Recruit, Inspire & Retain

July 2006

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

Great Training for Great Employees

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bullet FUN Days to Celebrate (Contact TRAINING SYSTEMS For Ways to Celebrate the FUN Days to Celebrate!)
bullet RECRUIT - Are You An Emergent Employer? Would You Like to Be?
bullet Who’s Wearing Fun Meters?
bullet Logic Alone vs. An Open Mind
bullet Cool Calls
bullet INSPIRE - Simplify Your Life & Encourage Your Staff To Do The Same
bullet TRAIN - Balanced Scorecard & Training
bullet RETAIN - Worried About All Those Retiring Boomers? Take Care of Your Generation X&Y-ers!
bullet Professional Development Conferences
bullet Ways to Volunteer & Give

Celebrate the 4th of July ALL month!

Support your employees who serve in the National Guard & Reserve.

Tools: Recruit Inspire Train Retain


READERS! If you find an article worthy of Recruit, Inspire & Retain, please send it (with a note telling us where you found it)

Remember, Recruit, Inspire & Retain back issues are available at

We encourage you to use these articles in your own communications with staff and customers/members.

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July is...
Picnic Month
Hotdog Month
Anti-Boredom Month
Cell Phone Courtesy Month (we have lots of ideas for things you can for for this one!)
National Parks & Recreation Month

July 24-30 – Coffee Week
July 25-31 – Salad Week

July 7 – Chocolate Day & Macaroni Day
July 8 – Ice Cream Sundae Day & Milk Chocolate With Almonds Day
July 9 – Rock ‘N Roll Day & Sugar Cookie Day
July 11 – Cheer Up Day & Blueberry Muffin Day
July 12 – Simplicity Day
July 13 – International Puzzle Day & Beans & Franks Day
July 14 – French Fries Day, Bastille Day, & Blueberries Day
July 16 – Ice Cream Cone Day & Talk To A Telemarketer Day
July 17 – Peach Ice Cream Day
July 20 – Lollipop Day & Fortune Cookie Day
July 21 – Monkey Day
July 23 – Vanilla Ice Cream Day
July 24 – Public Opinion Day & Coffee Day
July 25 – Christmas in July
July 26 – Coffee Milkshake Day
July 28 – Hamburger Day & Cheese Lovers Day (so, shouldn’t it be Cheeseburger Day?)
July 30 – Cheesecake Day

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

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Are You An Emergent Employer? Would You Like to Be?

Want workers who have begun to take control of their careers? Want people who put renewed emphasis on balancing work and personal life? This new workforce has created a new kind of company – the Emergent Employer. The Spherion Corporation, a staffing and recruiting company, did some research into emergent employers that’ll help you:

The Rise of the Emergent Employer
Nearly a decade ago, Spherion began tracking historical changes in America’s workforce. From taking control of their careers, free agency, to the renewed emphasis on work/life balance. This new group of U.S. workers — dubbed emergent workers — have developed very different motivations, attitudes, and beliefs about their ideal work environment. The number of emergent workers has continued to grow since they were first identified in 1997, and is expected to represent the majority of U.S. workers by 2007. What motivates these workers is far from the traditional employment pact of the past where employees expected to remain at one company and receive their gold watch at retirement. The U.S. workforce has undoubtedly changed, and changed dramatically. Throughout this evolution, there will be significant implications if the workforce continues to change but employers do not.

How to Become An Emergent Employer
Emergent employers can be broadly defined by their utilization of two key workforce strategies:

They have adopted emergent management practices to effectively compete for employed talent.

They have become masterful at maintaining flexibility in their cost and workforce structures by leveraging a contingent workforce.

These progressive employers have implemented emergent programs such as flextime, job sharing, and telecommuting because they acknowledge that time and flexibility is a key driver of retention among the majority of today’s workers. Practices encouraging career and financial growth, such as training and development, are more prevalent and highly encouraged at emergent organizations. Workers are rewarded based on performance and measurements, not simply tenure. Emergent employers are keenly aware of what motivates and satisfies their workforce because they regularly survey employees to determine retention drivers specific to their workforce.

