Recruit, Inspire & Retain

April 2006

Ideas for "Marketing" and Providing "Customer Service" to Current and Potential Employees

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COOL STUFF IN THIS ISSUE!

   
bullet RECRUIT - 51% of New Hires Culled From Internet Sources
bullet Performance Eval Quotes — The Really Great Ones!
bullet Cool Calls
bullet INSPIRE - Burnout — Hate the Term/Love the Term?
bullet TRAIN - Building Workforce Excellence Through Individuals & Teams
bullet RETAIN - Retain Like “The Fortune Top 100 Companies to Work For”
bullet Fun Days to Celebrate/Professional Development Conferences/Ways to Volunteer & Give
(Email Us For Ways to Celebrate the FUN Days to Celebrate)

APRIL RESOURCE OF THE MONTH

The Ten Minute Trainer: 150 Ways to Teach It Quick & Make It Stick

More than 100 already designed learning methods ranging from
1-10 minutes in length.

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Tools: Recruit Inspire Train Retain

 

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COOL RECRUITING TIPS

51% of New Hires Culled From Internet Sources

Employers turn to the Internet as their major hiring source, beating out newspaper classifieds and other traditional sources, according to a study carried out for technology consulting firm Booz Allen Hamilton.

The study found that 51% of new hires were developed from Internet sources. Of that 51%, the highest quality candidates apparently came from employers' own corporate web sites and from employee referrals.

Newspaper classified ads, traditionally a major source of employment hiring, were the source of just 5% of new hires, the study found.

One of the lead authors said the data provided “clear evidence that the Internet has transformed the way American employers attract and hire employees.”

Furthermore, “responses indicated that employers anticipate directing a greater proportion of applicants through their own corporate web sites rather than any other online source in the year to come,” wrote Rich Cober, Booz Allen Hamilton team lead on the research report in statement.

The study broke down Internet hiring practices as follows:

21% corporate employment web sites
15% general job boards
6% niche job boards
5% social network web sites
4% commercial resume databases

The study, which was released 2/06, was conducted by the DirectEmployers Association, a non-profit consortium of more than 200 U.S. employers.

From Information Week, 2/06.

Email rir@trainingsys.com for Tips on Successful Internet Recruiting.

Get more tips on recruiting great employees from TRAINING SYSTEMS.

  
**TOOL BOX**
    
Recruiting on the Web, by Michael Foster
   
Wish we could list another, but all the other books are too old—one of you should write one! Call TRAINING SYSTEMS, INC. at 800-469-3560 for ideas.
   

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Recruitment, inspiration, training, and retention ideasHave a recruitment, inspiration, training, or retention idea or question? Ask by clicking the question mark, and we’ll post your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, & Retaining Great Employees at http://www.trainingsys.com.

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YOU LOVE OUR POSTERS, YOU’LL LOVE THESE...

Performance Eval Quotes — The Really Great Ones

For everyone who has ever had a performance evaluation - just remember, it could have been worse. These are actual quotes taken from employee performance evaluations.

"Since my last report, this employee has reached rock-bottom and has started to dig."

"One neuron short of a synapse."

"This employee should go far, and the sooner he starts the better."

"Got a full 6-pack, but lacks the plastic thingy to hold it all together."

"A gross ignoramus - 144 times worse than an ordinary ignoramus."

"He doesn't have ulcers, but he's a carrier."

"Some drink from the fountain of knowledge; he only gargled."

"This employee is really not so much of a has-been, but more of a definite won't be."

"Works well when under constant supervision and cornered like a rat in a trap."

"When he opens his mouth, it seems that it is only to change feet."

"This young lady has delusions of adequacy."

"He sets low personal standards and then consistently fails to achieve them."

"This employee is depriving a village somewhere of an idiot."

"He's been working with glue too much."

"He would argue with a signpost."

"He brings a lot of joy whenever he leaves the room."

"When his IQ reaches 50, he should sell."

"If you see two people talking and one looks bored, he's the other one."

"A photographic memory but with the lens cover glued on."

"A prime candidate for natural de-selection."

"Donated his brain to science before he was done using it."

"Gates are down, the lights are flashing, but the train isn't coming."

"He's got two brains cells, one is lost and the other is out’ looking for it."

"If he were any more stupid, he'd have to be watered twice a week."

