June 13, 2010
Q: How does your boss treat you? How do you treat your boss? How do you treat your employees? How do your employees treat you?
A: I’d like to share with you a story about newly married couple who seemed to be very compatible, in love and good for each other. Almost every day “she” would leave a little note around the house for “him” and she always signed it, “Your Loving Wife.” He always seemed to enjoy the notes and actually looked forward to them.
One day “he” came home in a not so nice mood and they had a few words. The next day the not so nice mood seemed to accelerate and “he” acted immature and said some words that he shouldn’t have said. The next morning, “she” who left for work before “he” wrote him one of her usual notes. Only this time she signed it, “A Distant Relative!”
It takes 11 compliments to overcome one insulting or condescending remark. Think about that statement NOW, so perhaps the next time you open your mouth to speak and your brain falls out you won’t make a complete fool out of yourself.
The entire message this week is about how we treat each other. If you speak to an employee with a condescending attitude and that includes negative facial expressions and body language, why should they respond at a level any higher than the one you are speaking from?
I know a business owner, who when a manager even tries to offer an innovative suggestion, he almost always answers by saying, “….well everybody is entitled to an opinion!” He then promptly tunes them out and walks away from the conversation. And he continues to wonder why growth and employee retention are ever present problems. I personally had that conversation with him, trying to get him to see the errors of his way. Guess how he responded? Yup, I was entitled to “AN” opinion! Not even MY opinion just AN opinion. I did not accept the engagement.
I don’t know if you are guilty of any of the comments above, but make a promise to YOURSELF, that all day on Monday, no matter what, you are going to watch your words, encourage the people around you and offer a better environment for all within your network. Believe me; you have nothing to lose but anxiety, mental anguish and a frown from your face. And the benefits will make you feel warm and cozy at the end of the day.
Have a great week and if I can help in any way, please call or write and I will respond immediately! Remember that your questions and comments are always welcome here.
Regards,
George F. Mancuso, CPC
Gman Business Resources
Grinnell, Iowa
Nationally recognized Retained Executive Search and Employee Retention Specialist.
6/12/10
6/5/10
Are You Winning The Talent War?
June 6, 2010
Q: All the indications point to a continued war on talent acquisition. Is there really a war on talent? (Sarah F., EVP, Manufacturing, Northern Iowa)
A: I recently read a survey printed in the Harvard Business Review and it suggests that only one of five companies claims to be winning and one in ten claims to have lost. Here are there stats:
• 18% of companies claim to be winning the war for talent
• 72% portrayed it as an endless struggle in which they were neither gaining nor losing ground
• 10% declared that the war for talent was winding down in defeat for their companies
I can easily argue one of their conclusions that indicate, “….many companies are losing the war on talent because they really have little basis on which to make decisions about who they want to hire.”
From the recruiting side of my company we see and hear the following from company executives:
Extremely indecisive hiring managers
Job orders that are only designed to fill the resume database (Not really a job)
We’ve hired internally (after weeks of interviewing)
Human Resource recruiters not understanding the need of the hiring manager
Candidates that are perfect but just a little too pricey
Candidates that are perfect from a compensation level but don’t have the experience level
Candidate seems perfect but procrastination sets in for hopes of finding another candidate just a little better
Then from the candidate side we experience the following:
A friend of a friend said he/she heard that it wasn’t a good place to work
I’ve changed my mind and I’m not willing to relocate
Why are they taking so long to decide?
It’s a perfect job for me but I’ve got 3 weeks’ vacation here will only get two there. Will they negotiate?
Even though I’m unemployed, I was making more at my last job
Why haven’t they communicated with me/you (either way) since my interview?
The members of the hiring team said I was perfect for the job, but no follow up
Why did they waste my time?
Yes it’s a good job and a good company but do you have anything else for me that I can compare it to this offer?
The assumption that one can never go too far wrong hiring really smart people is a flawed strategy. Without a clear and consistent strategy, a company will be hard pressed to begin to amass the kinds of talent and experience needed to meet emerging challenges. It is not necessarily high IQ, but a mixture of people with high EQ; Experience, contacts, growth potential and COMMON SENSE!
As always, please accept my wishes for a prosperous and personally rewarding week. If I can assist in any week, call or write and I will respond immediately! Your comments and/or questions are always welcome here.
Regards,
George F. Mancuso, CPC
Gman Business Resources, Inc.
