Impact Today™
Tuesday, September 30, 2008
More employee engagement advantages identified
As a follow-up to last week’s Towers-Perrin study results, we have uncovered some statistics from ISR. In reviewing comparative annual results, they found that high engagement companies had a 13.2 percent improvement in net income while low engagement companies had a 3.8 percent decline.
As a follow-up to last week’s Towers-Perrin study results, we have uncovered some statistics from ISR. In reviewing comparative annual results, they found that high engagement companies had a 13.2 percent improvement in net income while low engagement companies had a 3.8 percent decline.Results also showed high engagement improved operating income by 19.2 percent while low engagement companies declined 32.7 percent during the 12-month period.
Finally, companies with high employee engagement had a 27.8 percent improvement EPS, while low employee engagement companies experienced an 11.2 percent decline in EPS over the same period.
Labels: Productivity, Survey
¶ 9/30/2008 0 Comments Links to this post
Monday, September 29, 2008
An agreement settled?
Although conflict is a normal part of growing a relationship it can easily become unhealthy. This occurs when one or both of the parties involved in the conflict are no longer willing or able to consider the other person’s beliefs, attitude, or values to be valid. The savvy leader understands this and looks for signs that the line between healthy and unhealthy conflict is nearing.
At a small factory the Quality Control Manager was involved in a conflict with the Production Manager. The Quality Control Manager sensed the argument was reaching the line between healthy and unhealthy conflict so decided to take charge of the argument.
“Look here, John,” he began. “I’ll admit I am wrong if you’ll admit I am right.”
The Production Manager quickly agreed, insisting the Quality Control Manager go first.
Click here to see how well it went.
Although conflict is a normal part of growing a relationship it can easily become unhealthy. This occurs when one or both of the parties involved in the conflict are no longer willing or able to consider the other person’s beliefs, attitude, or values to be valid. The savvy leader understands this and looks for signs that the line between healthy and unhealthy conflict is nearing.At a small factory the Quality Control Manager was involved in a conflict with the Production Manager. The Quality Control Manager sensed the argument was reaching the line between healthy and unhealthy conflict so decided to take charge of the argument.
“Look here, John,” he began. “I’ll admit I am wrong if you’ll admit I am right.”
The Production Manager quickly agreed, insisting the Quality Control Manager go first.
Click here to see how well it went.
Labels: Anecdote, Conflict_Management
¶ 9/29/2008 0 Comments Links to this post
Sunday, September 28, 2008
The shrinking lunch hour
When was the last time you had a full 60-minute lunch? If you have had one recently you are in a dwindling minority. In the last five years the lunch “hour” has actually shrunk, according to a new survey from OfficeTeam.
They found that most managers work through their lunch hour three days a week and when they do take lunch it averages only 35 minutes.
Increasing workloads due to down or “right” sizing plus dealing with employee issues were cited as leading reasons for the shortened meal period.
When was the last time you had a full 60-minute lunch? If you have had one recently you are in a dwindling minority. In the last five years the lunch “hour” has actually shrunk, according to a new survey from OfficeTeam.They found that most managers work through their lunch hour three days a week and when they do take lunch it averages only 35 minutes.
Increasing workloads due to down or “right” sizing plus dealing with employee issues were cited as leading reasons for the shortened meal period.
Labels: Survey
¶ 9/28/2008 0 Comments Links to this post
Saturday, September 27, 2008
Finding the Right Drivers for the Long Haul
James M.D. Maloney, president of United Freight Service, Inc., of Phoenix, Ariz., tells why his company has used Profiles' assessments since 1993.
Q. Do you have a story to relate about ProfileXT™?
A. ProfileXT gives me information about our people that is not just "on target," it hits the bull's eye every time. ProfileXT has helped us measurably improve productivity and the efficiency of every employee.
Q. What is the major benefit your company sees from Profiles' assessments?
A. We see a major help in the area of driver turnover. The American Trucking Association reported a national average of 109 percent turnover for medium-size carriers, with turnover for large carriers exceeding 130 percent. Our vice president recently attended a trucking symposium sponsored by our insurance carrier, and representatives shared their recent statistics on driver turnover. All were well above 60 percent and several were much higher. When we reported our 17 percent from 2005, we were met with looks of great disbelief.
To read more, click here.
James M.D. Maloney, president of United Freight Service, Inc., of Phoenix, Ariz., tells why his company has used Profiles' assessments since 1993.Q. Do you have a story to relate about ProfileXT™?