"If you give him a penny for his thoughts, you'd get change."

"If you stand close enough to him, you can hear the ocean."

"It's hard to believe he beat out 1,000,000 other sperm."

"Takes him 2 hours to watch 60-minutes."

"The wheel is turning, but the hamster is dead.

**TOOL BOX**
   
PowerPoint screen show that features 40 humorous posters that are pre-set to work on “auto-pilot”. Makes a great “WELCOME” message or enhancement to your session break. Runs about 5 minutes, and is set to automatically recycle. You can add in your own slides. (a great place to slip in your objectives!) Get your PowerPoint screen show here!
   
Love those COLORFUL QUOTE POSTERS you see in TRAINING SYSTEMS' group training and conference bookstores? Email or call 800-469-3560 to find out how to get packs of the topics you need.
   

Tools: Recruit Inspire Train Retain

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COOL CALLS

 
* Tabitha Hoppman, Berkshire Systems Group, Inc., upon winning a free year’s subscription to MemCards, wrote, " Thank you very much. I enjoy your monthly newsletters and always share the Special Days with my friends at work."
* Cassandra Lane, calling to buy more copies of Creating Highly Interactive Training Quickly & Effectively, said: "I borrowed it from a colleague and used it so much, including reading while on my exercise bike, that it’s too dog-eared to return! It’s been instrumental in helping me think about Design, because I started as a Facilitator." 
* The Atlanta Chapter of ASTD (America Society for Training and Development) is publishing "Delivering Dynamic Presentations", by TRAINING SYSTEMS, INC. President, Carolyn B. Thompson, in their monthly newsletter.
* U.S. News & World Report’s April 3, 2006 edition has an article quoting Carolyn B. Thompson, President of TRAINING SYSTEMS, INC. The issue is on newsstands now. The article is about President Bush, and mentions her book, The Leadership Genius of George W. Bush: 10 Common Sense Lessons from the Commander-in-Chief. 

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IDEAS TO INSPIRE

Burnout — Hate the Term/Love the Term?

There’s more written these days about the dislike of the term "burnout" than there is doing something about it, for ourselves or our staff. Whatever you call that time, approaching or upon us, when people’s previously intelligent brains freeze so no intelligent words or actions result, something must be done.
To Do:
get rid of
the things causing "burnout"
get rid of the obstacles to getting rid of the things causing it
go around the obstacles to getting rid of "burnout"
work through the things causing "burnout"

Not sure if you or your staff are burned out?

Top 10 Signs of Burnout (serious)

10. You’re so tired, you now answer the phone with just "Hell."t;t;
9. Your friends call to ask how you’ve been, and you immediately scream, "Get off my back!"
8. Your garbage can IS your "In" box.
7. You wake up to discover your bed is on fire, but go back to sleep because you just don’t care.
6. You have so much on your mind, you’ve forgotten how to LOGON.
5. Visions of the upcoming weekend help you make it through Monday.
4. You don’t set your alarm anymore because you know the pager will go off before the alarm does.
3. You leave for a party and instinctively bring your ID badge.
2. Your DayTimer/WorkPlanner/Palm Pilot exploded a week ago.

And the number 1 sign you are burned out because of work
1. You think about how relaxing it would be if you were in jail right now.

More Signs of Burnout (These Ones Are Serious)

Being on the verge of tears or crying a lot
Overreacting to minor nuisances
Losing interest in work
Withdrawing from social contacts
Increasing use of alcohol or stimulants
Increasing use of medications for sleeplessness,
     anxiety or depression
Inability to relax
Scattered thinking
Feeling increasingly resentful

Being increasingly "short tempered"
Feeling helpless or hopeless
Feeling constantly exhausted
Decrease in productivity
Change in eating patterns
Change in sleep patterns
Getting sick more often
Increasing thoughts of death

From Deb Hart, RN, at The AATH Conference

Make a Comment/Question

Get more tips on inspiring great employees from TRAINING SYSTEMS.

