7 Things You Should Communicate

One of the biggest elephants in the room is that once hiring starts to pick up again, experts predict there is going to be massive turnover. There are several factors contributing to the turnover including employees who, despite holding on to their jobs during the recession, feeling that they were/are overworked, under paid and under appreciated.

From personal observation, what is striking to me is that many hiring managers, HR Directors and even presidents of companies do not yet seem to feel the urgency to deal with the pending turnover crisis NOW. To believe that your current employees will remain loyal because they kept their jobs is, well it's crazy to think that way because it's not true. You need to be taking immediate steps to put a retention plan in place that will help you hang on to your best employees as well as attract good employees from other companies once the "jumping" begins.

How do you take the first step in putting a solid retention plan in place?  Call MITTONMedia at 281-242-4473. Or send me an email at jmitton@mittonmedia.com. We'll do the work. You'll get the credit.

Here is a great "thought-starter" article posted today by Stephen Balzac:

"It’s not enough to say that if you want to keep the best people when the economy improves, you just need to communicate more. It matters what you say and how and when you say it. Communication occurs in the context that you’ve created over time, and how your communications will be received will depend a great deal on that context. If you want to keep your best people, then you need to do your homework. (Or, conversely, if you want to recruit someone else’s key people, find companies that did not do the homework suggested in this article.)

Fortunately, it isn’t terribly difficult to communicate better. It does, however, require recognizing that emotion, not logic, is the driving force, and it requires starting now — not next week, next month, or next year. If you wait until people are leaving, it’s too late.

So how do you highlight someone’s contributions? I offer more, detailed suggestions in the Journal of Corporate Recruiting Leadership, but for now, I suggest the following in brief.

Take the opportunity to praise them in public. Note that this does not mean comparing them to others on the team; that only creates resentment and embarrassment for all concerned. Talk about the importance of the effort they’ve put in, and find small ways of demonstrating your appreciation. It doesn’t have to be fancy, especially in a time of tight budgets. Honest appreciation goes a long way.

The next step in keeping people is to make sure that their contributions are not just recognized, but are also important. Visible contributions that are not valued by the company are not going to be very compelling. Likewise, contributions that someone does not perceive as important will not serve to keep them at the company.

A cousin of mine worked for NASA in the early 1970s. He was part of the team designing the space shuttle. Due to security issues, he and his team had no idea what part of the shuttle they were working on; it was the quintessential “clean room” project, where they would be given instructions and specifications, but no context. When the day of the grand unveiling arrived, he found out that he had been designing the door lock. He walked out of the unveiling and out of NASA.

If you want to keep someone, make sure you frequently highlight how their work fits into the long-term vision of the company. Help them see that their work matters to the team and the company. Build a sense of partnership and status. They’re not a hired mercenary; they’re a trained professional providing valuable services. Again, demonstrate appreciation whenever possible. Find ways to reward people for their efforts, but don’t make the rewards the point of the work.

Make people feel competent and appreciated. No one likes being reminded of embarrassing incidents, of failures, of things that didn’t work out well. On the flip side, practically everyone loves to be reminded of successes. As the old saying goes: nothing succeeds like success. As the lesser-known corollary goes, nothing keeps people at your company from leaving like the feeling that they’re in an environment where they’ll be successful.

Although the corollary lacks the pithy ring of the original saying, it is nonetheless valid. Create an environment where people can see their own competence and measure their own success toward creating something larger than themselves, and you’ve gone a long way toward keeping them at your company. And, of course, providing opportunities for growth also helps build that feeling of competence and further increases the attractiveness of staying. An additional side effect is that the more competent people feel, the more secure they feel. The more secure they feel, the harder it is for someone else to pry them away.

So yes, in the end it really is all about communications, provided that you are communicating the right things.

Think about how you are communicating the following things:
• Your recognition of the contributions of your employees
• Your appreciation for their contributions and the personal sacrifices they are making
• Your own enthusiasm, excitement, and positive vision of the company and its future
• The goals of the company and how each employee fits into bringing those goals to life
• The common ground and ideals that will unify your team
• The information your employees need to work and grow most effectively
• The feedback that will make your employees feel successful

If you can address those seven points, odds are you’ll keep your top people as the economy improves."
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Source: December 30, 2009 http://www.ere.net

Federal Employees Make 30% More Than Private Sector

Just for Fun: A Test of Your "Morals"

You are driving down the road in your 2-seater sports car on a wild,
stormy night, when you pass by a bus stop and see three people waiting for the bus:


1. An old lady who looks as if she is about to die.


2. An old friend who once saved your life.


3. The perfect partner you have been dreaming about.


Which one would you choose to offer a ride to knowing that there could
only be one passenger in your car?


