzzwords had entrepreneurs and individuals how to work effectively withgotten. For one week, researchers read every single the media.press release sent over Businesswire and PR Her seminar, “I Heard You Twice the First Time: How to GetNewswire and looked for only two words: solutions Your Message Across to the Media the First Time, Everyand provider. The word “solutions” appeared once Time,” provides participants with the training they need toevery eight minutes, while “provider” appeared once be great interviewees. Her speech and seminar,” Fromevery two minutes. These similarities made it Media Zero to Media Hero: How to Get Good at Getting PR,”difficult for the companies sending the releases to has gotten rave reviews around the country.differentiate themselves (after all, more than half of To learn more about her services, visit her web site atthem described themselves as “solutions www.theacorngroup.com call 770-578-6002, or e-mail herproviders.”) at [email protected] a result of the study, reporters developed e-mailfilters to look for certain buzzwords they find Want to get paid for knowing the right people? Marilynn pays up to 20% commission toespecially irritating. If a note comes in that includes those who refer her for a speech or seminar. Ask her how this works! Reprint rights: If youthose buzzwords, it is automatically erased without would like to reprint any of these tips in your own e-zine or publication, you may do sobeing read. If you’d like to see a list of “most hated absolutely free. Just attach the following credit line: Reprinted (or excerpted) from PR Tipsbuzzwords,” visit www.buzzkiller.net. and Techniques, a free monthly e-zine by Marilynn Mobley, Acorn Consulting Group,So, how do you avoid buzzwords? Try this: www.theacorngroup.com, 770-578-6002. I'd also appreciate receiving a copy of your• Use everyday language: Use the same words publication. Marilynn Mobley [email protected] 770-578-6002 direct lineyou’d use to explain your product, service, or 770-977-5523 fax www.theacorngroup.com Acorn Consulting Group, Inc. 2046situation to someone who knows little or nothing Renford Pointe Marietta GA 30062about the subject.• Be specific in your explanations: Avoid Article might sponsored by Eye Motion Location Slovakiausing “cute” phrases that may be commonplace inthe office, but your 12-year-old wouldn’t have a clue Rank of companywhat you’re saying. For instance, I know people inone company who are fond of saying, “open Just scan QR codethe kimono” when what they mean is “be 45straightforward, even vulnerable.” Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge Employee Get Ready, Here It Comes Again Despite economic Retention changes, the issue of employee retention is here to Strategy stay. The labor shortage that plagued employers at the height of the economic boom has not vanished. It may be off the Six Steps to radar now, but it is returning strong as ever. Successful organizations realize employee retention is integral Creating a High to sustaining their leadership and growth in the marketplace. Most businesses focus on employee retention when employee Retention turnover starts to increase. However, good organizations make employee retention a core element of their talent management Workplace and organizational development strategy. Those that fail to make employee retention a priority are at risk of losing their top6 talented people to the competition. What are you going to do? What is your strategy in Monthly edition only for active businessmen preventing valuable employees from leaving? Consider the following driving forces. Job Defections – The Society of Human Resource Management (SHRM) and the Wall Street Journal website completed the Job Recovery Survey in September 2003. The key findings revealed 64 percent of employees said they were extremely likely to begin or increase the intensity of their job search. An additional 19

London • Luton • Oxford • Cambridgespercent said they were somewhat likely to increase their Article sponsored by PC Tronicsearch.Skill Shortage – Many industries already experience major Rank of companyshortages of talent. For example, the healthcare industrysuffers from a nurse shortage, and now is importing nurses Location Hungaryfrom other countries. This places a burden on employers toprovide the best place to work possible to attract and retain keystaff.Our employee retention strategy is easy to implement andprovides you the six steps you need to adopt in establishing aneffective retention strategy.• Assess the organization.• Hold people accountable.• Measure what is important.• Increase employee ownership and involvement.• Build relationships and create a positive firstimpression.• Devise intervention strategies.Employee Retention is a Major Issue Just scan QR codeThis report includes proven and practical information onthese critical topics: 7• The Retention Czar• Who should be held accountable Monthly edition only for active businessmen• Two types of assessments to pinpoint problems• How to look for and accommodate life changes thatlead to turnover• Company policies that affect retention• What you should measure and monitor• What a good employee orientation program shouldlook like• How to design an Individual Retention Profile (IRP)• Includes a detailed employee orientation task list• What to do when an employee says they are leaving• Case studies• How to design a retention implementation team• How to hire for retentionGreg Smith’s cutting-edge keynotes, consulting, and training programs have helped businessesimprove communication, reduce turnover, increase sales, hire better people and deliver bettercustomer service. As President and founder of Chart Your Course International he has implementedprofessional development programs for thousands of organizations globally. He has authored nineinformative books including 401 Proven Ways to Retain Your Best Employees. He lives in ChapelHill, NC.. Sign up for his free Navigator Newsletter by visiting www.ChartCourse.com or call(770) 860-9464.

