Recruit, Inspire & Retain

Let's face it. When people talk about what they're really passionate about, they tend to forget everything they learned in the "what to say when you're interviewing" self-help books. All those buttoned-down corporation-speak responses go right out the window as their true excitement lights up their eyes. It can actually be a little scary at times (especially when that excitement reminds you of someone you once knew, yourself maybe?). Don't call the interview to a quick conclusion! Open it up even more to find out what really lights their fire. Then, if the fit seems right, take a deep breath and offer them the job.

Find out about the candidate's work-related passions. If candidates today aren't passionate about the industry, the profession, or the company, then you're probably going to be dealing with an employee who will become quickly disengaged and unmotivated once he gets used to that steady paycheck.

If you have passionate employees who believe that what they're doing is an essential task, then you have employees who don't need external motivation. They are already wired to do what's necessary to get the job done since the belief exists that the job is Job One in both heart and mind.

Most of us want to work with a team of people who believe in their work and believe they can make a difference. These people are easier to manage, especially when you keep showing them how they continue to live a life of purpose through their work.

Ask candidates about what gets them excited to come to work. Ask them to tell you about the last time they were so engrossed in their work that the day just flew by. Ask them about a time when they woke up and were glad it was Monday and not Friday.

See how personally knowledgeable your candidate is about your product, industry, market, or customer base. For example, those considering a career in the publishing field should be able to talk about the books they're reading and be ready to discuss why they chose these books. Container Stores intentionally recruit from their own community of regular customers on the theory that anyone who gets excited about organizers and cleaning supplies enough to frequently return to the store would likely be enthusiastic evangelists for the company itself.

Or take the example of a receptionist at a law firm who believed her job to be the most important job in the company. She said that she had always been told that her gifts were a sunny disposition and the ability to make people's day, and that she was in a job that allowed her to use those gifts and make a difference. She said that she had the ability to brighten the day of all the people who visited the firm and who called to speak to one of their attorneys. That's the kind of person you want on your team.

When asking about applicants' last jobs, observe their energy level and animation while talking with you. Are they obviously excited and energetic when talking about their work? Do their eyes light up and get that twinkle of excitement?

Ask about candidates' last work assignments, and listen to the words they use to describe their work. Do they talk about how much they love their work? Do they comment on how they are passionate about what they do for a living?

Ask candidates why they want to work for your company, in a certain department, and in the job you’re talking about. If they can't answer the question, then they probably don't have the passion to do the work. Or if they answer in terms of "my career", "my salary", "my benefits", their motivation isn’t likely to be passion for the job. Listen for those candidates who have an understanding of their unique gifts and how their gifts and talents can be put to use for a purpose in the work you're providing.

Turning Cultural and Linguistic Diversity Into An Asset

Perhaps your employees are eager to communicate better in English, yet a separation exists between non-native speaking employees and their supervisors or between staff and customers. One solution for communication problems that many companies find effective is on-site Workplace Education. Companies can now have Vocational English-as-Second-Language (VESL) Training customized to their business and brought to their doorstep. Here’s an example from JVS' Workplace Education Department:

JVS begins by conducting a thorough needs assessment of communication barriers for the culturally and/or linguistically diverse company. All prospective participants are tested to evaluate their English comprehension and fluency. A customized curriculum is developed that combines the language needs of participants with the language usage most important for the business. Classes are held on-site and students are post-tested to determine progress made. The custom curriculum belongs to the business so courses can continue to be taught at reduced cost.

Here are some examples and results realized by companies that have used English language training:

Company "R": A Popular Retailer Situation: Cecile, a retail store manager has excellent managerial skills. She was a good salesperson, got along well with her employees, and was a smart businesswoman. The corporation wanted to promote her to a higher-level position in the company but employees and customers were often not able to understand her when she spoke over the phone or when she gave presentations.

Situation: The company had a widely diverse group of employees and communication between these groups needed improvement. The company recognized that various language and cultural barriers got in the way of employee participation, especially at Continuous Improvement meetings. This hindered company success.