A. ProfileXT gives me information about our people that is not just "on target," it hits the bull's eye every time. ProfileXT has helped us measurably improve productivity and the efficiency of every employee.
Q. What is the major benefit your company sees from Profiles' assessments?
A. We see a major help in the area of driver turnover. The American Trucking Association reported a national average of 109 percent turnover for medium-size carriers, with turnover for large carriers exceeding 130 percent. Our vice president recently attended a trucking symposium sponsored by our insurance carrier, and representatives shared their recent statistics on driver turnover. All were well above 60 percent and several were much higher. When we reported our 17 percent from 2005, we were met with looks of great disbelief.
To read more, click here.
Labels: Assessments, Case_Study
¶ 9/27/2008 0 Comments Links to this post
Friday, September 26, 2008
Insulation
Baby boomers Dan and Mary had always dreamed of having a cabin on one of northern Michigan’s beautiful lakes. After retirement, the dream was fulfilled and they moved in late in the summer.
The home inspection had been good, the only negative was a lack of insulation in the attic. The couple shrugged off the deficit. “It was enough insulation for them for the 20 years they lived here so it should be enough for us,” Dan insisted.
They loved the house as summer concluded and fall brought a canvas of beautifully colored leaves to delight their evening walks.
All was going well until winter set in and the couple found they could not bear the coldness in the house. Finding frost covering their exterior walls one morning, Dan decided to call the former owners for some tips to help keep the house warmer.
“Oh, we have no idea,” they said. “We went to Florida every winter.”
Life Lesson: different people look at things differently.
Baby boomers Dan and Mary had always dreamed of having a cabin on one of northern Michigan’s beautiful lakes. After retirement, the dream was fulfilled and they moved in late in the summer.The home inspection had been good, the only negative was a lack of insulation in the attic. The couple shrugged off the deficit. “It was enough insulation for them for the 20 years they lived here so it should be enough for us,” Dan insisted.
They loved the house as summer concluded and fall brought a canvas of beautifully colored leaves to delight their evening walks.
All was going well until winter set in and the couple found they could not bear the coldness in the house. Finding frost covering their exterior walls one morning, Dan decided to call the former owners for some tips to help keep the house warmer.
“Oh, we have no idea,” they said. “We went to Florida every winter.”
Life Lesson: different people look at things differently.
Labels: Anecdote, Attitude, Diversity
¶ 9/26/2008 0 Comments Links to this post
Thursday, September 25, 2008
Self-esteem
This week we are taking a break from humorous videos, offering a motivational video about self-esteem instead. Watch this video alone and without the noise of interruptions. It will uplift you.
¶ 9/25/2008 0 Comments Links to this post
¶ 9/25/2008 0 Comments Links to this post
Wednesday, September 24, 2008
Simple keys to succession planning
As Baby Boomers move into retirement it is more important than ever to have active succession plans for all key positions. Here are some best practices:
As Baby Boomers move into retirement it is more important than ever to have active succession plans for all key positions. Here are some best practices:- Identify expected key vacancies as far in advance as possible. Some companies do this years before a key leader retires.
- Explore the skills and competencies needed for each expected vacancy.
- Work on retention so that the top performers stay on board.
- Develop a recruitment and assessment process.
- Have the CEO inform key clients about the plan so that they don’t desert when he or she leaves.
- Set a target date for a leader’s departure and have him/her begin shifting responsibilities beforehand so that (s)he is there for the transition.
- Prepare employees to expect questions from the new leader(s).
- Have the incoming executive prepare an assessment of the company and an action plan listing his/her priorities and how (s)he plans to address them.
- Prepare an orientation book for the new team member that includes the company’s history and culture, as well as biographies of key players.
- For a family business, involve an estate planner well before the leader departs.
Labels: Succession
¶ 9/24/2008 0 Comments Links to this post
Tuesday, September 23, 2008
Quantified difference between engaged and disengaged
Managers have long known that engaged employees contribute at a higher rate than those less engaged. It is obvious, people feel, that when an employee has bought into the shared vision of organization success, meaning they are engaged, they will outperform other employees.
