Posted by
John Birch on Wed, Feb 08, 2012 @ 03:21 PM
Are your key employees fully engaged?
If your answer is no or you are unsure, consider the cost of disengagement to your organization, and to your bottom line. Per a recent study by Gallup International:
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In 2008, the typical employee was disengaged from their work approximately two hours per day
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By 2011, the typical employee was disengaged approximately four hours per day
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One disengaged employee can bring down the entire team's productivity by 30%
These are frightening statistics in the global economy where our client's expectations require that "we need to get extraordinary results from ordinary people." There are many reasons for the spiraling levels of disengagement amongst the workforce, including fear over the current economic environment, too much time spent on the social media, mismanagement, and a lack of feeling appreciated. Another recent study indicated that because of the economy, many people that are unsatisfied in their current positions have stayed in their jobs even though they are no longer satisfied there. Actually, four out of five employees are either actively seeking new jobs or are thinking about leaving when the economy picks up. Either scenario is ripe for stress related issues, further disengagement and cost.
Again, can you afford to let this issue affect you, your employees and the direct cost to your bottom line? If not you may have to take action. There are several ways to correct disengagement. The first is to improve employees' motivation. This can only be accomplished by thoroughly identifying the underlying issues that are affecting your disengaged employees, a difficult process as you have to look at your organization from the outside looking in. You may find that either you or your management team is creating a less than satisfactory work environment for your employees to grow, or your organizational culture may be stifling creativity. If either of these situations is present, you may need either coaching or formal training.
What we often find is that an organization's hiring practices are outdated and that the "wrong people are hired for the wrong jobs." The fall-out from these practices result in high turnover, lower engagement, less than satisfactory productivity, poor customer service and overall organizational malaise, especially if your disengaged employees have key positions. If you find yourself struggling with these issues, you may need to take steps to enhance your job matching process in order to replace those disengaged employees with the "right people in the right jobs."
The keys to effective Job Matching are:
- Understanding the Key Accountabilities of the Job
- Letting the Job Talk
- Eliminating Bias from the Hiring Process
- Creating the Ideal Candidate Form
Previously, the hiring process mainly consisted of collecting resumes, interviewing, and background checks. Often, people were hired primarily for their technical skills, allowing bias to creep into the interview and hiring process. Today, companies need people who not are proficient technically, but also fit into the organization's culture. Effective Job Matching should be based on a candidate's education, certification, salary expectations, behaviors, motivators, professional skills, acumen and experience.
When hiring, keep in mind that your candidates are three dimensional, and that the hiring manager should examine all sides of the candidate to ensure a good fit for the specific job.
February 6, 2012 - For Immediate Release
John Birch, President and Founder of The Birch Group LLC, Receives the Trimetrix HD© Certification
John Birch, President and Founder of The Birch Group LLC, in Farmington, Connecticut has received the industry recognized Trimetrix HD© Certification. Trimetrix HD© is an in-depth assessment tool based on the works of Dr. Robert Hartmann who developed the study of Axiology, a mathematical model of societal norms. Although Hartmann's Axiology model was originally intended for clinical use, and still is today, TTI LTD, of Scottsdale Arizona, an international leader of developing state of the art assessments, modified the Axiology model for business use to help organizations select and develop their key employees.
In addition to a wide variety of assessments successfully used and marketed by The Birch Group, the Trimetrix HD© assessment will play an important role in business and career coaching, leadership development, succession planning and key employee selection, all services offered by The Birch Group to its clients. According to John, "the Trimetrix HD© tool will be an increasingly important addition to our product and service offerings, as it is state of the art, and is currently being successfully used by many major corporations, as it has proven to be effective in selecting and developing key talent, and at the same time, significantly reducing employee turnover. It's all about "putting the right people in the right jobs."
John also has the designations of Certified Business Behavioral Analyst and Certified Professional Values Analyst.
YES, WE DO TV AS WELL
This State of the Economy and the Job Market in Connecticut-presented by a Career Coach and talent Aquisition Specialist.