  
 **TOOL BOX**
     
Stress That Motivates, by Dru Scott (10% off by typing "RIR" in
Special Instructions)
     
Reclaiming the Fire: How Successful People Overcome Burnout, by Steven Berglas, call TRAINING SYSTEMS, INC. at 800-469-3560, or Email books@trainingsys.com
     

Tools: Recruit Inspire Train Retain

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TRAIN SO THEY’LL LEARN

Building Workforce Excellence Through Individuals & Teams

Train to Strengths — high-performance work groups recognize that no one can be good at everything, so they give employees the opportunities to play to their strengths. Training shows that companies value learning and that effective training helps people develop their strengths. That offers a greater payoff than training that tries to turn weaknesses into strengths.

IDBI Bank’s Executive Director, O.V. Bundellu, says, "Many people approach IDBI for jobs, because there is extensive training." The bank's Jawaharlal Nehru Institute for Development Banking, located in Hyderabad, trains company executives in finance and development. It also allows IDBI bankers to share their knowledge with their counterparts in nations that are behind India in the industrial development process. But that is not the only training opportunity available to bank staffers. "We run a lot of training programs on our intranet, on a self-service basis," Bundellu says. This allows for ongoing training and testing in a range of competencies and creates a database of qualified employees to use for future promotion and placement opportunities.

Det Norske Varitas, a risk management company, also uses extensive training to keep its staff sharp. In addition to conducting training in the business skills needed to meet customer needs, it trains managers on how to meet their internal obligations. One such offering is a three-day course in managing individual performance, required of all line managers. It covers effective reviewing, coaching, and goal setting. When managers conduct reviews, they place the information in the company's PeopleSoft Human Capital Management System from Oracle. That way there is a consistent record that stays with the employees no matter what offices they may be sent to, making it easier for their new managers to see where those employees fit in and what their goals are.
   
Characteristics of High-Performance Work Groups

Susan Lucia Annunzio is the author of Contagious Success, a study of high-performing work groups. She has identified three key characteristics of such work groups: They adapt to the changing economic environment; are customer oriented, whether the customer is internal or external; and know how to manage the internal corporate environment. She says that companies that want to change their workplace need to work counter to conventional wisdom:

  1. Short-term thinking kills performance. Public companies in particular tend to focus on quarterly earnings. A quick way to hit the quarter is to cut costs, which hurts morale and disrupts projects. Long-term performance requires investment. High-performance workplaces think about return on investment rather than quarter-to-quarter budgets.

  2. The leader protects the group from company interference. Management sees its job as allowing people to work rather than telling them, step-by-step, how to do it. A culture that encourages micromanagement doesn't encourage employees to stay.

  3. Productivity plus innovation drives high performance. Output is only one measure of performance. Organizations that go to the next level also need to encourage creativity.

  4. It's the environment, not the leader. There is no one personality or style for a great leader, Annunzio and her team have found. But no matter who is in charge, great organizations have to encourage smart people to work up to their potential.

  5. It's the work group, not the individual. Strong workplaces evaluate employees on team performance. Their processes recognize that the competitor is outside the firm, not sitting in the next cubicle.

  6. There is room to grow. High-performance workplaces train and develop staffers so that they can have a career.

  7. Your employees can solve your problems. It may seem unusual coming from a consultant, but Annunzio says that employees understand an organization better than any outsider can. As long as they have permission to tell the truth without fear of reprisal, they will come forward with incredible ideas.

  8. The "dumb" idea may be your next paradigm shift. New ideas sound strange. In effective organizations, employees are given a chance to explain their ideas. Even if they aren't great, they may spur new ones. If new ideas are ignored or, worse, ridiculed, employees will feel insulted and take them elsewhere.

  9. Workers need more information, not less. The more they know about the organization, the better work they can do.

  10. Build it, and they will come ... and stay. High-performance groups attract and retain talent, because people want to work where they will be valued. Addressing internal issues is crucial to any recruiting program.

Remember, though, that all the emphasis on training is of no use if the employees are not given the freedom to do their jobs. If smart people are treated like they are smart, they will rise to the occasion. The structure has to stay behind the scenes, so that employees can concentrate on the business at hand. Knowledge workers want an assignment, a deadline, and a budget. Then they want and need to be freed up to do their job.

Excerpts from Profit, 2/06 article

 
Make a Comment/Questionn

Get more tips on training great employees from TRAINING SYSTEMS.