Research, such as this from Towers Perrin, is now quantifying the specific areas and degree of impact of engaged versus non-engaged employees. Here is what they have found:
Managers have long known that engaged employees contribute at a higher rate than those less engaged. It is obvious, people feel, that when an employee has bought into the shared vision of organization success, meaning they are engaged, they will outperform other employees.Research, such as this from Towers Perrin, is now quantifying the specific areas and degree of impact of engaged versus non-engaged employees. Here is what they have found:
- 84 percent of highly engaged employees believe they can positively impact the quality of their company’s products, compared with only 31 percent of the disengaged.
- 72 percent of the highly engaged believe they can positively affect customer service, versus 27 percent of the disengaged.
- 68 percent of the highly engaged believe they can positively impact costs in their job or unit, versus 19 percent of the disengaged.
Labels: Productivity, Survey, Teamwork
¶ 9/23/2008 0 Comments Links to this post
Monday, September 22, 2008
Testing the Windshields
Two famous experiments were conducted several decades ago to test the strength of windshields used for aircraft and train engines. The first was handled by Engineers at a major aerospace company. They were tasked to document the effects of birds hitting the windshields of aircraft on take-off and landing. The study was in answer to a continuing problem of birds near airstrips including a couple where geese had caused the windshields to fail, leaving a feathery sight problem for the stunned pilots.
The Engineers designed and built a powerful gun allowing them to shoot dead chickens at the windshields. The simulations were extremely effective in developing the right windshield at the right angle to protect the cockpit crew and stability of the airplanes.
Several industry publications reported the success much to the delight of some Engineers working on a similar project for a train manufacturer. It seem they were experiencing similar problems when trains and geese were having unfortunate meetings at windshield level. After reading about the success, the Engineers working on the train study contacted the plane Engineers seeking the test specifications.
Test after test failed, yet the Engineers at the locomotive company persevered trying to find the right glass and angle for their windshields. Windshield after windshield shattered until the Engineers determined it necessary to seek more help from the plane Engineers.
After reviewing what the train Engineers had done the plane Engineers quickly knew what had gone wrong. They sent a message to the train engineers a four-word message that led to the ultimate success in just a couple of days.
Click here to read the message.
Two famous experiments were conducted several decades ago to test the strength of windshields used for aircraft and train engines. The first was handled by Engineers at a major aerospace company. They were tasked to document the effects of birds hitting the windshields of aircraft on take-off and landing. The study was in answer to a continuing problem of birds near airstrips including a couple where geese had caused the windshields to fail, leaving a feathery sight problem for the stunned pilots.The Engineers designed and built a powerful gun allowing them to shoot dead chickens at the windshields. The simulations were extremely effective in developing the right windshield at the right angle to protect the cockpit crew and stability of the airplanes.
Several industry publications reported the success much to the delight of some Engineers working on a similar project for a train manufacturer. It seem they were experiencing similar problems when trains and geese were having unfortunate meetings at windshield level. After reading about the success, the Engineers working on the train study contacted the plane Engineers seeking the test specifications.
Test after test failed, yet the Engineers at the locomotive company persevered trying to find the right glass and angle for their windshields. Windshield after windshield shattered until the Engineers determined it necessary to seek more help from the plane Engineers.
After reviewing what the train Engineers had done the plane Engineers quickly knew what had gone wrong. They sent a message to the train engineers a four-word message that led to the ultimate success in just a couple of days.
Click here to read the message.
Labels: Anecdote, Communication, Leadership
¶ 9/22/2008 0 Comments Links to this post
Sunday, September 21, 2008
Finding your strength
DO YOU HAVE THE OPPORTUNITY TO DO WHAT YOU DO BEST EVERY DAY?
Chances are you don't. All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.
To help people uncover their talents, Gallup introduced the first version of its online assessment, StrengthsFinder, in the 2001 management book Now, Discover Your Strengths. The book spent more than five years on the bestseller lists and ignited a global conversation, while StrengthsFinder helped millions to discover their top five talents.
In its latest national bestseller, StrengthsFinder 2.0, Gallup unveils the new and improved version of its popular assessment, language of 34 themes, and much more. While you can read this book in one sitting, you'll use it as a reference for decades.
To order this book, click here.
DO YOU HAVE THE OPPORTUNITY TO DO WHAT YOU DO BEST EVERY DAY?Chances are you don't. All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.
To help people uncover their talents, Gallup introduced the first version of its online assessment, StrengthsFinder, in the 2001 management book Now, Discover Your Strengths. The book spent more than five years on the bestseller lists and ignited a global conversation, while StrengthsFinder helped millions to discover their top five talents.
