RECRUIT, INSPIRE & RETAIN
FROM TRAINING SYSTEMS, INC.
GREAT TRAINING FOR GREAT EMPLOYEES
COOL INFO CONTAINED IN THIS ISSUE:
Are Regional Accents Causing You to Pass Up Great
Employees? * Who’s Wearing Fun Meters? * Riding a Dead
Horse * For the Sudden Leader: A Crash Course in
Managing People * COOL CALLS * Learner
Assessment/Measurement - Just the Facts! * Developing a Performance
Management System * Conferences/Seminars & Volunteering/Donating
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COOL RECRUITING TIPS
Are Regional Accents Causing You to Pass Up Great
True or False: It’s unlawful to discriminate in
employment on the basis of the applicant’s/employee’s
If you said False, you’re RIGHT. If you’re not
people because they don’t sound like you, talk too
fast, talk too slow, you’re probably WRONG. Why?
You may be passing up a great employee! Take, for
example, the owner of a fire detector distribution and
repair plant outside Charlotte, N.C. Much to the
consternation of his office operations manager, Karen,
who is sharing her company’s story under the condition
her last name and company name not be used, the owner
doesn’t like the way Southerners sound. Karen says her
boss thinks the Southern accent is unprofessional. When
she presents qualified applicants to him, she says,
“he’ll reject candidate after candidate with too strong
a Southern accent or hire a Southerner only to openly
berate [her] until [she] becomes more like me, which makes my job a
Karen, who is from the Midwest, says her boss is
open in his preference for Midwesterners. He likes the
way they sound, she says, and believes no work ethic
can beat a Midwesterner’s.
The University of North Texas, recognizing the
among people to peg others by their accents, conducted
a study that showed how easily people could become
stereotyped by their speech. The study, “Voice Discrimination-Are You Doing
It?” published in the Virginia Employment Law Letter-Employment Law News &
Advice, used a recording of 10 white men reading an identical 45-second
passage. The wording, constructed in standard American English, contained no
jargon or any other indicators of anyone’s background. Each speaker,
however, had a distinct accent common to specific regions of the United
The recording was then distributed to human
directors and others in a variety of companies who are responsible for
hiring. They commented on whether the speakers sounded educated or
uneducated, intelligent or unintelligent, energetic or lazy, uptight or laid
back, outgoing or withdrawn, and assertive or docile. The men with the
nondescript Midwestern and California accents received the highest ratings.
Accents from Minnesota, Boston and Texas followed. The worst impressions
were created by the men with accents from Louisiana, Georgia and New Jersey.
When should regional accent cause you not to hire?
the person’s accent makes it so difficult to understand
what they’re saying that this will cause serious
mistakes or lost customers. BUT before you pass up a
great employee, tell them your concern and find out if
they’d work with a speech professional specializing in
regional accents to make changes. This could be at your
cost or theirs (if they’re really great otherwise,
they’ll make you enough money to make it worth your
while to pay).
Paragraphs with examples & studies from
#”Get the Best: How to Recruit the People You
Want”, by TRAINING SYSTEMS, INC. Associate,
Catherine Fyock, available at
(10% off by typing “RIR” in Special Instructions)
#”Hire & Keep the Best People”, by Brian Tracy,800-
Get more tips on recruiting great employees at
and then click on RECRUIT TIPS. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Have a recruitment, inspiration, training, or
idea or question? Send e-mail to
and we’ll post your idea or question (and the answer)
in Answers & Ideas on Recruiting, Inspiring, Training,
& Retaining Great Employees at
WHO’S WEARING FUN METERS?
*Get Fun Meters at a yard sale? Yes, you can! Says
Katie who bought hers for $1 and called us to order
more @ $.80 each!
Fun Meter Buttons, available at
YOU LOVE OUR POSTERS, YOU’LL LOVE THESE...
Riding a Dead Horse:
The tribal wisdom of the Dakota Indians, passed on
from generation to generation, says that when you discover that you are
riding a dead horse, the best strategy is to dismount. Modern organizations
(education, government, military, etc.) often employ a whole range of far
more advanced strategies, such as:
* Buying a stronger whip.
* Changing riders.
* Threatening the horse with termination.
* Appointing a committee to study the horse.
* Arranging to visit other countries to see how others
ride dead horses.
* Lowering the standards so that dead horses can be
* Re-classifying the dead horse as ‘Living Impaired’.
* Hiring outside contractors to ride the dead horse.