Q: All the indications point to a continued war on talent acquisition. Is there really a war on talent? (Sarah F., EVP, Manufacturing, Northern Iowa)
A: I recently read a survey printed in the Harvard Business Review and it suggests that only one of five companies claims to be winning and one in ten claims to have lost. Here are there stats:
• 18% of companies claim to be winning the war for talent
• 72% portrayed it as an endless struggle in which they were neither gaining nor losing ground
• 10% declared that the war for talent was winding down in defeat for their companies
I can easily argue one of their conclusions that indicate, “….many companies are losing the war on talent because they really have little basis on which to make decisions about who they want to hire.”
From the recruiting side of my company we see and hear the following from company executives:
Extremely indecisive hiring managers
Job orders that are only designed to fill the resume database (Not really a job)
We’ve hired internally (after weeks of interviewing)
Human Resource recruiters not understanding the need of the hiring manager
Candidates that are perfect but just a little too pricey
Candidates that are perfect from a compensation level but don’t have the experience level
Candidate seems perfect but procrastination sets in for hopes of finding another candidate just a little better
Then from the candidate side we experience the following:
A friend of a friend said he/she heard that it wasn’t a good place to work
I’ve changed my mind and I’m not willing to relocate
Why are they taking so long to decide?
It’s a perfect job for me but I’ve got 3 weeks’ vacation here will only get two there. Will they negotiate?
Even though I’m unemployed, I was making more at my last job
Why haven’t they communicated with me/you (either way) since my interview?
The members of the hiring team said I was perfect for the job, but no follow up
Why did they waste my time?
Yes it’s a good job and a good company but do you have anything else for me that I can compare it to this offer?
The assumption that one can never go too far wrong hiring really smart people is a flawed strategy. Without a clear and consistent strategy, a company will be hard pressed to begin to amass the kinds of talent and experience needed to meet emerging challenges. It is not necessarily high IQ, but a mixture of people with high EQ; Experience, contacts, growth potential and COMMON SENSE!
As always, please accept my wishes for a prosperous and personally rewarding week. If I can assist in any week, call or write and I will respond immediately! Your comments and/or questions are always welcome here.
Regards,
George F. Mancuso, CPC
Gman Business Resources, Inc.
5/29/10
Is Your Replacement Trained?
May 30, 2010
Q: “Everyone on the team should be continually training their replacement!” Are YOU training YOUR replacement?
A: My question is valid and not rhetorical. Are YOU training YOUR replacement? I advocate to you that from the mail room to the board room, each of us should train the people around us just like they were going to replace us!
A few thoughts to consider;
1. You know your “job” and you are very good in the performance of your responsibilities!
2. In the event of your absence, whether planned or unplanned, who will or is totally qualified to act on your behalf without any disruption in the process of your everyday tasks?
3. How would you feel if your boss said, “I’d like to promote you to the next level in our company, but we don’t have anybody to take your place, so no promotion at this time?”
4. Are you carrying a heavy load while people around you seem to have more leisure time at work?
Here is my logic with this concept;
To begin with, there is absolutely no room for paranoia in the work place. I’ve heard people say half halfheartedly, “soon he/she will know as much or more than me then he’ll want my job.” This is stinking thinking folks and needs to be out of the workplace. All employees want the opportunity to grow.
The best way to grow an employee and improve his/her confidence level, is to continually offer them education and a feeling of being wanted, needed and respected. Making a person stronger by giving them additional knowledge or tools will improve performance and grow your team. Employees will become contributors and not just a warm body going through the motions.
My message today is a direct challenge to you to give this concept a try. Pick one employee and start giving him/her slightly more responsibility. Do this immediately after you take the time to explain to them your goal and plan and that you’d like them to learn more and add more value to the team. And don’t forget to tell them that you expect them to “train the people around themselves just like they are going to replace you.” COMMUNICATE the plan, the process and intended results.
A few years ago, I suggested to one of my clients that he should have several banners for the office and plant area that read, “EVERYONE ON OUR TEAM SHOULD BE CONTINUALLY TRAINING THEIR REPLACEMENT!” And in small print it said, “See your supervisor for details”.
The results were multiple company meetings explaining this concept and low and behold, production went up, employee retention improved, and people even looked happy to be there. What have you got to lose? Give it a try and I’d certainly be interested in your results.
As always, please accept my wishes for a fantastic week and a safe Memorial Day.
Please take time this Memorial Day Holiday weekend to acknowledge and express gratitude to the brave men and women who protect our Freedom!
If I can help you in any way, please call or write and I will respond immediately! Remember, your questions and/or comments are very much welcomed here.
Regards,
George F. Mancuso, CPC
President
Gman Business Resources
Grinnell, Iowa
Q: “Everyone on the team should be continually training their replacement!” Are YOU training YOUR replacement?
A: My question is valid and not rhetorical. Are YOU training YOUR replacement? I advocate to you that from the mail room to the board room, each of us should train the people around us just like they were going to replace us!