In its latest national bestseller, StrengthsFinder 2.0, Gallup unveils the new and improved version of its popular assessment, language of 34 themes, and much more. While you can read this book in one sitting, you'll use it as a reference for decades.
To order this book, click here.
Labels: Books
¶ 9/21/2008 0 Comments Links to this post
Saturday, September 20, 2008
Call Center Working to Improve Sales Force
An inbound call center for a neutraceutical and supplement manufacturer was experiencing turnover as high as 500 percent a year. Sales performance among its 60 agents varied widely, with top performers producing as much as six times the average sales of marginal performers.
Ten top performers and eight marginal performers were identified in a current study. The 18 agents were instructed to complete the ProfileXT™ online during paid working hours. However, two of the marginal performers were terminated before completing the assessment, leaving six in their group providing data.
To read the rest of this success story, click here.
An inbound call center for a neutraceutical and supplement manufacturer was experiencing turnover as high as 500 percent a year. Sales performance among its 60 agents varied widely, with top performers producing as much as six times the average sales of marginal performers.Ten top performers and eight marginal performers were identified in a current study. The 18 agents were instructed to complete the ProfileXT™ online during paid working hours. However, two of the marginal performers were terminated before completing the assessment, leaving six in their group providing data.
To read the rest of this success story, click here.
Labels: Assessments, Case_Study, Sales
¶ 9/20/2008 0 Comments Links to this post
Friday, September 19, 2008
The affluent owner
The owner of a highly successful mid-sized company felt she was having difficulty being understood by her employees. She decided to hire a personal coach to show her ways she could better relate to them.
She was surprised when the owner, in asking about their weekend plans, talked about how she was going to spend time on her new boat touring some remote islands and inlets in the Great Lakes.
After one of the staff meetings the coach had a debrief session with the owner. “It would definitely help them listen to your points if you were to talk more on the level of someone less affluent, after all, most of your employees earn less than double the minimum wage.
Over the weekend the owner took the coach’s words to heart. At the Monday morning staff meeting she started out by saying, “My husband and I ruffed it this weekend on our boat. We stopped at a yacht club where the pool was small, the breakfast buffet only served assorted donuts. Also to conserve gas we didn’t turn on the air conditioning until night.”
The owner of a highly successful mid-sized company felt she was having difficulty being understood by her employees. She decided to hire a personal coach to show her ways she could better relate to them.She was surprised when the owner, in asking about their weekend plans, talked about how she was going to spend time on her new boat touring some remote islands and inlets in the Great Lakes.
After one of the staff meetings the coach had a debrief session with the owner. “It would definitely help them listen to your points if you were to talk more on the level of someone less affluent, after all, most of your employees earn less than double the minimum wage.
Over the weekend the owner took the coach’s words to heart. At the Monday morning staff meeting she started out by saying, “My husband and I ruffed it this weekend on our boat. We stopped at a yacht club where the pool was small, the breakfast buffet only served assorted donuts. Also to conserve gas we didn’t turn on the air conditioning until night.”
Labels: Anecdote, Coaching, Communication, Meetings
¶ 9/19/2008 0 Comments Links to this post
Thursday, September 18, 2008
Motivation, or lack thereof
This weeks video is an example of demotivation. It shows the traditional management style, as opposed to the highly successful and consistently profitable contemporary management style.
Labels: Motivation, Video
¶ 9/18/2008 0 Comments Links to this post
Wednesday, September 17, 2008
18 Ways to Motivate Different People in Your Workplace
Research has discovered six different segments in the workplace. All workplaces, especially large ones, will likely employ some of each type of worker. Here are the 6 types of employees:
1. Fair and Square Traditionalists
2. Accomplished Contributors
3. Stalled Survivors
4. Demanding Disconnects
5. Maverick Morphers
6. Self-Empowered Innovators
To see their descriptions and how to motivate them, click here.
Research has discovered six different segments in the workplace. All workplaces, especially large ones, will likely employ some of each type of worker. Here are the 6 types of employees:1. Fair and Square Traditionalists
2. Accomplished Contributors
3. Stalled Survivors
4. Demanding Disconnects
5. Maverick Morphers
6. Self-Empowered Innovators
To see their descriptions and how to motivate them, click here.