Workforce starting to emerge. Just this year, 1970s. Both the U.S. Census Bureau Shortage Google announced it was unable to and a report from Accenture Con- Crippling meet their growth expectations sulting indicate the workforce will Many because they could not find enough begin to experience a negative growth Industries qualified technicians. As the economy rate beginning in the year 2015. grows many more shortages will Consider the 45- to 65-year-oldWe do not have enough develop. workers, who census figures show is quality people equipped The United States has always been the fastest growing demographic. with the right skills to fill a beacon for skilled talent coming here Estimates indicate by year 2020 oneall the jobs available, and it’s going to from overseas. Over the past years, out of every two people in the U.S. willget worse–a lot worse very soon. fewer people have requested be older than 50. These older workersMany of these worker shortages are educational visas, and in turn inter- are willing to stay in the workforcefound in the skilled trades such as national student enrollments are longer or even reenter it afterheavy equipment mechanics, decreasing. Part of this is related to retirement. Yet most businessesconstruction, truck drivers, health- September 11, but more significantly continue to cater to rapidly dimi-care, and certain jobs in the IT sector to other international cities are becoming nishing younger workers.name a few. more economically vibrant and are A survey conducted by the Society ofMost healthcare organizations face attracting top talent away from the Human Resource Managers shows 65critical staffing shortages. The national U.S. For example, New Zealand, which percent of companies surveyed exertednursing vacancy rate is approximately only has a population of approximately no effort to recruit older workers for13 percent. Enrollment in RN pro- 4 million people, now provides a home open positions. Eighty-one percent didgrams has declined by 50,000 or 22 to over 40,000 Americans. not have benefit plans designed withpercent. Finally, the average age of Shortage of Workers. The aging older workers in mind.a RN is 43 years old. workforce is an issue businesses need Unwanted Employee Turnover. As theThe beginning of IT shortages is to address. The simple truth is this economy grows, employee turnover country is not having enough babies. will rise significantly. Research my The growth rate of the workforce has company has conducted shows a large been steadily declining since the portion of the workforce is getting8 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridgeready to “abandon ship” as the a mid-level salaried employee. One ment and benefits attractive to aneconomy improves. Employees arelooking for better benefits, career Silicon Valley company estimates the older workforce.advancement, and greater job sati-sfaction. cost of replacing the average employee • Provide time to hire and train thoseThe retention survey conducted byChart Your Course International is is over $125,000. The Saratoga managers to understand what leads toavailable at this link:Another survey conducted by SHRM, Institute and Hewitt Associates higher retention and greater jobSociety for Human Resource Mana-gement, showed “83% of employees estimate the productivity cost of satisfaction.said it was “extremely likely” or“somewhat likely” they would actively replacing employees can cost 1 to 2.5 • Hold managers responsible forseek new employment once the jobmarket and economy im-proves.” times the salary of the job opening. retention in their departments.Trouble comes in pairs. There are twokey issues associated with employee Second, productivity is directly tied to • Start measuring the cost of turnover.turnover. First is cost, and the secondis the loss of productivity. retention. Companies with high • Focus more energy on the key jobsThe Cost of Turnover Costs More ThanMost Realize. The cost of attracting, turnover are at risk for low pro- that have the most impact onrecruiting, hiring, training, and gettingnew people up to speed is tremen- ductivity. Studies from the Gallup profitability and productivity.dously more costly as well as morewasteful than many realize. This organization show employees who • Show people the big picture. Helpequates to allowing your house to burndown when you could have purchased have an above-average attitude toward them understand how their joban inexpensive smoke detector.Prevention is always less expensive their work will generate 38 percent individually impacts on the overalland wiser use of your resources.Labor costs are the most expensive higher customer satisfaction scores, company mission.aspect of running a business. Eventhough all businesses measure profit 22 percent higher productivity, and • Promote managers whose behavior isand loss, they rarely consider howmuch turnover is actually costing 27 percent higher profits for their consistent with the organization’sthem. Just consider–the annualturnover costs of a typical healthcare companies. values and philosophies.system range from $14 million to $27million per year according to Unifi In spite of the staggering cost of tur- • Terminate or reassign managers orNetwork, a subsidiary of PriceWaterhouse Coopers LLP. nover, the majority of most businesses supervisors whose behavior is incon-Studies show it costs $7,000 – $9,000to replace an hourly low-wage em- do not have a formal retention sistent with the organization’s visionployee and up to $45,000 to replace program. It is bad business when good and values. employees depart, but stupid not to try Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped to improve it. . businesses improve communication, reduce turnover, increase sales, hire better people As our labor pool shrinks, employers and deliver better customer service. As President and founder of Chart Your Course must focus on creating an environment International he has implemented professional development programs for thousands of that lets people work productively and organizations globally. He has authored nine informative books including 401 Proven effectively and makes them feel good Ways to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his free Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860- 9464. Article sponsored by Biver Grup enough to stay. Improve your hiring process to create a better match between the indi- vidual’s talents and job require-ments. Improve the work environment. In its National Study of the Changing Workforce, the Families and Work Institute showed earnings and benefits Rank of company have only a 3 percent impact on job satisfaction. “Job quality” and Location Ukraine “workplace support” have a combined 70 percent impact than earnings and benefits. • Improve workforce partici- pation rates by providing the environ- Just scan QR code 9 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeThe Friendly-Factor: Creating • Twice a year the employees children receive a $50 savings bond when thea Work Environment that child brings in their “all A’s” report card.Attracts and Keeps • They reward employee safety records with what they call, “Safetythe Workforce accomplishment in an industry facing Bonus Program.” Each employee’s a shortage of 100,000 technicians. driving record is screened twiceTake your pick. Which type of Their employees and service tech- a year. Anyone who has a citation place do you want to work at: nicians share in a profit-sharing plan during the year is removed from the One that is cold and gives you that could possibly mean $700,000 program. At the end of the year, thea sense no one cares, or one that upon retirement. They are eligible to ones who remain get to split $2,000.makes you feel good and appreciated? participate after one year and become • To minimize the we-they syndrome,Money and benefits are important, fully vested after six years. No one has every Friday employees rotate jobs.but studies show in the long run the quit after becoming vested in this The person in the Parts Departmentwork environment–the feeling they company. To further help his gets to be a service technician and visaget when they come to work–is more employees, the owner brings in versa. This builds a stronger team andimportant in retaining and motivating a financial advisor to help the em- improves communication within thepeople. ployees pick stocks, plan for reti- company.People like a friendly place to work. rement, or to get advice on buying • Here are a few other friendly-factorThe friendly-factor does not require a a house or saving for a child’s college ideas to consider:large investment and expense, but it education. • Reward work attendance. Set indoes require time and thoughtful Other friendly-factor benefits: place a “Potential Earned Bonusconsideration. Take for example • Every year employees cele-brate Account” for each employee for a seta construction equipment dealership their work anniversary with a cake. amount, say $250 every six months.in Louisville, KY. Their turnover is They also receive $100 for each year Every day an employee is late, butalmost nonexistent. This is quite an employed, made out in a check so they called in to tell you – they loose $10. can buy work tools for the shop. For every day they are late and do not call in – they loose $15. Every day they are absent, but call in – they loose $25. Every day they are absent and do not call in – they loose $35. At the end of six months they get the balance of the $250. • During your new employee orientation, make sure you send a welcome gift or letter to the family of the new employee welcoming them to the company. Assign the new employee a mentor to help them adjust to the new environment and make them feel part of the team. After their first 30 days on the job, have10 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgePreparing for the Massa new employee celebration and invite his or her family toattend.Exodus: As the Economy• Be involved in the important aspects of your employees’lives. You should respond when there is a birth, illness,death, graduation, or wedding. These are the important Improves Employeeevents where you have a golden opportunity to build a Retention Takes Topbond between the individual and the company.• One company photographed each employee who had Attentionworked at the company over five years. Then they put thephotos on a wall for all to see. This small act built a bondand showed the employees the pride their employer had inthem.• Have a “Bring children to work day.” A couple times ayear allow your employees to bring their kids and showthem what they do.Creating a friendly-factor work environment takes time,and it takes managers who truly care about individuals.Additional InformationAdditional information onemployee retention:• Employee retention book George, the human resource manager of BOHICA• Employee retention tips Company, got another call to report to the CEO.• Employee retention workshop This was the second time this month he had been• Employee retention strategy called on the carpet to explain why they lost four more people• Employee engagement to a competing company. George’s only excuse was, “The• Employee retention resources competition is paying more than we are.” George knew on the• Articles on employee retention inside what the real reasons were, but did not say them outGreg Smith’s cutting-edge keynotes, consulting, and training programs have helped loud. He tried to tell the CEO a couple of years ago when thebusinesses improve communication, reduce turnover, increase sales, hire better people and economic downturn first started, but he didn’t listen then, sodeliver better customer service. As President and founder of Chart Your Course why try now. As he walked out the door he thought to himself,International he has implemented professional development programs for thousands of “He is getting what he deserves.”organizations globally. He has authored nine informative books including 401 Proven BOHICA Company was having a tough time. During the pastWays to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his free two years they laid off 40% of the workforce, outsourced 100Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860-9464.Article sponsored by John Deere jobs overseas, and cut out all overtime. Employees complained they were working the jobs of two people and making less money. Morale was in the pits and productivity Rank of company was not much better. In a conference room someone scribbled on the white board BOHICA Company stood for, “Bend Over Here It Comes Again.” It was supposed to be Location Austria a joke, but no one was laughing. To make matters worse, they cut out the bonus again this year for everyone except the senior executives. They wanted to protect their executives so they would not migrate to jobs Just scan QR code elsewhere. George warned them this would backfire–and as usual, he was right. To add insult to injury, each day all employees had to pass by the executive parking lot and see all 11 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge Consider the following driving forces:those new Mercedes’ and BMWs.Later that day, Joe, who had been at BOHICA from thebeginning, stormed into his supervisor’s office and said,“I am fed up with this place. Just wait, as soon as theeconomy turns around, I’m out of here!” He wasn’t theonly one who felt that way. Get Ready, Here It Comes Job Defections – Adding to my research, the Society of Human Resource Management (SHRM) and the Wall Again Street Journal website completed the Job Recovery Survey in September 2003. The key findings revealed It is hard to believe just three years ago, employers were 64 percent of employees said they were extremely likely screaming for help and bending over backwards to to begin or increase the intensity of their job search. An attract and retain employees. Well, guess what? Those additional 19 percent said they were somewhat likely to times are returning soon. Maybe it will not be as severe increase their search. The top six reasons they were as the Dot Com era, but it is going to require top going to shift to a new job are as follows: attention. Better compensation: 54% In the next several years, this nation will face a mass Dissatisfaction with potential career exodus of employees leaving their current employers development: 35% for better jobs. As a business management consultant, Ready for a new experience: 32% I have surveyed and consulted with hundreds of Job security fears: 21% organizations over the past several years. One thing is Looking for a career change: 21% clear–there is a large chasm of discontentment in many Poor management: 20% organizations. Just in the past month, my surveys show Worker Shortage – As the economy improves, no voluntary turnover has increased by 30 percent. longer is there a bottom-less pit of workers lined up knocking at employers’ doors. According to the Bureau Fueling this exodus and discontentment are a number of Labor Statistics, by year 2010 there is going to be of factors. These include an improving economy, a 7-11 million shortfall of workers. The shortage is corporate scandals, layoffs, poor corporate partly due to the retirement of the Baby Boom communication, and people working harder for less generation and lower birthrates. money. Rest assured, as more jobs become available, “We employ 11 million people now, and we’re going to people are going to look for better companies to work need more,” says Steven Anderson, president and CEO for. This change represents a major shift from an of the National Restaurant Association. “We’re employer driven job market to an employee driven job projecting a need for another two million by 2010. Our market. biggest concern is where to find these folks.” Estimates show 48 to 65 percent of the workforce is Skill Shortage – Many industries already experience dissatisfied with their current employment situation and will jump ship as the economic situation continues to improve. Adding to this churn, figures show a shrinking number of people available to fill jobs. By 2010 we could expect a shortage of nearly seven to ten million workers.12 Monthly edition only for active businessmen