Emergent companies strategically and proactively develop an integrated hiring strategy in order to effectively utilize "supplied" vs. "employed" talent. These organizations reap benefits such as increased flexibility, cost-savings, and the ability to better weather economic fluctuations, because they’ve hired the right mix of full-time, contingent, or contract labor. And emergent employers enjoy greater financial success and employee growth than their traditional counterparts.

Emergent Employers: Creating A Model Workplace
19% of today’s companies can be classified as emergent. But, who are these emergent employers? The majority (62%) of emergent companies are larger organizations, typically $1 billion or more in revenue. However, a number of companies both small and mid-size fall into the emergent camp. And, all the emergent organizations cut across industry and geography. Most important, they all have one thing in common — emergent employers are preoccupied with creating an environment that ensures retention of its existing workforce and that attracts valuable, quality talent that is the best fit for their organization.

Overall, emergent employers are far more likely to utilize key retention programs at their organization, such as offering more work/life balance options, training and development programs, surveying employees on retention drivers, and offering bonuses to top performers.

Adapted from Joliet Junior College Training Source, 2006

Get more tips on recruiting great employees from TRAINING SYSTEMS.

Embracing Excellence: Becoming the Employer of Choice to Attract and Keep the Best Talent, by Arthur R. R. Pell
The Employer Brand, by Simon Barrow & Richard Mosley
Order by calling 800-469-3560 or Emailing 

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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

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Fun Meter   * Decorah Bank employees & customers
* Family members at the Banks family reunion
* Express Printing & Distribution customers

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Logic Alone vs. An Open Mind

Logic alone can cause you to come to the wrong conclusion.

A scientist was teaching a frog to "jump" on command. First, he cut off one of the frog’s legs and gave the command, "Jump!". The frog did. The same thing happened after cutting off legs two and three, though the third jump was a bit lop-sided. When the scientist cut off the frog’s fourth leg, he said, "Jump!", but the frog just sat there. The scientist repeated the command with no response.

The Scientist’s Conclusion: When a frog loses all four legs he becomes deaf.

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.
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!

Tools: Recruit Inspire Train Retain

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* ASAE's Professional Development Forum Online published Don’t Lose Your Learners—Involve Them! by TRAINING SYSTEMS, INC. President, Carolyn B. Thompson, in their “BOOKS THAT WILL MAKE YOUR JOB EASIER” section. Email TRAINING SYSTEMS for a copy.

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Simplify Your Life & Encourage Your Staff To Do The Same

Everyone is busy — you, your staff, your boss, your customers, your vendors, your family. Ask any retired person you know and they will tell you they don’t know where the time goes. Their life is full. And they are retired.

It is impossible to add any more to a full cup. When our lives are filled to the brim, there is no room for anything else to come in. Our lives become more and more frantic, we become stressed, our health suffers, we have less fun, and feel more and more powerless. Our lives may feel out of control. (Are we telling you something you don’t know?)

The idea of controlling time is a myth. There is no way to control time. All you can do is attempt to control events, and many of them are out of your control. You need to take charge of the things over which you do have control. This takes discipline. It’s not easy. With a finite amount of time available, you need to choose very carefully.

In order to make room for what you want, you need to get rid of what you don’t want. Your life will fill up by choice or by default. You need to choose. This requires a ruthless evaluation of everything you do and why you do it. You can make more time for yourself by delegating, reducing, or eliminating things you are now doing — things you either don’t like to do or that don’t provided the payoff you require.

It may not seem immediately apparent what or how something can be eliminated, but it can be done. It starts with making a list of everything you do that you don’t like doing and everything that no longer has real value to you.

Once you have made your list of hate-to-do and low-payoff tasks, it’s time to start prioritizing. One way to do this is to think about what you would do if you became incapacitated. How would these things get done? Would they get done? What would happen if they didn’t get done? Who else might do them? What could you be doing to produce more or better results?