Your Roles as a Shepherd: Seven Secrets to Managing Productive People

Opening:
She asked, "What do you know about sheep?" and had people shout out characteristics of sheep. She then compared people to sheep and asked, "How are employees like sheep?" and had us shout out ways we are.

Rest of the Learning Methods:
Using programmed instruction (I used to say PI was old school and ineffective as a Participative Learning Method until I experienced it with Peggy – very interactive and created great retention). She gave us the 7 secrets. She then used a variety of other learning methods (Q&A, storytelling, participant experience sharing, PPT with answers covered by louvers - uncovered as we answered, reading from the book) to help us understand how to use each of the 7:

At the farm, they walked around touching the sheep, feeding them, talking to them, making sure all are in good health. As they are driving away, the student asks if they’ll be beginning the management coaching now. The professor said, "You just participated in it."

Closing:
Peggy asked the question (good use of the TRAINING SYSTEMS, INC. Learning Format - closing matches the opening), "Do you look at people as a drag on your busy day or as an investment/a person in need of care and attention?

Email cbt@trainingsys.com for a copy of the notes from this exceptional training.

Rewarding & Recognizing Employees the Scottrade Way

by Louise Anderson

How does a company that has received national accolades for its excellence in training, development, customer loyalty, engagement, and information technology recognize and reward its own employees? With the same gusto and enthusiasm. Scottrade, a premier stock trading company, introduced its "Above & Beyond" reward and recognition program this summer.

"Above & Beyond" rewards employees for contributions they make in the areas of outstanding customer service, consistent superior quality of work, exceptional teamwork, exemplifying Scottrade’s core values, excelling in initiative, innovative ideas, and taking responsibility for individual learning. By recognizing those employees for exemplifying Scottrade’s core values and culture, the company is driving the performance it needs to continue to grow the firm. Key elements of the program include:

Communication Is Key To jump-start and keep any recognition program top-of-mind requires targeted, frequent, and varied communications. Scottrade embraced this opportunity by initiating a communications strategy that includes fun and interactive elements. A light-hearted video teases participants on what’s coming. The recognition program kicked off with an "I Scream, You Scream" company-wide ice cream social. At the company’s St. Louis headquarters, the executive committee served ice cream sundaes to associates. Branch offices across the nation received a gift box to host their own ice cream social, with managers serving associates.

A follow-up voicemail message from Rodger Riney, president and CEO, reinforced the goals of the program. A feature article in the company’s newsletter, posters, email blasts, and web site home page updates continue to keep the recognition program top of mind.

A Web Platform Through the use of an innovative web site (online recognition platform), employees play a points-for-performance game. Employees earn points that they accumulate in their personal, passcode-protected online account that can be used to redeem for merchandise. With the click of a key, employees can be recognized and recognize others.

Earning Points Peer-to-Peer E-Cards. Employees recognize other employees with e-cards, or electronic greeting cards. Once the reason for the award is selected (criteria include quality, teamwork, integrity, innovation, customer service, attitude, communication), the recipient receives a set point value for the e-card recognition. Prestigious Recognition through Employee Nomination. Employees can nominate individuals for going above and beyond, perhaps for streamlining work processes to improve efficiencies or helping out a team member on a special project. Nominees passing an approval process are awarded program points. Teams are also recognized for accomplishments that impact the organization. Scottrade executives review each team nomination and award points accordingly. Making Recognition Fun and Exciting. Members of Scottrade’s management have scratch-off cards to recognize their associates for "doing the right things right." These on-the-spot awards are redeemed through the online Scottrade recognition platform. "The scratch-offs have been a huge success," said Wulf. "They add an element of excitement and anticipation to the program." Investing in Learning. Knowledge is power, and Scottrade recognizes those who invest in learning. Periodic quizzes are posted on the online recognition platform. When employees successfully complete the quiz, points are automatically awarded. Scottrade University also reinforces training by rewarding points for classes taken on its learning management system.

Scottrade’s strategy is paying off. Within the first day of the program launch, 60% of all employees logged on to the program’s web site. Within one week, 83% of employees earned recognition points. By week two, 94% of employees had logged on, and more than 2,400 award opportunities were recorded. This level of engagement is a testament to Scottrade’s commitment to supporting, rewarding, and recognizing its employees’ contributions.