major shortages of talent. For example, the healthcare London • Luton • Oxford • Cambridgeindustry suffers from a nurse shortage, and now isimporting nurses from other countries. This places Greg Smith’s cutting-edge keynotes, consulting, and training programs have helpeda burden on employers to provide the best place to work businesses improve communication, reduce turnover, increase sales, hire better people andpossible to attract and retain key staff. deliver better customer service. As President and founder of Chart Your CourseImportance of Job Satisfaction – Yes, people need jobs to International he has implemented professional development programs for thousands ofpay their bills, but a large segment of the workforce places organizations globally. He has authored nine informative books including 401 Provenjob satisfaction as the top reason for staying with or Ways to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his freeleaving companies. I interviewed one person shortly after Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860-9464.911. He said, “If I die tomorrow, I want to make sure I amdoing a job that means something.” His comments are Article sponsored by Elementsa reflection of a new trend existing in the workforce today.Money and benefits are important, but it takes more than Rank of companymoney to keep good workers from leaving. The Familiesand Work Institute published the National Study of the Location Czech RepublicChanging Workforce. The report showed earnings andbenefits have only a two percent impact on “Job Just scan QR codeSatisfaction.” “Job Quality” and “Workplace Support”have a combined 70% impact. That is 35 times greater Assessing Businessthan earning and benefits. I will show my readers how to Talent for Jobsimprove identify and choose an employer that meets thisimportant need. Re-engineering jobsCompetition for Top Talent – Beginning in 1998, Fortunemagazine hosts a national competition to get on the “100 Today thousands of people are looking to replace the jobsBest Companies to Work For” list. Since then, almost they used to hold. But it will be harder and harder to findevery state in the nation has created a similar process. those jobs because they have probably already changed –Applications for the Malcolm Baldrige National Quality and can no longer be found. Managers of successfulAward increased by 35% last year. Employers realize to companies are at the forefront of job re-engineering. Theywin the award, or to win a coveted spot on the “100 Best are operating now with fewer employees and learning theCompanies to Work For” list is good public relations and importance of hiring the right talent to survive and thrive.an avenue for free marketing. They will need better and faster methods to assess andThere are seven critical factors that must be present in match jobs with business talent to succeed in an economyevery workplace leading to high job satisfaction and of continuous change.career success. These seven factors are based on myresearch and experience as a retention expert who has Permanent changesworked with hundreds of businesses.By understanding these factors, employers can begin While we continue to read daily news of the decline ofshifting their priorities to stem the tide of turnover. North America’s traditional 9-5 industrial jobs, we are also1. Strategy and structure witnessing the formation of new 24/7 jobs for the2. Challenging and interesting work emerging service-based economy. Yet even the experts3. Personal and professional growth admit they do not know exactly which jobs will drive4. Worklife balance5. Culture, coworkers and work environment 136. Masters and commanders7. Compensation and benefits Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge talent that is committed, accountable, resilient and has the specific attributes necessary for success. tomorrow’s business economy. They are more Identifying the “right” Talent! certain about the type of jobs that will NOT drive it. What is “the right employee talent” for today’s jobs? The Recent news from a Federal Reserve Bank of New York answer is not that easy, as it depends on defining the job’s study reports that a majority of the 2.7 million jobs lost key accountabilities, the company culture, the since the beginning of the 2001 recession working environment, and many other variables. represent “permanent changes in the U.S. economy and While flexibility and urgency are highly valued skills in are not coming back. reacting quickly to change, steadiness and reliability are ”Forrester Research Inc., a trend-analysis firm, predicts equally important in maintaining consistency, that 3.3 million US jobs will have transferred overseas by stability and quality. A wide range of verified talent within 2015. A majority of these are production jobs an organization may provide maximum options for that can be done more economically elsewhere. handling change. Only through using an effective methodology to accurately assess the unique Uncertain direction requirements of evolving jobs can managers make the right decisions on hiring talent for success. However, the economy is fickle and does not appear to favor a single direction in job growth. We have seen the Bottom line – are you emerging service economy create new jobs, and then quickly destroy them. For example, job opportunities as prepared? securities and commodities brokers were driven up by investment-mania for the fateful dotcoms of the 90’s. The bottom line is that jobs have changed – and the Approximately 69,000 of those jobs have since been changes are far from over. Your answers to the thought- eliminated – perhaps for good. With the creative provoking questions below will reveal how prepared application of online technology, jobs in the financial you are at this time to respond to the demands of our sector continue to evolve and redefine themselves. rapidly evolving workplace: • How have your company’s jobs changed? Spotlight on Talent •How do you identify and select the matching talent those jobs now need – and how have you prepared to repeat this Economic uncertainty and changing job dynamics focus process quickly and effectively, time and time again? the spotlight directly on employee talent. Companies • How do your abilities rank with your competitors’ continue to abandon slower moving products and services while targeting new ones with a downsized workforce. Their select teams of key employees often work longer hours than ever before to accomplish the equivalent of what used to be multiple jobs. Increased expectations for results demand that managers reexamine and redefine jobs regularly. In fact, jobs often morph dramatically overnight, forcing a reshuffle of talent and job priorities to meet new challenges. The good news is that recent surveys show North American companies are beginning to achieve increased productivity with highly leveraged talent, and this has captured management’s attention. Now managers are seeing firsthand how important it is to hire multi-faceted14 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridgeabilities in this area?Plan a strategy now to hire the businesstalent you need to lead your companythrough continuous job changes intoa successful future.Greg Smith’s cutting-edge keynotes, consulting, and trainingprograms have helped businesses improve communication,reduce turnover, increase sales, hire better people and deliverbetter customer service. As President and founder of Chart YourCourse International he has implemented professionaldevelopment programs for thousands of organizations globally.He has authored nine informative books including 401 ProvenWays to Retain Your Best Employees. He lives in Chapel Hill,NC.. Sign up for his free Navigator Newsletter by visitingwww.ChartCourse.com or call (770) 860-9464. Article sponsored by CNC Chaben Location Slovakia Rank of companyJust scan QR code 15 Monthly edition only for active businessmen