Labels: Motivation
¶ 9/17/2008 0 Comments Links to this post
Tuesday, September 16, 2008
10 reasons companies are not successful
Those working on the front lines of a company are generally thought to have outstanding insight into the problems of a company. Recently the Saratoga Institute conducted a survey to find the top 10 reasons employees feel their company does poorly:
Those working on the front lines of a company are generally thought to have outstanding insight into the problems of a company. Recently the Saratoga Institute conducted a survey to find the top 10 reasons employees feel their company does poorly:- Lack of career growth
- Poor management
- Poor communication
- Pay: paid under-market
- Lack of recognition
- Poor senior leadership
- Lack of training
- Excessive workload
- Lack of tools and resources
- Lack of teamwork
Labels: Corporate_culture, Survey
¶ 9/16/2008 0 Comments Links to this post
Monday, September 15, 2008
Balding
For many men, going bald is a major concern. For some it is a reminder of vanishing youth. For others it is concern over of showing age in a business world increasing appreciating a new work ethic. For Fred it had different impact.
Here is what Fred wrote in his journal for key dates in his life.
“Today was my thirtieth anniversary. As I looked in the mirror in preparation for a dinner with my wife I noticed my hair was thinning and the hairstyle of my youth no longer seemed appropriate. I changes my hairstyle and had a wonderful evening”
“My bride and I celebrated our fortieth today. While dressing up for a quiet evening to celebrate our years together I realized the flowing locks of adolescence had disappeared completely from the very top of my head. I used some dye to color what was left and felt good about myself again.”
“Today as my wife and I readied to celebrate a half-century of marriage I looked in the mirror and saw that I no longer had any hair. It is then that I realized a great blessing."
What did Fred realize? Click here. ¶ 9/15/2008 0 Comments Links to this post
For many men, going bald is a major concern. For some it is a reminder of vanishing youth. For others it is concern over of showing age in a business world increasing appreciating a new work ethic. For Fred it had different impact.Here is what Fred wrote in his journal for key dates in his life.
“Today was my thirtieth anniversary. As I looked in the mirror in preparation for a dinner with my wife I noticed my hair was thinning and the hairstyle of my youth no longer seemed appropriate. I changes my hairstyle and had a wonderful evening”
“My bride and I celebrated our fortieth today. While dressing up for a quiet evening to celebrate our years together I realized the flowing locks of adolescence had disappeared completely from the very top of my head. I used some dye to color what was left and felt good about myself again.”
“Today as my wife and I readied to celebrate a half-century of marriage I looked in the mirror and saw that I no longer had any hair. It is then that I realized a great blessing."
What did Fred realize? Click here. ¶ 9/15/2008 0 Comments Links to this post
Sunday, September 14, 2008
New Directions in Diversity
Have you imagined becoming a diversity reporter in your company or community? Here is book to help you do just that.
The book contains hundreds of professional tips about covering cultures, including national, religious, orientation, abilities, generational information.
This is also a great tool for educators teaching general or diversity classes.
To learn more about the book, click here. ¶ 9/14/2008 1 Comments Links to this post
Have you imagined becoming a diversity reporter in your company or community? Here is book to help you do just that.The book contains hundreds of professional tips about covering cultures, including national, religious, orientation, abilities, generational information.
This is also a great tool for educators teaching general or diversity classes.
To learn more about the book, click here. ¶ 9/14/2008 1 Comments Links to this post
Saturday, September 13, 2008
Measurements, ROI: Common Effects Across Assessment Programs
Looking at our work with clients we have identified 25 success stories that looked at effects of assessment programs, and many that quantified these effects in similar ways. The studies occur across 10 widely different types of businesses and are geographically scattered from coast to coast. A summary of common findings follows.
Across all sectors and locations, for the 13 studies that reported return-on-investment figures, the average ROI was $26.30 returned for every dollar invested!
Click here to read the full results of the summary.
Looking at our work with clients we have identified 25 success stories that looked at effects of assessment programs, and many that quantified these effects in similar ways. The studies occur across 10 widely different types of businesses and are geographically scattered from coast to coast. A summary of common findings follows.Across all sectors and locations, for the 13 studies that reported return-on-investment figures, the average ROI was $26.30 returned for every dollar invested!
Click here to read the full results of the summary.
Labels: Assessments, Case_Study
¶ 9/13/2008 1 Comments Links to this post
Friday, September 12, 2008
A frustrated salesman
A salesman had been calling on the buyer particular firm for almost a year. Unfortunately the buyer had yet to place an order. At the end of each sales call the salesman would remark, “Thank you very much. I wish I had 50 customers like you.”