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I was introduced to Paul via my friend and colleague Tad Diesel, a former client of Paul’s. I engaged Paul to assist with a career transition. In December 2010 I earned my MBA and wished to leverage that achievement into greater professional opportunities. However, this transition was more appropriately characterized as a ‘journey’ as it was much more than a search for a new job. My transition attempted to resolve a variety of issues including the direction of my career (i.e. corporate vs. public service), how to address my professional weaknesses and how to achieve the appropriate life/work balance.
My interaction with Paul began during Thanksgiving weekend in 2010. Throughout the 10 Phase methodology that began that weekend Paul’s enthusiasm and dedication to my journey never waned. Paul was always flexible and willing to accommodate my irregular work hours. Paul was also a patient listener as he and I scheduled several meetings to discuss my many questions regarding my career path. Paul also introduced me to his partner, John Birch, who also dedicated time to my journey.
I am happy to admit that I have now completed my fifth month as the President & CEO with the Bridgeport (CT) Downtown Special Services District. The guidance I received from Paul was essential to my success in reaching this point. Furthermore, my interaction with the Birch Group helped to (1) focus me on a career in urban district management and city management and (2) build a healthier work/life balance.
I encourage anyone – regardless of background or life demands – to engage Paul when seeking to make a work transition. Paul’s 10 Phase Methodology, enthusiasm, work experiences and humor will ensure that you will derive tremendous value from your time with him while greatly increasing the chances of securing your desired professional goal. I look forward to working with Paul as I progress along my career path.
Michael Moore
http://news-releases.uiowa.edu/2011/june/061011employee_turnover.html
University of Iowa study finds employee training might actually increase turnover-
--“Lack of advancement opportunities negates benefits of professional development programs.”
Please follow the hyperlink to an article referring to a study from June 2011 at the University of Iowa. Just when you thought you heard everything…Although it is true that if an employee does not see any career advancement opportunities in the organization, and the market place for new employees changes dramatically from the buyer’s market it is today, then employees will start picking their heads up and testing the marketplace. However in this marketplace, not many are looking to be the new person on the bottom rung in an organization.
When the economy shifts, any training, development and learning that employees received will be remembered and appreciated and should create new opportunities in the existing organization which ideally lines up with the newly acquired skills and better developed employees.
First of all, let us not forget that it was not employees who started the unbelievable lack of loyalty to their employers, it was the other was around. Call it right sizing, off-shoring, outsourcing, laying off…whatever you want. To me it is a lack of company loyalty and employees paying for bad business decisions made by employers. One of the fantastic changes that is coming out of this development, the genx ers and a lousy economy is that diversity, learning and development are really becoming important components of our compensations plans. This is fantastic.
To say that people would leave because they have no career opportunities is not a stretch at all, as a matter of fact, it is so obvious I am not sure why we call it a “finding in a study”. Aren’t the professional development programs designed to, among other things, provide new opportunities for growth within companies and organizations.
Furthermore, please let’s not forget that I can find studies that I would actually call “studies” that prove GenY ers are more motivated by learning and professional development that from Salary. They still will need opportunity for growth of course. That takes care of itself. The motivated GenX ers, while they are seeking work and life balance, will develop and market their growing value propositions to the existing companies. Employees who did not grow and develop and take advantage of company offerings will lose opportunity and attrition out. Wallah-growth opportunities for fully developed genx ers who are familiar with and comfortable with their changing and growing value proposition. Who benefits? The company, the employees, the customers, the vendors and the shareholders. Who loses? The companies that do not pay for learning and development and the employees too lazy to take advantage of these offerings.
It has been proven that professional development costs usually return something like 500% ROI. I guess that is only if you do NOT work at University of Iowa.
Sincerely,
Paul M. Mathews-Career Coach
Please take a moment to jot down some of your best suggestions for how executives can prepare for career moves and reach their professional goals in the New Year.-below are some of mine.