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London • Luton • Oxford • Cambridge If the Economy Much of the U.S. job growth in the past several months Is Getting Better. has come from lower paying, less skilled jobs such as Where are the Jobs? food, office assistants, and other service sector jobs. Going, going, gone. One reason jobs are harder to find isProductivity relates to the amount an employee many of them have been outsourced and sent overseas. produces for each hour of work — increased at an Forester Research estimates by 2015 over 3.36 million annual rate of 6.8 percent during the April-to- jobs will be exported. In the 1990’s, over 800,000 jobs June quarter. This was “stronger” than the government’s went to China. (U.S. News and World Report) It goes first estimate of a 5.7 percent growth rate according to without saying that along with the evaporation of these MSNBC news. jobs so goes $136 billion dollars worth of annual wages. At the same time the labor department said new In June, the Conference Board sponsored the 2003 applications for jobless benefits rose by 15,000 to 413,000 Strategic Outsourcing Conference. According to the for the week ending Aug. 30. Corporate profits are Atlanta Journal-Constitution, (June 27) over 125 improving–layoffs are slowing. Economists appear executives attended this conference to learn how to pleased, but many of your friends are still looking for export jobs to other countries such as to “India, work. If the economy is improving, where are the jobs? Philippines, China, Malaysia, and elsewhere.” A factory worker in China makes about $200 a month.16 On the other hand, U.S. autoworkers make that much in one day or less. This comes at no surprise that Hondas Monthly edition only for active businessmen and Toyotas are outselling most American made automobiles. On the wave of cheap labor, GM is the first U.S. automaker to build a plant in China and expects to increase production by 50%. All-in-all this country is importing more than it exports creating a huge trade deficit. Crisis or opportunity? We live in a global economy. When it comes to commerce, territorial borders disappear. China has the 6th largest economy in the world and is growing at 8% a year, while the U.S. is creeping along at 2-3%. More jobs overseas means more profits for U.S. multinational companies. Currently, Wal-Mart is China’s 8th largest trading partner according to U.S. News and World Report spending $12 billion last year on Chinese made products. I don’t pretend to be an economist, but you don’t have to be a rocket scientist to see a storm on the horizon. Most of us have felt the impact of this economy on our wallets. Sure, healthcare and the government sector jobs are growing by leaps and bounds. But, I am concerned that for most of us the future is still in question. In the “old days” good skills and a good education meant you were guaranteed a good paying job. This is changing for many career fields and certainly is not true if your job is exported. There is going to be a long-term impact on