 
**TOOL BOX**
    
Now Discover Your Strengths, by Marcus Buckingham
   
Contagious Success, by Lucia Annunzio
   
Both available by calling 800-469-3560 or Emailing books@trainingsys.com

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RETAIN THE BEST

Retain Like “The Fortune Top 100 Companies to Work For”

You can search around the world today for a company that isn’t concerned about employee retention, but they’re few & far between! If you’re one of those "concerned", don’t just be concerned, take action to retain. The ideas for action and their results are everywhere. Take The Fortune Top 100 Companies to Work For . . . OK, just take the Top 10:

Rank

Company Name

What’s Makes It So Great?

1

Genentech

What's better than being a valued member of a cancer-fighting team? Having a great time while you're at work. (It doesn't hurt that 95% of workers are shareholders - and they've benefited handsomely from the soaring stock.)

2

Wegmans Food Markets

Work really is a family affair at this privately held grocery chain. Before it opened two new stores last year, Wegmans chartered jets to fly all new full-timers to Rochester to be welcomed by CEO Danny Wegman.

3

Valero Energy

When disaster strikes, this team pulls together. After hurricanes Katrina and Rita hit, Valero dispatched semis filled with supplies, set up temporary housing for employees, fed volunteers - and donated $1 million to the Red Cross.

4

Griffin Hospital

Money isn't everything. Despite pay scales 5% to 7% lower than hospitals in its area, Griffin received 5,100 applications for a range of 160 open positions in 2005, largely due to its top-notch reputation for patient care.

5

W. L. Gore & Associates

To encourage innovation at the maker of Gore-Tex fabrics, Elixir guitar strings, and Glide dental floss, there are no bosses, no job titles, no organization charts, just sponsors, team members, and leaders.

6

Container Store

At this storage retailer, even part-timers can receive bonuses, and drivers are rewarded for long service and safe driving records. In 2004 one driver took home $5,000 for ten years of perfect driving.

7

Vision Service Plan

Ever wonder if your boss could handle your job? At this not-for-profit eye-care-insurance firm, managers get into the trenches and work rank-and-file jobs on annual In Touch Day. Plus monthly cake day celebrates employee birthdays.

8

J. M. Smucker

This 109-year old jam and food company has a family feeling that's still sweet. Two brothers, Tim and Richard Smucker, are at the helm. And employees interview job applicants to make sure future colleagues will fit the culture.

9

Recreational Equipment

A shared passion for roughing it unites employees with consumers at this outdoor-goods maker and retailer, which regularly hosts environmental-service projects. Says one worker: "REI is a way of life."

10

S. C. Johnson

They just won't budge. The family-owned consumer-products manufacturer has a devoted workforce, witnessed by an incredibly low turnover rate of 2%. Part of the reason: profit-sharing that added 19% to pay last year.

Remember, though, retention of good employees is imperative, retention of not so great isn’t. We need to recognize that it does us no good to retain workers who are just going through the motions. If you’ve coached and you’ve trained, but nothing changes, it’s time to help them find a job outside your organization that fits them. If you keep them instead, you’ll have some employees with minimally acceptable work and this will spill over into the rest of your staff.

Let TRAINING SYSTEMS, INC. know if you need ideas on either retaining great employees or helping not so great ones find another job. Email us.

Make a Comment/Questionn

Get more tips on retaining great employees from TRAINING SYSTEMS.

 
**TOOL BOX**
   
Retaining Your Employees: Getting Good People to Stay, by Barbara Wingfield & Janice Berry (10% off by typing "RIR" in Special Instructions)
   

●;

Love ‘Em or Lose ‘Em, by Beverly Kaye & Sharon Jordan-Evans.
Call 800-469-3560
or Email to purchase.
     

Tools: Recruit Inspire Train Retain

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FUN DAYS TO CELEBRATE/PROFESSIONAL DEVELOPMENT CONFERENCES/WAYS TO VOLUNTEER & GIVE


APRIL
SPECIAL DAYS
April is...