Puzzled, the buyer finally said, “I don’t mind you coming in every week or so to show me your samples. I never buy anything yet you always say the same thing, ‘Thank you very much. I wish I had 50 customers like you.’ Why do you always say that?”
“Well,” replied the salesman with a smile, “right now I have about 200 customers like you. I really do wish I only had 50.”
Life Lesson: Learn how to take “no” ¶ 9/12/2008 0 Comments Links to this post
A salesman had been calling on the buyer particular firm for almost a year. Unfortunately the buyer had yet to place an order. At the end of each sales call the salesman would remark, “Thank you very much. I wish I had 50 customers like you.”Puzzled, the buyer finally said, “I don’t mind you coming in every week or so to show me your samples. I never buy anything yet you always say the same thing, ‘Thank you very much. I wish I had 50 customers like you.’ Why do you always say that?”
“Well,” replied the salesman with a smile, “right now I have about 200 customers like you. I really do wish I only had 50.”
Life Lesson: Learn how to take “no” ¶ 9/12/2008 0 Comments Links to this post
Thursday, September 11, 2008
How to procrastinate
Want to procrastinate like a pro? Here is a video that is sure to help!
Labels: Time_management, Video
¶ 9/11/2008 0 Comments Links to this post
Wednesday, September 10, 2008
Developing your future leaders
As businesses grow and develop over time, inevitable change reduces the ranks of proven leaders; they leave, retire, are struck randomly by lightning. One way or another, a certainty of business is that you will find yourself replacing leaders. What is your plan for replacing them and insuring replacements are good enough to allow your enterprise to continue to grow and prosper and to weather bad times?
The following outline, adapted to your own needs and values, will allow you to design a plan to identify potential future leaders and to develop their potential into excellence.
As businesses grow and develop over time, inevitable change reduces the ranks of proven leaders; they leave, retire, are struck randomly by lightning. One way or another, a certainty of business is that you will find yourself replacing leaders. What is your plan for replacing them and insuring replacements are good enough to allow your enterprise to continue to grow and prosper and to weather bad times?The following outline, adapted to your own needs and values, will allow you to design a plan to identify potential future leaders and to develop their potential into excellence.
- Identify what’s important.
- Build your “pool of possibles.”
- Bring your potential leaders on board early.
- Pick them up when they fall.
- Reward them for developing.
- It’s a process, not a place.
Labels: Leadership
¶ 9/10/2008 0 Comments Links to this post
Tuesday, September 9, 2008
5 reasons someone cannot do the job
Disappointed in an employee’s performance? There are five reasons someone will fall short of our goals:
Disappointed in an employee’s performance? There are five reasons someone will fall short of our goals:- They don’t know what to do.
- They don’t know how to do it.
- They don’t have the resources.
- They don’t have the motivation.
- They don’t fit the job.
Labels: Commitment, Motivation
¶ 9/09/2008 0 Comments Links to this post
Monday, September 8, 2008
Negotiating benefits - oops!
Who says some new employees have unreasonably high expectations? Perhaps the hiring manager interviewing a management trainee in this story:
“So what starting salary level are you looking for?” asked the interviewer.
“It should be around $100,000 per year,” said the recent college graduate. “Of course that depend on benefits.”
“We have a very generous benefit package,” replied the HR professional. “We will grant you a $25,000 signing bonus, full medical and dental at no charge, fifty percent match on your 401K contributions, stock options matching your annual salary, five weeks vacation starting the first year, an a complimentary company car.”
The candidate was increasingly ecstatic with each new benefit. He could hardly contain himself.
Unfortunately he didn’t get the job because of the next dialog exchange.
What happened next? Click here.
Who says some new employees have unreasonably high expectations? Perhaps the hiring manager interviewing a management trainee in this story:“So what starting salary level are you looking for?” asked the interviewer.
“It should be around $100,000 per year,” said the recent college graduate. “Of course that depend on benefits.”
“We have a very generous benefit package,” replied the HR professional. “We will grant you a $25,000 signing bonus, full medical and dental at no charge, fifty percent match on your 401K contributions, stock options matching your annual salary, five weeks vacation starting the first year, an a complimentary company car.”
The candidate was increasingly ecstatic with each new benefit. He could hardly contain himself.