* Harnessing several dead horses together to increase
* Providing additional funding/or training to increase
the dead horse’s performance.
* Doing a productivity study to see if lighter riders
would improve the dead horse’s performance.
* Declaring that as the dead horse does not have to be
fed, it is less costly, carries lower overhead, and
therefore contributes substantially more to the bottom
line of the economy than do some other horses.
* Re-writing the expected performance requirements for
* Promoting the dead horse to a management position.
**TOOL BOX **
#!!NEW!! A PowerPoint screen show that features 40
humorous and timely 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!)
#BUY PACKS of inspirational posters at
do a Product Search for POSTERS, then look for
Training Room Posters (30/pack).
IDEAS TO INSPIRE
For the Sudden Leader: A Crash Course in Managing
With all the turmoil in the workplace right now,
people are experiencing a strange side effect of
downsizing. Sudden promotions. Already in a cost-cutting
mode, however, the organization may not devote
sufficient time, energy, and money to teach the new
leaders the basics of managing people. So here is a back-to-basics crash
course in managing people.
1. EFFECTIVE DELEGATION
There is no such thing as 99% delegation because there
is no such thing as 99% responsibility. It’s 100% or
nothing. Keep that in mind whenever you are handing out assignments. Always
clarify goals. Exactly what is this person going to be 100% responsible for?
Remember, goals without deadlines are only wishes. So attach a concrete
deadline to every goal. And spell out the guidelines and specifications up
2. LISTEN CAREFULLY AND OFFER COACHING STYLE
Pay close attention to the verbal and non-verbal
expressions of your employees. You have to stay in tune
with employees in order to provide effective,
instructive, ongoing, informal feedback. Give your
employees feedback every day. but choose your words very carefully. And
always point to concrete next steps “You did a great job on this. Here’s
what I want you to do next by Tuesday at 2:OOpm.”
3. CELEBRATE SUCCESS, AND REWARD GOOD PERFORMANCE
Constantly remind people of the performance you require.
How much work? How fast? What quality? And hold people accountable. Give
people credit for their achievements, no matter how small. Pay people in
financial and non-financial rewards for good performance, but only when they
deliver on their goals.
4. BE A MODEL OF RESPECT, EMPATHY, AND TRUST
Create opportunities for employees to contribute their
ideas. Try to imagine where each person on your team is
coming from. Value employee input on matters that affect
them. And let them know where you stand. Take
responsibility for everything you say and do, hold
yourself accountable, and never make excuses. Always
honor your word and your agreements.
5. DO SOME READING - RIGHT AWAY
For an instant MBA, read Stuart Crainer. The Ultimate
Business Library: 75 Books That Made Management
(Capstone 2000). Reprint appears courtesy of Bruce Tulgan, founder of
RainmakerThinking, Inc. and author of Winning the Talent Wars (W. W.
#”The Leadership Engine: How Winning Companies Build
Leaders at Every Level” by Noel M. Tichy, 800-469-
#”The Power of Servant Leadership” by Robert K.
#”Now Discover Your Strengths”, by Marcus Buckingham
& Donald O. Clifton, Ph.D.
Linda Cicino, Far East Broadcasting in California
participated in our training on how to become the
Employer of Choice. She went back to her company and
replicated the process used in the training for
determining the company’s strengths and weaknesses. She
said they took it so seriously they ran out of time for choosing the ones
that when enhanced will make the greatest impact! She just called back this
week to say they’d had their second session and in fact it was a blessing to
have a month in between - some things that had previously been labeled
strengths were now weaknesses and vice versa. It generated even more
conversation than the first session and she feels went a long way toward
their ability to focus on things that’ll help them retain employees.
From our good friend, Jim Ware, CFA, The Focus
Consulting Group in Illinois: “Really a treat to be with
you on Friday. You are delightful. So bright and so fun.
And I’m excited that we may be working together in
various capacities. First, in the speech-writing and
Kristen from GP Design in Kentucky bought the
CourseBuilder Software and said: “What a pleasant
experience it’s been designing training with The CourseBuilder!”
Sara from Best Western in Minnesota participated in
our leadership training and wrote: “Thank you for the great hands-on
training, it was a great experience. Your interactive style with the group
made it easy to understand and made the day fly by.”
TRAIN SO THEY’LL LEARN
Learner Assessment/Measurement - Just the Facts!