Humor Month
Multicultural Communications Month

April 23-29 Administrative Professionals Week, Volunteer Week, & Karaoke Week
(volunteer to take an administrative professional out to a Karaoke place)
April 5 Thank Your School Librarian Day
April 6 Caramel Popcorn Day, International Fun at Work Day, & International Special Librarian’s Day (bring caramel popcorn to your favorite librarian, go on the Internet & read Recruit, Inspire & Retain together!)
April 7 World Health Day
April 12 Look Up At The Sky Day
April 15 Fast Food Day
April 17 Cheeseball Day & Nosy Neighbor Appreciation Day (bring your nosiest neighbor a cheeseball and tell her all about your day)
April 19 Cow Chip Day (not touching this one!)
April 22 Hot Dog Day & Jelly Bean Day (and honorary Alka-Seltzer Day)
  Cherry Cheesecake Day & Shakespeare’s Birthday (did William indulge in cherry cheesecake?)
April 23 Cherry Cheesecake Day & Shakespeare’s Birthday (did William indulge in cherry cheesecake?)
April 26 Administrative Professionals Day, Pretzel Day, & International Guide Dog Day (whew!)
April 28 Child Care Professional Day
April 30 Oatmeal Cookie Day & Hairstylist Day

Email TRAINING SYSTEMS, INC.  for ideas on how to celebrate any of these days.

PROFESSIONAL DEVELOPMENT CONFERENCES
April 6-11, 2006
International Performance Improvement Conference, Adams Mark Hotel, Dallas, TX,
http://www.cispi.com

April 9-12, 2006
International Association for Human Resource Information Management 2006 Conference, Washington, D.C.,
http://www.ihrim.org/events/2006spring/efp/index.asp

April 10-12, 2006
Dave Meier’s 3-day Accelerated Learning Training Methods Workshop, Atlanta, GA,
alcenter@execpc.com

April 18-21, 2006
15th Annual Association of Australian Career Counselors (AACC) Conference, Sydney, Australia,
http://www.nacc06.com

April 23-26, 2006
Strategic Leadership for Women in Human Resources, Simmons School of Management, Boston, MA,
http://www.shrm.org/seminars

April 24-28, 2006
Leadership Development for HR Professionals, CCL campus, Colorado Springs, CO,
http://www.shrm.org/seminars

April 27-28, 2006
2006 LearnShare Summit Series, Developing High Potentials: Meeting the Talent Challenge, Cleveland, OH,
http://www.learnshare.com/site/newsite/summit_eaton/index.aspx

May 7-10, 2006
American Society for Training and Development Conference, Dallas, TX,
http://www.astd.org

May 18-21, 2006
National Multicultural Institute 21st Annual Conference, Bethesday, MD, email:
nmci@nmci.org

May 28-31, 2006
International Personnel Management Association Canada 2006 National Training Conference, Halifax, Nova Scotia, Canada,
http://www.ipma-algp.ca

June 11-14, 2006
Training Director’s Forum, Palm Springs, CA,
http://www.trainingdirectorsforum.com

June 14-17, 2006
European Distance and E Learning Network 2006 Annual Conference
, Vienna, Austria,
http://www.eden-online.org/eden.php?menuld=277

June 22-23, 2006
Accelerated Learning Advanced Design Class, Lake Geneva, WI,
alcenter@execpc.com

June 25-28, 2006
SHRM's 2006 Annual Conference & Exposition, Washington Convention Center,
Washington, DC,
http://www.shrm.org/conferences/annual

July 7-9, 2006
National Career Development Association 2006 Conference, Chicago, IL,
1-866-FOR-NCDA

July 26-30, 2006
WorldFuture 2006: Creating Global Strategies for Humanity’s Future, Sheraton Centre Toronto, Toronto, Ontario, Canada,
http://www.wf.org

July 28-30, 2006
Annual Conference of the World Future Society, Sheraton Centre Toronto Hotel, Toronto, Ontario, Canada,
http://www.wfs.org/2005main.htm

Enter the 2006 ASAE Associations Advance America Awards!
May 2, 2006 is the deadline for programs conducted between January 2006 and April 2006
For details on eligibility and award categories, go to
http://www.asaenet.org

WAYS TO VOLUNTEER & GIVE
Global Volunteers (
http://www.globalvolunteers.org)
You can:
select by type of work project
select by country and date
select by service program conditions
select by cost

Donate old Suits

Check with your local Dress Barn. Some have programs to help unfortunate women get jobs by supplying them with business suits people have donated. Plus, they offer the donator a 10% off coupon for any purchase. Give a little, get a little!

RECYCLING
Responsibly Dispose of Your Old Electronics
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

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

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

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