London • Luton • Oxford • CambridgeFlexible Work Arrangementsyour life style, not to mention your spendingpower.Promote ProductivityWill this country become a nation of “havesand have-nots?” In order for this country tostay competitive we need to readjust ourexpectations, maybe even our wages. Everybusiness must focus on innovation and newjob growth. Take advantage of everyproductivity enhancement available. Andfor those who have lost their job, don’t beafraid to learn a new career.Greg Smith’s cutting-edge keynotes, consulting, and training While balancing work to sacrifice family life. An FWA willprograms have helped businesses improve communication, reduce and family has re- help them benefit personally andturnover, increase sales, hire better people and deliver better ceived a lot of att- professionally and the result will becustomer service. As President and founder of Chart Your CourseInternational he has implemented professional development ention over the years, the truth is p e o p l e w h o a r e m o r e l o y a l ,programs for thousands of organizations globally. He has authorednine informative books including 401 Proven Ways to Retain Your there’s more smoke than fire. committed and pro-ductive.Best Employees. He lives in Chapel Hill, NC.. Sign up for his freeNavigator Newsletter by visiting www.ChartCourse.com or call People work longer hours in FWA’s allow more options to(770) 860-9464. downsized and super competitive employees who do not want or need Article sponsored by Kredit Stav work environments that pressure a s t a n d a r d w o r k s c h e d u l e . Rank of company people to make family a second A properly prepared FWA allows Location Slovakia priority. Many workers feel they greater flexibility in balancing roles Just scan QR code must choose between work and of work and home. It also can help family. Either they must conform to prevent valuable employees from get promotions or sidestep their quitting and taking a less suitable career for the family–a tough and position somewhere else. Most of bitter pill to swallow. the time a FWA involves fewer work No wonder thousands of good hours and possibly a proportional people leave good jobs to take lower reduction of pay and benefits. level, lower paying, more acc- A survey by Flexible Resources of ommodating jobs elsewhere. This more than 500 women seeking dilemma has fueled the dramatic flexible work arrangements found rise of home-based and female- that 64 percent of them either quit owned businesses in the U.S. By or were planning to quit because of creating a Flexible Work Arrange- lack of work hour flexibility. What ment (FWA), companies can keep was alarming was 59 percent of good employees and not force them these women never asked their 17 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge employers to modify their work schedules Article sponsored by Prime Solution because they assumed they would be denied or lose stature. Younger women are more assertive Rank of company in seeking flexible work arrangements than older women; 72 percent of women between the age of Location Romania 25 and 35 were willing to request an FWA compared to only 30% of the respondents of Just scan QR code women aged 36 to 45. Among those who requested a flexible work arrangement and were told “no,” reasons for the refusal ran the gamut in the following priority: • We can’t give it to you and not the others (52%) • You will not be available to others (48%) • We have never done it before (24%) • You won’t be as productive as when you worked full time (8%) • Your job is not conducive to flexible hours (5%) • There is too much work to do (5%) • It wouldn’t fit into a team atmosphere (5%) But FWA’s have drawbacks. People feel that physical presence equals more opportunity for promotions and advancement. Men are parti- cularly vulnerable to the stigma that “if you are not at work full-time you are not competitive.” Working Mother magazine has recognized the innovative work/life programs provided by the Bank of America. Its “Child Care Plus” program pays eligible workers an additional $35 a week per child for employees earning less than $30,000 a year. After learning that turnover for participants was about half of the peer group not participating, BofA expanded the program to include workers with family incomes of $60,000 and began to allow workers two paid hours a week to work in their children’s schools. Finally, it added money for college. Bank of America gives $2000 a year for employees enrolled in under- graduate classes and $4,000 for graduate study. As a result they were able to reduce turnover by 50 percent. Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped businesses improve communication, reduce turnover, increase sales, hire better people and deliver better customer service. As President and founder of Chart Your Course International he has implemented professional development programs for thousands of organizations globally. He has authored nine informative books including 401 Proven Ways to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his free Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860-9464.18 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeEmployee RetentionSaves MoneyIt costs $4-7K to replace an hourly worker and up to$40K to replace a midlevel, salaried employee.Replacement costs usually are 2.5 times the salary ofthe individual. The costs associated with turnoverinclude lost customers, business, and damaged morale.In addition are the hard costs of time spent inadvertising, screening, verifying credentials,references, interviewing, hiring, and training the newemployee just to get back to where you started.This expenditure of time and money does nothing togive a manager or an organization a competitive edge.However, despite these known costs and loss ofproductivity, a research company reports 54 percent ofbusinesses do nothing to create a high-retentionculture or reduce high employee turnover. Therevolving door keeps moving – employees leave,managers interview and hire more workers, allowingcompetitors with low turnover to focus more onproductivity.People want to be part of an organization that stands forsomething that provides them with personalfulfillment and meaning. Singapore InternationalAirlines (SIA) prides itself on customer service. Theyimproved retention ratios by placing more time andeffort in the selection and training of employees andaligned the training to support the organization’smission goal of providing excellent customer service.Today when customers are happy, they express theirappreciation to SIA employees who are proud of beingon the SIA team.General Ulysses S. Grant once said, “There are no badsoldiers, only bad leaders” to remind us that poorleaders and managers can be a problem and on-goingleadership development is critical.Businesses must focus on workplace flexibility to staycompetitive. The downsized, super competitive workenvironment of today often forces employees intoputting their family in a secondary position. TheRandstad North American Employee Review recently 19 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridgefound in a survey that only 34 percent of the American Article sponsored by John Deereemployees now want a traditional full-time job.Communication talks. In 1995, the Boeing Companysuffered its second-longest walkout ever when theMachinists Union led a 69-day strike. Boeing lost hundredsof millions of dollars and experienced big customer serviceheadaches when they missed the delivery dates on 36planes. Boeing’s President, Frank Shrontz, lateracknowledged the strike was a result of management’sfailure to communicate with the workforce about theirconcerns. UPS provides another example where they lostover $700 million in revenues and customer trust whenUPS failed to communicate with their workforce.„ People want to enjoy their work environment. Some workis boring, but findings suggest providing employeessomething to talk about – future goals they can conquer orresults that have been achieved. Sports teams keep playersmotivated. Often organizational bureaucracy kills the spiritand ideas of employees who want to contribute.”Appreciation and recognition are critical to achievingorganizational goals. All humans need to feel appreciated.In a survey conducted by Robert Half International, theresults showed that employee recognition and praise wasthe number one reason employees stay in their workenvironment with fair compensation being secondary.Employees migrate to training and career developmentopportunities. If employees are blocked into a specific ordead end job with no opportunity for promotion or variety,they will leave – especially Gen X and Gen Y workers. AnASTD study showed that leading-edge companies trained86 percent of their employees whereas average companiestrained only 74 percent. Companies that invest inworkplace learning yielded higher net sales and grossprofits per employee.Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped Rank of companybusinesses improve communication, reduce turnover, increase sales, hire better people anddeliver better customer service. As President and founder of Chart Your Course International Location Austriahe has implemented professional development programs for thousands of organizationsglobally. He has authored nine informative books including 401 Proven Ways to Retain YourBest Employees. He lives in Chapel Hill, NC.. Sign up for his free Navigator Newsletter byvisiting www.ChartCourse.com or call (770) 860-9464. Just scan QR code20 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeOlder Workers Face A concerned reader named Philip L. Brodowski,Dilemma e-mailed me his side of the story. Personally, I believe this statistic is correct – ifI recently struck a nerve in a column I wrote called, “New anything, it may well be understated. All anyone has Ideas Creating a More Productive Work Environment.” to do is look at the overwhelming number of job I began the column with this paragraph. recruiter websites to see thousands of positions that“I recently heard a statistic that in the year 2006; the U.S. will have are available and this doesn’t include positions thata shortage of 10 million workers. Wake up and smell the coffee, are never advertised over the Internet. Many ofhere is my blunt opinion. If you don’t provide a productive and these positions are open for months at a time – somepositive workplace, you may face going out of business simply never get filled and are retracted, which brings me tobecause talented workers today have their choice of employers. the point of this message:You may get stuck with all the unqualified and undesirable Notwithstanding the fact that thousands of jobsworkers who can’t find work anywhere else. ” across this country go begging, recruiters and employers seem absolutely opposed to hiring qualified individuals once they reach a certain age (mid-40’s, early 50’s?). Many companies have downsized leaving experienced, qualified and motivated people without jobs. Personally, I have been in the job market for about 4 months now. I have posted my resume on numerous recruiter websites and every day check open positions on about 15 regularly used websites. My resume has been accessed approximately 200 times by recruiters/employers and I have actively applied for 40 positions, some more than once. Having held senior management positions, I am looking for the same level but not necessarily in the same industry. In most cases, the recruiter/employer does not even have the common courtesy to acknowledge receipt of a cover letter and resume – I have received many resumes and interviewed many people over the course of my career and even though I was always extremely busy, a response was always sent to the applicant. Many of the positions I have applied for closely mirror departments I have managed very successfully; yet I have received canned responses stating I do not have the qualifications to be considered. The purpose of this message is not to complain about my personal situation, rather, it is to point out that American business is deliberately overlooking a vast pool of people that have many productive years ahead of them. As an example, I am currently 52 and plan to work until age 62 or 65. That leaves 10 to 13 years that can benefit 21 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge How to Compete ina company. We all know retirement age is being War isn’t usually rational. It can’t always be wonadvanced to 70 years because life spans are longer. If by applying time-honored principles andAmerican business has a shortage of people now and in familiar practices. A current war shouldn’t bethe future, it should look inward and accept fought using the last war’s order of battle. However, there areresponsibility for its deliberate exclusion of a large, a number of strategies for engaging in military conflict thatproductive group of people who want to work. can be applied to all manner of business including theIt is apparent from this person, as well as others who Federal government.have contacted me, that we are ignoring a major There’s a direct correlation between war and the challengessegment of the labor pool. Every business I know is businesses face today in fighting for good people. It’s hard toyelling for help, so I am not sure what the problem is? win a war without sufficient numbers of competent soldiers,Are Human Resource people afraid to hire older people sailors, marines and airmen. Nor can nations “effectivelybecause they feel like they have to pay them more? Are posture” with their adversaries without a firm base of solid,older workers unable/unwilling to take lower paying well-trained troops. And so it is in business.jobs? I don’t know about you, but I know most age 40 Also consider this: Most militaries in the world operateplus workers have a better work ethic than many without conscription. Modern militaries are on equal footingyounger people. So what is the problem? I would like to with organizations of all kinds in recruiting men and women.hear what you think. Please feel free to e-mail me your Not surprisingly, labor market demographics have done thecomments. same thing for business that loss of conscription has done for the world’s militaries. No one is compelled to work for you.Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped It’s your job to make the work experience interesting andbusinesses improve communication, reduce turnover, increase sales, hire better people career-enhancing.and deliver better customer service. As President and founder of Chart Your Course In a military operation, careful planning is always essential toInternational he has implemented professional development programs for thousands of success. In business, recruiting in competitive (andorganizations globally. He has authored nine informative books including 401 ProvenWays to Retain Your Best Employees. He lives in Chapel Hill, NC.. Sign up for his sometimes downright hostile) environments takes carefulfree Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860- planning and flexibility in executing a mission plan. If9464. your organization is experiencing a recruiting problem, plan your mission, rally your Article sponsored by Biver Grup troops (or what’s left of them) and execute with vigor. You’re preparing Rank of company for your version of Operation Talent Scout. To succeed it must be an all-Location Ukraine Just scan QR code22 Monthly edition only for active businessmen