A few thoughts to consider;
1. You know your “job” and you are very good in the performance of your responsibilities!
2. In the event of your absence, whether planned or unplanned, who will or is totally qualified to act on your behalf without any disruption in the process of your everyday tasks?
3. How would you feel if your boss said, “I’d like to promote you to the next level in our company, but we don’t have anybody to take your place, so no promotion at this time?”
4. Are you carrying a heavy load while people around you seem to have more leisure time at work?
Here is my logic with this concept;
To begin with, there is absolutely no room for paranoia in the work place. I’ve heard people say half halfheartedly, “soon he/she will know as much or more than me then he’ll want my job.” This is stinking thinking folks and needs to be out of the workplace. All employees want the opportunity to grow.
The best way to grow an employee and improve his/her confidence level, is to continually offer them education and a feeling of being wanted, needed and respected. Making a person stronger by giving them additional knowledge or tools will improve performance and grow your team. Employees will become contributors and not just a warm body going through the motions.
My message today is a direct challenge to you to give this concept a try. Pick one employee and start giving him/her slightly more responsibility. Do this immediately after you take the time to explain to them your goal and plan and that you’d like them to learn more and add more value to the team. And don’t forget to tell them that you expect them to “train the people around themselves just like they are going to replace you.” COMMUNICATE the plan, the process and intended results.
A few years ago, I suggested to one of my clients that he should have several banners for the office and plant area that read, “EVERYONE ON OUR TEAM SHOULD BE CONTINUALLY TRAINING THEIR REPLACEMENT!” And in small print it said, “See your supervisor for details”.
The results were multiple company meetings explaining this concept and low and behold, production went up, employee retention improved, and people even looked happy to be there. What have you got to lose? Give it a try and I’d certainly be interested in your results.
As always, please accept my wishes for a fantastic week and a safe Memorial Day.
Please take time this Memorial Day Holiday weekend to acknowledge and express gratitude to the brave men and women who protect our Freedom!
If I can help you in any way, please call or write and I will respond immediately! Remember, your questions and/or comments are very much welcomed here.
Regards,
George F. Mancuso, CPC
President
Gman Business Resources
Grinnell, Iowa
5/22/10
Using Your Time in an Efficient Manner
May 23, 2010
Q: Using time effectively is especially important to sales, management and customer service folks, since most of us often juggle differing and sometimes conflicting projects or processes. Any thoughts for help us smooth time constraints to a manageable mission in our busy lives?
A: Like everyone else, we have families, friends, personal needs and obligations, recreation, hobbies, and other things we want to do with our lives. So the effective management of our time is critical to reaching our goals, aspirations, and success. Three of the biggest “time-wasters” are:
A. Not being organized within a defined arena
B. Not spending effective time on our top priorities
C. Not efficiently handling communication issues
The following may seem like over simplification but take pause for a moment and reflect on your personal situation and take inventory of the following concepts;
1. Organize your desk and e-mail receptacle for maximum efficiency (utilizing bins, folders, etc.)
2. Make a list (IN WRITING AND NOT JUST IN YOUR HEAD) of the things you want to accomplish this week. Rank these tasks in order of importance. Always focus your time that you have assigned to the items that are rated “most important”.
3. Prioritize everything into three categories: “Mission Critical-Handle Today”, “Need to Do Soon”, and “Would Like to Do Sometime in the Future”. Focus on the “Mission Critical” items today. If time permits, start working on the “Need to Do Soon” items. Shift these items to the “Mission Critical” pile as deadlines approach. Be realistic about the “Would Like to Do Sometime in the Future” items. Unless you can handle it in less than two minutes, file (or discard, where appropriate).
4. Use the “touch once” rule. Try to handle each piece of mail or e-mail on the first touch. For items that can be resolved in 2 minutes or less, handle them now. For those items that will take longer to resolve, prioritize handling using tip #2.
Be relentless in striving for efficient use of your time. After all, it’s that very concept that we suggest to our employees, family and even clients! Time can be your best friend or your worst enemy…..as always, the choice remains with you.
As always, please accept my wishes for a tremendous week. Your questions and comments are always welcome. If I can assist you, please call or write and I will respond immediately!
Regards,
George F. Mancuso,CPC
Gman Business Resources
Grinnell, Iowa
Q: Using time effectively is especially important to sales, management and customer service folks, since most of us often juggle differing and sometimes conflicting projects or processes. Any thoughts for help us smooth time constraints to a manageable mission in our busy lives?