Executives need two things to prepare career moves and reach short and long term career goals….A well thought out plan and execution of the plan. Each executive, when determining what the plan should look like, need to go no further than answers to the old questions: Who, What, When, Where, Why and How.
WHO? Who will be the targets?
Basically there are two sectors to target. One is the passive or re-active market. These include the job boards, newspapers, recruiters, and jobs that are posted on company’s individual websites. Yes, these are the posted positions. Most senior level executives should spend about 25% of their time in this segment.
The other is the pro-active market. These include industries, companies, institutions, organizations and associations that an executive wants to work for or network into. Executives should spend about 75% of their time in this market, on average.
WHAT? What will the executive be marketing, what does the product look like, how is it packaged, what is the brand?
This is not just a resume. There is an inherent disconnect between a resume (a historical document about your past) and a job description which is about tomorrow’s needs, challenges, symptoms and problems. Executives need to package themselves to meet, fill, address and solve tomorrow’s needs, symptoms, problems and challenges for target organizations. There needs to be a future focused, action based message received by decision makers when they are looking at your “paper”. Do your marketing materials demonstrate the benefit of knowing you for your target organization? Do not let anyone see it unless it does. Think about not only skills and strengths, but also impact and results. Furthermore, market you qualities, characteristics, education, proficiencies, certifications, awards, publications, patents and affiliations.
WHEN? When do you launch a campaign toward specific targets?
In the passive/re-active market, you target a company with future focused marketing materials as soon as the job is posted. In the pro-active market, executives need to keep close eye on press releases, trade organizations, the company website and the pulse of the potential target. When the company is experiencing a need for the executive and the executive’s value proposition, it is time to launch toward the target. Like with anything else, timing is everything. Please keep in mind that it can take months to develop a relationship with a potential target. The executive should start building relationships with the company/target right away. Get to know some of the key players. When the time is right, the company is experiencing a problem or moving in a direction you can help them with, the executive can get introduced to the “right people” because of relationships already in place.
WHERE? Where do you target companies?
We hear all the time, am I targeting the right level? Am I targeting the right location? All meetings are good meetings as long as they go well. The executive needs to strike where he/she can get in. Conduct tremendous meetings, accomplish agendas and get introduced in the direction you need to based on information that comes from every meeting. Start gathering information from meetings directly inside the company, but also look outside. Be open to meetings with people within the sphere of influence of key decision makers.
WHY? Why do you target a specific industry, company or person?
The short answer is there are four reasons for reaching out to a target. First, a company is experiencing challenges/problems or moving in a direction that relates to your value proposition. These meetings are not about you. They are about the target and validation that your skills and strengths can have a positive effect on their bottom line, market share, company value, environment, etc. Secondly, you think a company might be experiencing the symptoms we just talked about and you target someone inside an organization to find out. Thirdly, you target an individual because they are within the sphere of influence of a company who needs you. Lastly, in the passive/re-active market, they post a job description.
HOW? How do you approach new targets?
Objective/Value Proposition/Elevator Speech: The executive needs to create an objective and value proposition. All communication needs to consistently align with and validate your objective and your value proposition as it relates to needs companies are experiencing.
- Develop professional marketing materials. Your marketing materials should prove and validate your objective and value proposition.
- Research: Uncover needs, challenges and direction companies are moving where you can make a positive contribution. Look in newspapers, press releases, the company website, informational meetings, library resources and government resources as well as the job boards for indications of needs…for you.
- Letter Writing: Approach letters should demonstrate you passion and enthusiasm for a company and its products, your value proposition as it relates to the company and its challenges, and a business agenda. Let them know what you want to talk with them about. Close approach letters proactively. Take ownership of next steps.
- Telephone: Know in advance what you are going to say and how you are going to say it, whether you get voicemail, a gatekeeper or a decision maker. Objective of the phone: set up the face-to-face meeting.