*make it fair to the learner
*make it help the learner
*make it actually measure something
*make it part of the learning (both in when you do it
and the language you use - i.e. talk about it as part of
the training. Not “pre” or “post”)
*make it look like the real job as opposed to a
*diagnostic (what’s wrong)
*formative (what do they know)
*summative (quantified grading - use for certification) *confirmative (in
the future - what have they
*timed/speeded (rushed to complete - use for work that’s
rushed like reacting to an alarm)
*pre-design to find out what they need to learn and how
they’ll learn it fastest, least expensively and in a way
that’s least intrusive to getting the rest of their job
*pre-training to get people interested in learning. When
they see that they’ll do well it’ll encourage them to
*during the learning to reinforce and to confirm that
they achieved the learning objective
*after the learning objective has been met to reinforce
and to measure retention
RETAIN THE BEST
Developing a Performance Management System
There’s a big difference between a Performance
Management System and a performance appraisal.
1st - A well developed Performance Management
actually enhances performance and both employees and
their managers love it.
2nd - with a 1st like that do we need a 2nd?
How to develop the “well developed” Performance
1. List all other systems that’ll be affected.
2. List all obstacles to implementing the system and
3. List objectives for having the system.
4. Describe what it should look like (design) and
include all other process changes.
5. List the steps.
6. List obstacles that surfaced and begin removing.
7. Develop the system.
8. Help people learn the system and market it.
9. List more obstacles that surfaced and begin removing.
10. Implement the system.
11. Revise the system as needed, re-train, and re-market, constantly look
for obstacles, remove, and measure the outcomes against the objectives.
It really is just that simple. Time consuming? Yes,
you do it will you get a return on your time and money
invested that equals enhanced performance? YES.
#”Abolishing Performance Appraisals: Why They
Backfire and What to Do Instead”, by Tom Coens &
Mary Jenkins, 800-469-3560
#”Keeping Good People”, by Roger E. Herman,
#”Fun Works: Creating A Place Where People Love to
Work”, by Leslie Yerkes, 800-469-3560
Get more tips on retaining great employees by
http://www.trainingsys.com and clicking
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CONFERENCES/SEMINARS & VOLUNTEERING/DONATING
June 19-21, 2002
Emerging Technologies & Healthcare Innovations Congress, Washington Hilton &
Towers, Washington DC,
June 23-26, 2002
Society for Human Resource Management (SHRM) Conference, Philadelphia
Convention Center, Philadelphia, PA,
June 25-27, 2002
Collaborate Conference & Expo East: Improving the Way
the World Works, Hynes Convention Center, Boston, MA,
July 11-13, 2002
Annual Conference of the Association of Leadership
Educators: Leadership Beyond Boundaries, Hyatt Regency
Hotel, Lexington, KY,
July 15-17, 2002
Training World 2002: Integrating Blended Learning
Techniques to Create a Learning Organization that is
Aligned with Business Strategy Through Talent
Development and Management, Washington DC Convention
July 21-23, 2002
Meeting Professionals International, Metro Toronto
Convention Center, Toronto, CAN,
July 25, 26, 2002
The eLearning Instructional Design Conference, San
July 29-31, 2002
SHRM’s HR Generalist Certificate Program, facilitated by TRAINING SYSTEMS,
INC. Associate, Catherine D. Fyock, CSP, SHPR in San Diego, CA,
August 2-3, 2002
Path Facilitator Training, combined with Path for Teens Training, Zoe
Christian Fellowship Church, Whittier, CA,
August 14-16, 2002
18th Annual Conference on Distance Teaching & Learning,
Monona Terrace Convention Center, Madison, WI,
September 25-27, 2002
Human Resource Executive’s 5th Annual HR Technology
Conference & Exposition, Navy Pier, Chicago, IL, http://www.HRTEchConference.com
NEW LIFE FOR OLD BOOKS
Send children’s books to orphans in Ethiopia, or old dictionaries to a
university in Croatia. Go to
to find out what kinds of books nonprofit
organizations worldwide need.
IS YOUR FAVORITE CHARITY CRUELTY-FREE?
for a list of health-related charities that don’t test on animals, AND a
list of organizations that do.
HELP SAVE THE PLANET! RECYCLE USED PC DISKS! Over
billion disks are thrown away by PC users every year!
They go into landfills, where they can take over 450
years to degrade OR they’re incinerated, causing acid
rain. Greendisk has a recycling program that’s easy and inexpensive. You
ship used 3.5" disks, CDs and videotapes to their recycling facility in
Missouri. Greendisk takes them apart and makes new disks and other items. Go
Copyright 2002 TRAINING SYSTEMS, INC. All rights
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