K www.eartheasy.com has great tips on green cleaning.
K www.greendimes.com & www.41pounds.org will help you get off junk mail lists.
K www.thegreenguide.com has tips on every facet of green living.
K www.energystar.gov gives advice on replacing old light bulbs w/energy efficient bulbs.
K www.eere.energy.gov/greenpower provides comprehensive "green power" info.
K www.globalwarming.org urges the use of recycled paper.
K www.arborday.org helps you plant trees to save the environment.

Going Green At Work
find ecofriendly building materials and services at http://www.rateitgreen.com
buy ecofriendly office supplies at http://www.thegreenoffice.comommomomm 
work from home ideas at http://www.treehugger.com 
find jobs and volunteer opportunities with socially responsible organizations at
         http://www.idealist.org 
Reduce paperwork by invoicing, & paying employees & bills electronically
         (TRAINING SYSTEMS, INC.  now invoices exclusively by email and is close to paying everyone
         by credit card, PayPal, or automatic debit from checking account).
Encourage employees to use public transportation.
Use ceiling fans to reduce air-conditioning costs
Reduce your hot water heater temperature by 2 degrees and insulate the tank.
Use energy-saving light bulbs

B.I.G. ON BOOKS is an organization that promotes literacy in underprivileged countries, primarily Africa, Eastern Europe, and Southeast Asia. You can donate books through most Rotary Clubs. B.I.G. also accepts cash donations. Send email to Steve Frantzich at frantzic@usna.edua.edu for more information.

Kicking World Hunger is the biggest soccer juggle-a-thon in the world (uh, that we know of), much like a walk-a-thon, but more fun! Participants sign up to juggle a soccer ball thousands of times while raising money to provide hope for children and communities that desperately need it. http://www.firstgiving.com/kickingworldhunger

Charity Navigator (http://charitynavigator.org) is an in-depth, searchable guide to more than 5,000 charities worldwide that aims to encourage "intelligent giving". They rate charities based on their total expenses, revenues, and organizational capacity. If you want to give, but the recent slew of charity scandals has you feeling skeptical about where your money would go.

Take Pride T-Shirts (http://www.takepride.com) was founded by a group of friends who all share the belief that the more difficult the mission facing our military, the more deserving they are of our thanks and support. Each unique shirt design provides a glimpse into the life of a different US Service member who served in Iraq or Afghanistan and is hand silk-screened. The message of the shirts isn’t political, it's about acknowledging, celebrating, and taking pride in the spirit of young Americans who despite facing an extremely difficult job and unpleasant conditions, nonetheless strive to do their job well. Take Pride gives at least 20% of profits to charities and causes that assist combat veterans of Iraq and Afghanistan.

RECYCLINRecycle yogurt containers and old toothbrushes!
Recycline’ Preserve partnered with Stonyfield Farm and is recycling yogurt containers into toothbrush handles. Old toothbrushes are used to make plastic lumber for picnic tables. Go to http://www.recycline.come.com for details.

Responsibly Dispose of Your Old Electronics
Donate Old Cell Phones
911 Cell Phone Bank provide free emergency cell phones to needful people through partnerships with law enforcement organizations, http://www.911CellPhoneBank.com

Recycle PCs, cell phones, printers, CDs diskettes, etc., with GreenDisk. For $29.95, they send a 70-pound-capacity box. When it’s full, you download postage from their website and ship it back. Your “junk” then goes to workshops for the disabled and are refurbished.  http://www.greendisk.com

Donate PCs to National Cristina Foundation, http://www.cristina.org; Goodwill, www.goodwill.org, Salvation Army, www.satruck.com/MakeDonation.asp.

Recycle PCs and other computer products at Hewlett Packard and Dell. See their websites for details.

Several other places to recycle old PCs: www.plugintoscycling.org,  www.earth911.org,  www.eiae.org.  

Find local Electronics recyclers at http://www.earth911.org and http://www.ebay.com/rethink