Unfortunately he didn’t get the job because of the next dialog exchange.
What happened next? Click here.
Labels: Anecdote, Hiring, Reputation
¶ 9/08/2008 0 Comments Links to this post
Sunday, September 7, 2008
Getting the big account
Benjamin Franklin was noted as being a creative inventor and statesman. However few have heard what a great salesperson was.
A gentleman by the name of Andrew Bradford had been awarded a contract to do all the public prepping for the Commonwealth of Pennsylvania. The fierce competitive nature of Franklin prevented him from accepting this loss of business. After all, Franklin knew he was a better printer and faster than Bradford.
Franklin learned the governor was scheduled to make an important speech in Philadelphia. He took the opportunity to outshine Bradford. Using his best lettering on elegant paper Franklin quickly reprinted the speech and sent it to the governor’s office. Not only did the speech arrived at the governor’s office faster than Bradford’s, the quality was much more appropriate for a governor.
The governor was obviously impressed as the following year Franklin was awarded the contract!
Life Lesson: Be creative in building business
Benjamin Franklin was noted as being a creative inventor and statesman. However few have heard what a great salesperson was.A gentleman by the name of Andrew Bradford had been awarded a contract to do all the public prepping for the Commonwealth of Pennsylvania. The fierce competitive nature of Franklin prevented him from accepting this loss of business. After all, Franklin knew he was a better printer and faster than Bradford.
Franklin learned the governor was scheduled to make an important speech in Philadelphia. He took the opportunity to outshine Bradford. Using his best lettering on elegant paper Franklin quickly reprinted the speech and sent it to the governor’s office. Not only did the speech arrived at the governor’s office faster than Bradford’s, the quality was much more appropriate for a governor.
The governor was obviously impressed as the following year Franklin was awarded the contract!
Life Lesson: Be creative in building business
Labels: Anecdote, Creativity, Sales, Strategy
¶ 9/07/2008 0 Comments Links to this post
Saturday, September 6, 2008
Hospital Finds Job Pattern Success
Facing predictions of a shortage of one million nurses by 2020, the health care profession is looking at solutions for recruiting, hiring, training and retaining these critical workers. With their numbers at almost two million, registered nurses comprise the largest number of health care professionals.
This case study provides an examination of how one hospital used 22 registered nurses and the ProfileXT™ to develop a Job Match Pattern to find nurses performing at the highest level. Experts conducted the study to investigate the use of the ProfileXT™ Job Match Pattern program to further refine their selection process and identify those with the potential to become top performers.
To read the rest of this case study, click here.
Facing predictions of a shortage of one million nurses by 2020, the health care profession is looking at solutions for recruiting, hiring, training and retaining these critical workers. With their numbers at almost two million, registered nurses comprise the largest number of health care professionals.This case study provides an examination of how one hospital used 22 registered nurses and the ProfileXT™ to develop a Job Match Pattern to find nurses performing at the highest level. Experts conducted the study to investigate the use of the ProfileXT™ Job Match Pattern program to further refine their selection process and identify those with the potential to become top performers.
To read the rest of this case study, click here.
Labels: Assessments, Case_Study
¶ 9/06/2008 0 Comments Links to this post
Friday, September 5, 2008
The dieter
The doctor tells his patient, “You are too overweight. If you don’t take off some pounds you will either have a heart attack or risk diabetes.”
Explaining he was a traveling salesman so weighing or measuring portions would be difficult, the doctor recommended a new diet.
“Eat regularly for two days then skip a day,” the doctor ordered.
When he returned two weeks later the doctor was amazed at a 40 pound weight loss.
“I’ve never seen such fantastic results,” the doctor complimented. “This must really be going well for you.”
The salesman replied, “Yes, it is relatively easy overall. But the day I skip is really hard.”
“Is it that you have trouble with the hunger pains?”
“No, it’s just that all that skipping makes me tired.”
Life Lesson: Make sure you fully understand the directions before you begin.
The doctor tells his patient, “You are too overweight. If you don’t take off some pounds you will either have a heart attack or risk diabetes.”Explaining he was a traveling salesman so weighing or measuring portions would be difficult, the doctor recommended a new diet.
“Eat regularly for two days then skip a day,” the doctor ordered.
When he returned two weeks later the doctor was amazed at a 40 pound weight loss.
“I’ve never seen such fantastic results,” the doctor complimented. “This must really be going well for you.”