the War for Talent London • Luton • Oxford • Cambridge “Carol A. Hacker” Review the job function out team effort. If you fail to do this, you may A job vacancy provides an excellent opportunity to review the job find your organization in a weakened position. function. Ask yourself if a redesign is in order. For many You may ultimately be captured (i.e., re- organizations a sudden growth surge leads to the creation of new organized, purchased, merged or bankrupted) positions. Some of the positions will be needed indefinitely; by a competitor. others won’t. Take time to identify long-range needs instead of The economic expansion of the last two hiring to “put out fires.” It will help you contain costs. It’s decades is the longest peacetime expansion of important to remember that most modern militaries expend the twentieth century. The nation’s tremendous effort in strategic planning. You owe it to yourself and extraordinary financial performance has your organization to take sufficient time to plan, develop and raised the question of whether the U.S. execute a recruiting strategy. economy has entered a new age. A new age For example, you may decide to hire some people for the long term promises unprecedented increases in wealth but hire temporary or seasonal help for the short term. Contract and productivity. Yet it’s a time hobbled with employees are also in great demand, difficult to find and retain labor shortages, especially in the technical even for short-term projects. Regardless of what you’re looking arena. for, you’ll need to plan your recruiting mission. Long after the demand for Y2K with its drain There are many methods for locating and recruiting your future on skills and resources has reached its peak, staff. From working with agencies, to advertising in the other “hot” skills will be needed by most all newspaper, to referrals from current employees, the ideas are organizations. Making the perfect hiring numerous and varied. Don’t limit yourself to a handful of decision poses challenges like never before. strategies unless you want to restrict your search. The militaries of Are you tired of fighting for good people? Is the world assign people to recruiter duty for a period of two to four your team’s performance a casualty of high years. Before recruiters start, they receive extensive training in turnover? Is it possible you’re not experiencing recruitment techniques. a shortage of personnel but Take the time to carefully review a shortage of skills? If you’re open to improving your résumés and applications recruiting skills, read on… It will save you valuable time in the long run. Despite the fact that some applicants use professional services to prepare their résumés, many do not. Résumés, cover letters and applications offer valuable insight into an applicant’s qualifications providing you know how to interpret the data. “Don’t judge a book by its cover” is a cliche, yet it holds true with applications and résumés. There may be good reason for what appears to be discrepancies in documents. It’s your job to find out more through a series of questions during the telephone interview. Decide then whether to invest additional time in the candidate with a face-to-face meeting. The strength of the U.S. economy provides a remarkable opportunity for most organizations to focus on a bright future. The key to the long-term financial health of your enterprise is being able to identify and hire successive generations of people 23 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge who share your commitment for high questioning, hire for attitude, every- authorizes the release of information and have the applicant sign it. You may achievement. Résumés and applica- thing else is secondary, and then if want to check with your legal depart- ment for wording. Then follow up with tions are an essential part of the necessary, train for required skills. each reference by telephone if you don’t get your answers within a reasonable recruiting process. Learn how to use There’s a prophetic axiom that applies amount of time. Many employers skip the fill-in-the-blank form and go the information they provide to your here: “People are hired for aptitude and straight to the phone. Use a list of questions to guide your phone best advantage. fired for attitude.” discussion. Take appropriate notes, particularly if you have references to Fine-tune Because of the keen competition for check on many applicants. Modern talent, recruiting and hiring people militaries have a variety of methods for interviewing skills who are eager to learn may be your best gathering intelligence. One source is strategy. It’s important to note that old-fashioned human intelligence. Organizations that don’t teach their most militaries grow their own talent Businesses do it everyday in gathering managers how to interview often see through training. Not surprisingly, marketing data as well as checking them hire for the wrong reasons and most business will have to do the same. references on job applicants. wind up with employees that are a bad Ideally, you’ll want to check references fit for the job and the department. Check references yourself. You may have someone in the human resources department do the Many people hire only those people Research indicates that almost 25% of work for you, but you run the risk that the reference checker won’t be as they think are like them. However, to a l l r é s u m é s i n c l u d e m i s l e a d i n g familiar with the job requirements as you are. This can lead to a less than do so can be a mistake because a diverse information or outright lies. Just as satisfactory outcome. Some businesses hire a reference checking service. If you workforce can add tremendous value to militaries may engage in deception decide to hire such a service, be sure you feel totally comfortable with the the agency as well as the military. during warfare, an applicant may do quality of their work. You may have to check their references to get this Asking the right questions helps to the same. The most common form of information. Finally, you can’t ask the references insure legally compliant interviews. deception involves overstating edu- anything that the law doesn’t permit you to ask the applicant. That includes Good questions will keep you focused cation followed by inflation of job questions regarding age, religion, race, marital status, children or child care and help you maintain control of the responsibilities. Checking references arrangements, parents, residence, health status, psychological well-being, interview. The best questions are can sometimes reveal these deceits. financial obligations, previous arrests, memberships in social organizations, probing and require that the candidate You may be thinking, “Why bother to or visible characteristics. explain the “who,” “what,” “when,” check references? Employers won’t tell “where,” “why,” and “how” of their me anything because they’re afraid of skills and work experience. Candidates being sued.” That’s not necessarily the can easily answer the “what” questions. case if you ask only job-related But the “how” questions require questions. Use a direct approach. Keep candidates to explain in detail how they the questions strictly focused on did something. If they haven’t done it, learning more about performance, skill they won’t be able to fake it. It’s nearly level and specific job training. Once the impossible to answer the “how” reference feels comfortable with you, question and show depth and know- information will be easier to attain. ledge without having performed the You’ll do two things when you check task. references¾ verify the facts and solicit Some managers hire purely on “gut opinions. The most effective way to feelings” or intuition. That can also lead validate background information is to to disastrous results. They both play use preprinted forms with fill-in-the- a role in the hiring process, but should b l a n k s t a t e m e n t s f o r v e r i f y i n g be used as a confirmation after a series education, former place of employ- of pre-planned questions are asked ment, etc. Include a section that during the interview. Beyond the24 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeIn summary HOW TO BECOMEWe are in a time of labor shortages that aren’t predicted to abate in the near future. A BEST PLACE TOToday, business demands require employers to do one of two things: Either WORK AND IMPROVEcontinue to recruit job hoppers, pay higher and higher salaries and create an JOB SATISFACTION –environment of more, more, more, or selectively recruit to hire top talent and THE PRIDE SYSTEMfoster a work environment where people are committed to stay for the long haul. Itall starts with finding and attracting the people who most closely meet your job The responsibility for change andrequirements.Carol Hacker is a human resource consultant, speaker, and trainer who ranks performance improvement restsamong the experts in the field of recruiting and retention issues. For more thantwo decades, she’s been a significant voice in front-line and corporate human squarely on the shoulders of leadersresource management to small businesses as well as Fortune500 companies.She’s the author of the highly acclaimed books, Hiring Top Performers-350 Great at all levels. Dr. Edwards DemingInterview Questions For People Who Need People, The Costs of Bad HiringDecisions & How to Avoid Them, The High Cost of Low Morale …and what to do said, “The aim of leadership should beabout it, and 450 Low-Cost/No-Cost Strategies for recognizing, rewardingz& retaining good people, Job Hunting in the 21st Century-Exploding the Myths, to improve the performance of manExploring the Realities and 366 Surefire Ways to Let Your Employees KnowThey Count. Carol can be reached at 770-410-0517 Her website iswww.carolahacker.com Go here for 350 Great Interview QuestionsArticle sponsored by John Deere and machine, to improve quality, to increase output and simultaneously to bring pride of workmanship to Rank of company people.” A motivating environment is one that gives workers a sense of pride in what they do. To show executives and business owners how to accelerate Location Austria performance and become a top place to work, I’ve created a five-step process called the PRIDE system.Just scan QR code P-Provide a positive working environment R–Reward and recognition I-Involve and increase employee engagement D-Develop the skills and potential of your workforce E-Evaluate and make continuous improvements 25 Monthly edition only for active businessmen