A: Like everyone else, we have families, friends, personal needs and obligations, recreation, hobbies, and other things we want to do with our lives. So the effective management of our time is critical to reaching our goals, aspirations, and success. Three of the biggest “time-wasters” are:
A. Not being organized within a defined arena
B. Not spending effective time on our top priorities
C. Not efficiently handling communication issues
The following may seem like over simplification but take pause for a moment and reflect on your personal situation and take inventory of the following concepts;
1. Organize your desk and e-mail receptacle for maximum efficiency (utilizing bins, folders, etc.)
2. Make a list (IN WRITING AND NOT JUST IN YOUR HEAD) of the things you want to accomplish this week. Rank these tasks in order of importance. Always focus your time that you have assigned to the items that are rated “most important”.
3. Prioritize everything into three categories: “Mission Critical-Handle Today”, “Need to Do Soon”, and “Would Like to Do Sometime in the Future”. Focus on the “Mission Critical” items today. If time permits, start working on the “Need to Do Soon” items. Shift these items to the “Mission Critical” pile as deadlines approach. Be realistic about the “Would Like to Do Sometime in the Future” items. Unless you can handle it in less than two minutes, file (or discard, where appropriate).
4. Use the “touch once” rule. Try to handle each piece of mail or e-mail on the first touch. For items that can be resolved in 2 minutes or less, handle them now. For those items that will take longer to resolve, prioritize handling using tip #2.
Be relentless in striving for efficient use of your time. After all, it’s that very concept that we suggest to our employees, family and even clients! Time can be your best friend or your worst enemy…..as always, the choice remains with you.
As always, please accept my wishes for a tremendous week. Your questions and comments are always welcome. If I can assist you, please call or write and I will respond immediately!
Regards,
George F. Mancuso,CPC
Gman Business Resources
Grinnell, Iowa
5/15/10
What Are The Keys To Getting "Things" Done?
May 15, 2010
What are the keys to getting “things” done?
A: Maintaining momentum is a key element to getting things done. It is critical to getting a contract signed, a process moving, a recommendation implemented or a proposal approved.
In sales, management or customer service, more often than not, it is our responsibility to maintain momentum in our relationships with our clients, prospects, staff, professional associations, and community. Here are six keys to maintaining (or creating) momentum:
1. If you feel you are losing momentum act quickly! Don't let any more time pass without taking some action.
2. Use e-mails, phone, and just about any means of communication you can.
3. Recognize that the actual "driver" of momentum does not need not to be the primary subject of the communication; it can simply be an aside.
4. Be careful of driving too hard! If you are forced to push a project forward, push enough simply to get it back on track and then maintain the momentum. Pushing too hard could have the unintended effect of putting project at risk unnecessarily.
5. Provide a rationale for maintaining momentum. This could be an important upcoming deadline, potential lost savings, increasing competition, etc.
Always stay positive. Remember to continually emphasize the payoff of completing the project.
Losing momentum can be difficult to regain once it has been lost. Work on keeping it going—gently, clearly, purposefully. Remember that Momentum = enthusiasm!
As always, please accept my wishes for a tremendous week. Your comments or questions are always welcome. If I can assist in any way, call or write and I will respond immediately!
Regards,
George F. Mancuso, CPC
President
Gman Business Resources, Inc.
Grinnell, Iowa
641-236-7910
What are the keys to getting “things” done?
A: Maintaining momentum is a key element to getting things done. It is critical to getting a contract signed, a process moving, a recommendation implemented or a proposal approved.
In sales, management or customer service, more often than not, it is our responsibility to maintain momentum in our relationships with our clients, prospects, staff, professional associations, and community. Here are six keys to maintaining (or creating) momentum:
1. If you feel you are losing momentum act quickly! Don't let any more time pass without taking some action.
2. Use e-mails, phone, and just about any means of communication you can.
3. Recognize that the actual "driver" of momentum does not need not to be the primary subject of the communication; it can simply be an aside.
4. Be careful of driving too hard! If you are forced to push a project forward, push enough simply to get it back on track and then maintain the momentum. Pushing too hard could have the unintended effect of putting project at risk unnecessarily.
5. Provide a rationale for maintaining momentum. This could be an important upcoming deadline, potential lost savings, increasing competition, etc.
Always stay positive. Remember to continually emphasize the payoff of completing the project.
Losing momentum can be difficult to regain once it has been lost. Work on keeping it going—gently, clearly, purposefully. Remember that Momentum = enthusiasm!
As always, please accept my wishes for a tremendous week. Your comments or questions are always welcome. If I can assist in any way, call or write and I will respond immediately!
Regards,
George F. Mancuso, CPC
President
Gman Business Resources, Inc.
Grinnell, Iowa
641-236-7910
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