- Meetings: These are due diligence business meetings. You are there to find out about how you can help them. They are there to learn more about you. Do not just answer questions, but ask them as well. Interviews: Answer all questions with proof. In other words, tell your stories efficiently, effectively and succinctly and include what you did, how you did it, and what the results were. Practice these meetings with people you know or a coach.
- Follow up: Show your enthusiasm and passion in your follow ups. Be professional at all times…persistent, but never a pest.
- Develop long term career goals.
- Networking: The more people that understand your objective, your value proposition and the parameters around your targets, the more help you will get. This is THE most important approach.
- Live and breathe value proposition, degrees of separation and sphere of influence. Networking and sphere of influence are extremely powerful when incorporated into career campaigns professionally, enthusiastically and passionately every step of the way.
REMEMBER-DO IT DIFFERENTLY AND BETTER THAN EVERYONE ELSE, AND YOU WILL FIND YOUR MARK.
Paul Mathews-THE Career Coach-The most prudent of Human Resource Professionals discard resumes if they see your picture... ridiculous, but true. There is another way though...We talk about 3D resumes which allow for more personal branding than traditional resumes.
Social Media will change the way we apply to jobs anyway someday, but we have not yet arrived. I developed awesome (in my humble opinion) video resumes and produced them. I cannot launch them yet though because it can hurt people's chances of getting the interview because of the Fair Labor Law and seeing someone's image and frivolous lawsuits. (They did not hire me because of my age or because of my looks).
The best way I can think of to demonstrate the 3D resume and its power and how effective it is with personal branding is to compare someone's resume to the same peron's personal ad. 9 out of 10 times the HDM would hire the personal Ad and not the resume (remember, it is the same person). Why? I think because in the personal ad the individual is trying to get a date, with the resume they are JUST trying to get a job! In the personal Ad, we are "letting the audience in" and that is the 3rd demension.
Tip 1: Embedding Video into Your Blog
To embed a video like the one above, you'll need to do the following:
- Most video sites like YouTube have an "embed" source code that you can copy and paste. For YouTube, this code is listed just to the right of the video itself, under a person's username.
- Open up the HTML Editor in HubSpot by clicking the "HTML" button in the toolbar. Then, paste in the source code at that point of the article you'd like the video to show up.
- Save! This tip will work on the rest of the CMS as well, not just in the blog. Just click on "Add Module", and add an HTML module. You'll be able to paste in the source code directly, and the video will exist as a stand alone module on your site.
Tip 2: Automate Your Social Media Publishing
If you use the HubSpot blogging platform, then we'll be able to automatically publish your content for you. To set up Social Media Publishing, complete the following steps:
- We need to add your social media credentials before we can automate your blog publishing to their feeds. Under the Promote tab, open up HubSpot's Social Media application.
- Click the "Social Media Accounts" button. When prompted, add your credentials for the social media sites you'd like to publish to.
- Once your credentials are entered, head back to your blog's homepage and click on the "Options" link (to the right of the "Create Article" link).Your blog options will appear.
- Click on the Social Media Publishing tab. Under Social Media accounts, check off the boxes of the social media feeds you'd like your blog to publish to automatically. Remember to click "Update" at the bottom of the screen.
- When publishing content to your networks, you’ll need a line of explanatory text to let people know what they’re seeing. To write this line, write your slug in the "publishing slug" field, directly above the list of your social media acccounts. This is the text that will appear in Facebook and Twitter along with a link to the blog article. For example, you might write "Check out my new blog post!"
Tip 3: Text Formatting 101
You can edit the fonts of your website by going to Settings > Template Configuration in HubSpot, and then click on "Advanced Configuration". Throughout this list, you'll see places where you can change the font of your different headers.
One caveat to this, however: The fonts you can use on a website are dependent on the fonts that are available on a visitor's machine. If you try to name a font that the user does not have on their computer, it will default back to something standard (usually Arial or Helvetica).
Most machines are preinstalled with dozens of fonts, so the trick is knowing which fonts are likely to be installed on which computers. For a list of the fonts supported on most browsers, view this article on Success.