STEP 1: PROVIDE A They have spread employee assistance centers strategically across the theme park. Some of thePOSITIVE WORKING services include employee discount programs, childcare information, money orders, postage stamps,ENVIRONMENT check cashing and bus passes. The Walt Disney Company realizes taking care of their employees’ needsEngaged and motivated employees provide the health keep them motivated, on the job and loyal to theinsurance businesses desperately need in these company.challenging times. Fran Tarkenton said to find whatmotivates people, “you have to find what turns peopleon.” This is the most important factor in the PRIDEprocess. Senior leaders have the responsibility forsetting the culture and climate of their organization.A work environment that leads to high job satisfactionrequires leaders are in touch with their workforce.The Walt Disney Company provides an excellent workenvironment for their employees or “cast members.”26 Monthly edition only for active businessmen

STEP 2: REWARD AND London • Luton • Oxford • CambridgeRECOGNITION peer or a supervisor does wonders. Small, informal celebrations are many times more effective than a once-a-Pay and benefits are important, but financial incentives are quarter or once-a-year formal event.limited in their ability to motivate and drive performance Graham Weston, co-founder and CEO of Rackspaceimprovement. For most people, the most powerful form of Managed Hosting, gives the keys to his BMW M3reward and recognition is a job that gives them a sense of convertible to his top performing employees for a week.purpose and is in alignment with their skills and abilities. This creative way to reward employees has a bigger impactAs reported in the Conference Board survey, one of the than cash. He says, “If you gave somebody a $200 bonus, itmain reasons job satisfaction has decreased is workers do wouldn’t mean very much. When someone gets to drive mynot consider their jobs interesting. car for a week, they never forget it.”Personal reward and recognition is also a powerful toolthat increases job satisfaction and motivation. Mark Twainonce said, “I can live for two months on a goodcompliment.” A pat on the back or a personal note from a 27 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge In order to stimulate innovation, Sony Corporation fosters the exchange of ideas within departments bySTEP 3: INVOLVE AND sponsoring an annual Idea Exposition. Scientists and engineers display projects and ideas they areINCREASE EMPLOYEE working on. Open only to Sony’s employees, this process creates a healthy climate of innovation andENGAGEMENT drives employee engagement for all those who participate.People may show up for work, but are they engaged andproductive? Job satisfaction increases when there is aprocess to contribute their ideas and employee suggestions.This gives them a sense of ownership and pride in theirwork. Marsha Myers of Lee Hecht Harrison said, “Managersusually overlook the company’s most valuable asset andsource of information – their employees. As the economyslows, creative organizations can find new ways to driverevenue and reduce costs by seeking employeesuggestions.”28 Monthly edition only for active businessmen

London • Luton • Oxford • CambridgeSTEP 4: DEVELOP THE service people are tested using an on-line computer system. Pass/fail results are sent to each employeeSKILLS AND POTENTIAL OF within 24 hours. They receive a personalized “prescription” on areas that need reviewing with aYOUR WORKFORCE list of resources and lessons that will help. Their intensive training and development program haveOngoing training and development is a critical element of a resulted in higher productivity and lower turnover.successful organization. It helps people become moreproductive and effective at what they do. Well-trainedemployees are more capable and have more autonomy overtheir jobs. It also gives them internal mobility and has apositive impact on employee retention.At Federal Express, all customer contact people receive sixweeks of training before they ever answer the first phonecall. Learning never stops and testing continues throughouttheir employment tenure. Every six months customer 29 Monthly edition only for active businessmen

London • Luton • Oxford • Cambridge Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped businesses improve communication, reduce turnover, increase sales, hire betterSTEP 5: EVALUATE AND people and deliver better customer service. As President and founder of Chart Your Course International he has implemented professional development programs forMAKE CONTINUOUS thousands of organizations globally. He has authored nine informative books including 401 Proven Ways to Retain Your Best Employees. He lives in ChapelIMPROVEMENTS Hill, NC.. Sign up for his free Navigator Newsletter by visiting www.ChartCourse.com or call (770) 860-9464.The economic realities we now face require increasedvigilance. Businesses must balance cost reductions and cut Article sponsored by Smartwaybacks with the needs of the workforce. Organizations shouldnever be content with status quo and must be alert to Rank of company Location Austriaanything that causes job dissatisfaction and lowersproductivity. Many executives have in the past only focused Just scan QR codeon tangibles such as profit and loss while relegating mattersof hiring, development and talent management to humanresources. This can no longer be the case.There is an important list of items that merit evaluation. Thegoal is to insure progress and determine what needsimproving. Continuous evaluation includes, but is notlimited to, the measurement of attitudes, morale, andmotivation of the workforce. It includes the identification ofproblem areas needing improvement and the design andimplementation of an improvement plan.30 Monthly edition only for active businessmen

What is collective switching? |The Big DealIt's a bit of a mouthful, but the concept is simple. If Avg saving with last campaignconsumers form a big group, they can get a better deal.The more people join, the more bargaining power they £278have.And we now have over 300,000 members! You don't We saved the British public overeven have to do any work, because we do the bargainingfor you. £11 millionIt's free and there are zero obligations. We bring you thedeal and you can decide if you want to take it or not.It's all about people powertaking on the Big Six!

Ranking TOP10London•Luton•Oxford •Cambridge #5/2017 London Luton Oxford Cambridge JOHN DEEREE 2100 2.475.000 CBP ELEMENTS 23-394 1.920.000 CBP PRIME SOLUTION BL. R1 B 1.810.000 CBP BIVER GRUP 01044 1.580.000 CBP KREDIT STAV We2005 PC TRONIC 5700 942.000 CBP CNC CHABEN 91501 900.000 CBP 750.000 CBP DYNAMIC 3D 84103 570.000 CBP ARCHITEKTONICKE MODELY 11300 480.000 CBP JASNA APARTMANY 03101 400.000 CBP CBP means - Collected Business Points TcoStsTApvAUoNiHIOwCTMTTBTpIcaonmnyrofuapreyehhohoucesuutieoncomalmcrthtcpatpeepatcsnsammueiohedghhuwhetbrmnieeltpdrepflvhuan1eieeorronbatsyikostrueaoiazifelmcie0rsnotiedtslfizaocrctifphcscttsylotirmiantiieketaoorysreareCpopocoofittoeedin,onswmdlnroiussnatnfo,fe(tvottmdweegierrhhaqitrpm\"qowngefartcrnhxowsetDheiuoievuunrohietgaeotteupaieoatteveaeeridoeaspcbiicsrassplgncrlrraot:fsdhp-iai-uneiainmghaourteafntorrheavy-iriuaayuognrdliataoeonscaraadrimfls-sreincslsceftteuEfcpicoaete,ysiahkfthenlsiduksraanblnfaea:obpasiciaiatulelcgccgipbnatutnhranuiatetnlirekcthhsrshluigniseetdcstsaktamloeithaihne-rsshdC,oinyleptentfgetor:,eifen,vhgls,ynsdacl-.oecordoiploeeageatcsuaenbofereaacrmatmwleromslnsvevdfohyroicmeiametseeoeoffeimtmussosbcteirnllmnfpaatlpmrioa,iaiodacaesrgnultdannppettitooheflcpndbtniitigdioromcetmrecsyoSodnsliistgourpiledv)nrlethewse/spaayrtarusiesinehasetsnantridestvawrtynsedsdanaidc.bosetikzdtinbonycPoe,sasri,reaeodneyobdimieIristgtteifndsSeucicsenapassinotpsetmOi.nhnodlptalgtniesoBhoyitseAugve;.intaagowefg\"ecureetpplilechint,afislrsTmop.mhoaintt.wceipsciotrhlnemdecoseiploaecieedgeyoianntlniprponshpoeanupsttttramsgiihataaolgnpinaneiyasrdlentveiptllfyyttotnialtnfemtaeecpy'hhdceimoesnabmamehiceeulienytsuge,amtnisxpepasosemggnttoipfrntrapinsnarsofhtonydopgn,aahe.hfzteveesloecenceiowosdeeanstrrttrusayd.dsleimheislocodebnioMdctBatcfenoygfpiuathsobuatirwmsdhowtneogsscochaenaieedaoarinpenr,adztsunlcderhgilsii.tconoesdsenTueebtsvecmneecrrehcrtioe.vthi-degomogmcnuineooTruaagseboodenpuiehpruladnnoecssoerbPcsemtretomigyithoaaddndifyetleiioiteuincnbrbthonoosicssttyyecnsssrf,;tt32 Monthly edition only for active businessmen