The salesman replied, “Yes, it is relatively easy overall. But the day I skip is really hard.”
“Is it that you have trouble with the hunger pains?”
“No, it’s just that all that skipping makes me tired.”
Life Lesson: Make sure you fully understand the directions before you begin.
Labels: Anecdote, Goals, Leadership
¶ 9/05/2008 0 Comments Links to this post
Thursday, September 4, 2008
Top 5 interview questions – gone wrong
Ever have one of those interviews where it seems the person just doesn’t understand interviewing. Here are the top 5 interview questions – gone horribly wrong.
¶ 9/04/2008 0 Comments Links to this post
¶ 9/04/2008 0 Comments Links to this post
Wednesday, September 3, 2008
Gallup continually measures how engaged employees are with their organization’s vision. The survey consistently shows that less than half of employees are fully engaged, with 25% being average.Here are some signs that will tip you off to unengaged employees.
- They miss important deadlines, not once, but chronically.
- They frequently report that they are too ill to come to work, and usually on Fridays or Mondays.
- Key managers expect high turnover.
- The same errors appear on the ledger sheet month after month.
- No one accepts responsibility for common mistakes.
- Team members are not communicating about basic job duties.
- No one can find Jennifer Employee after 3 p.m.
- Unfounded rumors about the organization frequently float throughout the office.
- Important equipment needs repair or replacement, and no one reports it, fixes it or replaces it.
- Workers’ pay remains the same even as their performance soars.
Labels: Attitude, Productivity
¶ 9/03/2008 0 Comments Links to this post
Tuesday, September 2, 2008
Job satisfaction and the risk of increased turnover
Job satisfaction has steadily declined in the American workplace over the past ten years. The Conference Board reports, “half of all Americans are satisfied with their jobs, down from nearly 60 percent in 1995.” Only 14 percent say they are “very satisfied.” The largest decline was in employees ages 35-44. CareerBuilder has recently reported, “six out of ten workers plan to leave their current employer for other pursuits within the next two years!”
With declining job satisfaction comes the risk of increased turnover and all of its well-documented costs:
Job satisfaction has steadily declined in the American workplace over the past ten years. The Conference Board reports, “half of all Americans are satisfied with their jobs, down from nearly 60 percent in 1995.” Only 14 percent say they are “very satisfied.” The largest decline was in employees ages 35-44. CareerBuilder has recently reported, “six out of ten workers plan to leave their current employer for other pursuits within the next two years!”With declining job satisfaction comes the risk of increased turnover and all of its well-documented costs:
- Increased hiring expense
- Decreased productivity
- Increased absenteeism
- Wasted training dollars
- Decreased safety
- Improve satisfaction and retention; improve profitability.
Labels: Job_satisfaction, Retention, Survey
¶ 9/02/2008 0 Comments Links to this post
Monday, September 1, 2008
Directions from literal teen
A man was waiting for service at the counter of a large senior living complex. Apparently the staff was busy and the man was impatient. A teenage boy he end of the counter and thinking the lad might be an employee he asked him, “Do you know where Mr. Jones lives?”
The teen said, “Yes, sir. I’ll show you.”
After walking across the huge complex the teen finally said, “here it is”.
The man thanked him and gave him a $5 bill to show his appreciation before he began to knock on Mr. Jones’ door.
“Oh, he isn’t there,” the teen said as he tucked the $5 in his wallet.
“How do you know,” asked the man.
How did he know? Click here to find out.
“Because he was sitting in the lobby where you came in,” the teen explained.
Life Lesson: If you over simplify a question you may not get the answer to the right question.
A man was waiting for service at the counter of a large senior living complex. Apparently the staff was busy and the man was impatient. A teenage boy he end of the counter and thinking the lad might be an employee he asked him, “Do you know where Mr. Jones lives?”The teen said, “Yes, sir. I’ll show you.”
After walking across the huge complex the teen finally said, “here it is”.
The man thanked him and gave him a $5 bill to show his appreciation before he began to knock on Mr. Jones’ door.
“Oh, he isn’t there,” the teen said as he tucked the $5 in his wallet.
“How do you know,” asked the man.
How did he know? Click here to find out.
“Because he was sitting in the lobby where you came in,” the teen explained.
Life Lesson: If you over simplify a question you may not get the answer to the right question.
Labels: Anecdote, Leadership
¶ 9/01/2008 0 Comments Links to this post