Think before you continue reading...


This is a moral/ethical dilemma that was once actually used as part of a
job application.

You could pick up the old lady, because she is going to die, and thus you
should save her first.

Or you could take the old friend because he once saved your life, and
this would be the perfect chance to pay him back.

However, you may never be able to find your perfect mate again.


YOU WON'T BELIEVE THIS....................


The candidate who was hired (out of 200 applicants) had no trouble coming
up with his answer.

He simply answered: 'I would give the car keys to my old friend and let him take the lady to the hospital. I would stay behind and wait for the bus with the partner of my dreams.'

Sometimes, we gain more if we are able to give up our stubborn thought
limitations.

Never forget to, "Think Outside of the Box."

Who Creates Jobs?

Who Creates Jobs?
By John Stossel, December 3, 2009

Today, the White House holds its “Jobs Summit” stunt. It’s typical Washington-think: Assemble interest groups and concoct special tax credits and handouts to the politically connected. What conceit. The political class think that economies revolve around them, that Washington makes things happen, that politicians are the most important players.

Today’s Washington Post [1] suggests that the way to create jobs is public spending by the federal government:

Obama's options are limited, as the administration already has signaled that it is unwilling to make any investments that would add significantly to the nation's ballooning deficit.

At least the Administration talks about the private sector:

"We want to make sure it is not just the public sector doing this in a vacuum," said Valerie Jarrett, a senior adviser to Obama. "It's important we engage the private sector as well." Administration officials, however, have excluded major trade associations from the summit... .

Some of those groups privately complain that their job creation ideas, including enactment of stalled free trade deals that they say would boost exports, are opposed by labor unions, which will be heavily represented at the forum.

The White House, which has clashed with some of the business groups over their opposition to health-care reform and other initiatives, says it has met repeatedly with those organizations and wants to hear fresh ideas.

Yes. I am sure those "fresh ideas" will come from the trade unions whom the White House just hasn't heard from much over the past year. At the summit they will also hear from environmental groups “Green for All” and “Coalition for the Green Bank.” I’m sure they’ll have great ideas for job creation.

Will at least some free-market economists get to speak? No. The White House will hear from Paul Krugman, Joe Stiglitz, and Jeffrey Sachs. "Fresh ideas" won’t be heard from these folks.

They and the political class can’t imagine a decentralized world where good things happen…without them. But in the real world, that’s exactly how good things happen, and how jobs are created.

When government sets simple rules that everyone understands and then gets out of the way, free people create jobs.

Hong Kong demonstrates this. Last century, Hong Kong was third world poor. 50 years ago, its citizens’ average income was under $700 [2] (in today’s dollars) per year. Today, it’s $43,800 [3]. Hong Kong got rich because Hong Kong’s rulers, stuffy British bureaucrats, practiced what I’ll call “benign neglect”: they enforced rule of law—kept people from stealing from each other, or killing each other--- but then sat around and drank tea. They left people alone, and free people, left alone, created prosperity.

America’s founders did the same thing. The Constitution announced that American would be a country of limited government. That provided the simple and understandable rules that allowed America to grow into the richest country ever.

Today’s political class thinks that they can improve on that, but they can’t. Their micromanagement kills jobs. When Washington threatens to drastically change the rules of the game with health care mandates, cap and trade, financial regulation, a second stimulus, and (of course) a "jobs bill", the private sector can't make investments with any confidence. At least the Post quoted one businessman who said Washington should stop fiddling:

Peter Y. Solmssen, interim U.S. chief executive of Siemens Corp., a German conglomerate, said fixed policies would help businesses, large and small. "We both need a certain amount of certainty, which gives us the opportunity and capability to plan."

(Editor's Note: What do you think? Who should create the jobs and how should they be created?)

WH Job Summit

How do you feel about a Job Summit with 130 CEOs, local politicians, and academics?  Not one Small Business person in the group, yet Small Businesses create most of the jobs in this country.

What do you think?