Build a Climate of Open London • Luton • Oxford • CambridgeCommunication and (against everything and sharing unhappiness with othersEmployee Engagement every day). Gallup estimates that actively disengaged employees — the least productive — cost the AmericanLeaders are role models, trendsetters, visionaries economy up to $350 billion a year in lost productivity. and voices for change within their organizations. Engaged employees consistently perform at high levels, Change is everywhere, and today, there is and these are the employees organizations need to keep.constant babble about what should be done to improve an To retain this winning talent, organizations must haveorganization. But the message is unclear. Employees strong managers capable of building relationships andoften don’t know why a change is being implemented and able to construct clear communication. Furthermore,how their jobs contribute to the intended result. organizations must be clear about what they expect andEmployees want to know the answer to the question, ensure that managers or supervisors care about their“Why should I care?” They want to know from leaders employees.what the plan is and what the outcome will be.Most employees rarely learn the reasons for major changeinitiatives from the top of the organization, and they arenot often asked for their input or involvement. Thus,major change becomes disruptive.The culture becomes cold and unproductive. How They Do It:Managers should share the organizational vision andexplain each employee’s role in the company’s future. If Communication Lessons Fromleaders don’t communicate, it shows employees that theydon’t care about them and that the employees are not Leadersa priority. In addition, many leaders are only interested incommunicating operational or financial information to Former U.S. Secretary Colin Powell said, “Optimism isemployees. Employees become frustrated with leaders a force multiplier.” Leaders should communicate towho don’t listen to them. employees that things can change with outstandingAt this point, leaders lose their credibility. results and that the company will be the best in class. Starbucks CEO Howard Schultz likes coffee, of course, butFostering an Engaged Culture he’s also passionate about creating a workplace that treats people with dignity and respect.With Communication Microsoft’s leaders created a forum for sharing internal and external communication plans across the business toCurt Coffman, co-author of First, Break All The Rules: build a “one-company” approach that preserves theWhat the World’s Greatest Managers Do Differently and integrity of individual division plans where they areFollow This Path: How the World’s Greatest Orga- relevant to separate audiences but also enablesnizations Drive Growth by Unleashing Human Potential, employees to identify connection points between plans. 33said that when an employee first joins a company they arehighly engaged. The first year with an organization is Monthly edition only for active businessmenoften their best.Too many times, the jubilation doesn’t last. Employeescan become unengaged (wait-and-see attitudes, whichare neither positive nor negative) or actively disengaged

London • Luton • Oxford • Cambridge • Listen to employee feedback without being reactive. • Be open. Even during times of crisis, tell employees what Through the use of its communication technologies, they need to know. Microsoft uses a “storytelling” framework that cuts • Be timely. Employees shouldn’t be the last to know about through babble and clutter. Company leaders practice a change or major company issue or announcement. constructing messages that are respectful, essential, Harvard professor John Kotter, said, “First, help the group professional and unambiguous. establish some sensible direction…Second, great leaders Cisco doesn’t describe itself in technical terms; instead, are all good at getting relevant partners align with, buying leaders communicate the company as one that changes into, and believing in the direction they have set… Third, is the way people live, work, play and learn. Employees the ability to create conditions that energize and inspire want to become part of the bigger picture by people to get off their fannies.” contributing to the company. Cisco’s leaders craft and Vital Learning’s Essential Skills of Communicating™ can deliver the company’s vision in messages that are help organizations build a successful culture, ensuring that concise and specific and that draw on emotions. managers understand the two-way communication One leader at Google holds office hours where anyone process. During this program, leaders learn the following: can sign up for time to provide feedback on topics or Design clear, concise and interesting messages projects. Manage nonverbal behaviors to reinforce the message The Ritz-Carlton holds daily staff meetings where Listen actively to employees Create a climate of open leaders share stories of employees’ outstanding service. communication for greater employee motivation and This is motivational for employees, and creates engagement Essential Skills of Communicating is a positive attitude throughout the workplace. a trademark of Vital Learning. Used by permission via Vital Learning. Delivering on the Melodae MorrisLeadership Matters Melodae Morris is the founder of Morris Communications. Communication Promise Morris is a media writing and magazine editing instructor and course designer for the University of Nebraska at Employees are motivated indirectly through leadership Omaha. and communication. However, research shows that less than half of employees are typically satisfied with Essential Skills of Communicating (2010). Vital Learning Corporation Galo, communication from senior leaders. C. Communicating More Effectively with Employees. Biz.com Gray, R. (Nov./Dec. “Leaders strategically use communication to produce 2004). How to get your CEO talking (productively) with employees. Employee- enthusiasm and foster an atmosphere of open exchange communication.com Love, M. (Dec. 2009). Managing communication and reducing and support,” said James A. Trinka, Ph.D., chief overload in a matrix organization. Mintrue. Sanford, B. (2003). Building a Highly learning officer at the FBI. “They are adept at energizing Engaged Workforce. Gallup Management Journal. Smith, P. (April 2004). The Essence people to see pathways that get to goals-despite of Leadership. GovLeaders.org Trinka, J. Action Plan to Achieve Breakthrough challenging conditions.” Improvement in Employee Productivity and Leadership Effectiveness. GovLeaders.org Leaders must learn skills to present themselves as principals who communicate well. The following are Article sponsored by Biver Grup characteristics of leaders who communicate and deliver effectively: Location Ukraine • Communicate with transparency to show employees they are valued. When you communicate with open lines Rank of company of dialogue, employees know they are appreciated. • Deliver praise and provide feedback. Just scan QR code • Be honest. Talk straight. If something is critical, like quality, then say it. • Be respectful. Don’t talk down to employees. Treat them like adults.34 Monthly edition only for active businessmen

We are commi ed to the highest quality workmanship, design and deliverance of schedules on all projectsundertaken. Effectively meeting our client's needs and to a high quality is a given essential. Our quality ethosis operated in accordance with the requirements of ISO 9001:2008 Quality Management Standard andISO 14001:2004 Environmental Management Standard.Safety procedures are a key factor in our daily operations.Having Safe Contractor accreditation and ISO 18001, we strive to adhere to and comply with all aspects of theirhealth and safety standards.Kościuszki 43, 05-260 Marki, +48 6689 08906

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