Look for at least 3 things you’re doing...things you could discontinue or delegate. Think of how you would feel if you were no longer obligated to do these things. If the feeling is relief, then eliminate these tasks.

Dr. Wayne Dyer says relationships operating from obligation lack integrity. Our relationship with ourselves and with others should be one of integrity. Our goal is to eliminate this feeling of obligation.

What do you have in your life that you no longer want? Are they things? Obligations? Jobs? Problems?

In our complex world, it’s more important than ever to simplify our lives. Getting rid of whatever no longer serves us or others is one way we can do that.

What are you ready to eliminate from your life?

What can you do to help your staff eliminate things?

Adapted from an article written by Radha Sharma Makhecha for The Training Ideas listserv

Call TRAINING SYSTEMS, INC. for help prioritizing!
800-469-3560 or Email

Make a Comment/Question

Get more tips on inspiring great employees from TRAINING SYSTEMS.

How to Simplify Your Life , by Tiki Kustenmacher & Lothar J. Seiwert
Simplify Your Life: 100 Ways to Slow Down & Enjoy What Really Matters, by Elaine St. James
Order by calling 800-469-3560 or Emailing 

Tools: Recruit Inspire Train Retain

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Balanced Scorecard & Training

The Performance Scorecard, more commonly known as the Balanced Scorecard, is a performance management tool which aims to capture in a concise way the factors (performance drivers), which have the greatest influence on the performance of your organization, and how they are measured. The "balance" in a classic Balanced Scorecard is derived from the balance between performance in different areas like:


internal process

organizational development


What's the benefit? You can use the Balanced Scorecard to demonstrate a strong link with human performance technology (HPT) goals. In fact, many successful organizations use Balanced Scorecards to establish a balanced approach to managing business performance.

You’ll need to:

  1. Develop your organization’s Performance Balanced Scorecard to effectively support your organization’s strategic business initiatives.
  2. Help your organization see the link between the HPT model and a Balanced Scorecard performance measurement system, so everyone knows how they relate.
  3. Apply your scorecard.

If you happen to live near Chicago, the Chicago Chapter of The International Society for Performance Improvement on July 12th is examining the Balanced Scorecard as a method for driving business success and give real life experiences of how the scorecard method has been used by companies to increase employee performance. For more information and/or to register, visit the CISPI website at

If you live outside Chicago, Email or call TRAINING SYSTEMS, 800-469-3560, and we’ll fill you in on what we learned.

Ten Steps to Determining the Return on Your Training Investment (worksheets for planning and/or measuring the ROI), by TRAINING SYSTEMS, INC.
Skill Wars, by Ed Gordon, with multiple chapters on Balanced Scorecard & performance measure.
Order by calling 800-469-3560 or Emailing  (10% off by typing "RIR" in Special Instructions).

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Worried About All Those Retiring Boomers? Take Care of Your Generation X&Y-ers!

Having been asked this week both to write a magazine article on how to keep Generation X&Y staff and in a phone call to answer a question about what associations can do to replace the huge number of retiring Boomers — this article by Carolyn A. Martin, Ph.D. seemed appropriate:

Last summer, Barbara, a Boomer hospital administrator, had such a positive experience with a Gen Y intern that she recommended him to the accounting department. Just out of college, Jason hadn't thought about using his finance degree in a healthcare setting, but his internship was so valuable that he agreed to a one-year deal. Just three months later, however, Barbara received an irate call from the accounting manager. Jason had bailed out.

"See, I told you he was too young and impatient," Jason's fifty-something manager fumed. "Didn't he know he had a cushy job?"

Curious as to what went wrong, Barbara immediately got Jason on the phone. Jason's story was very different: "They put me in a cubicle for three months doing data entry," he explained. "They promised me I'd learn lots of stuff, but I wasn’t using my brain."

Generationally savvy, Barbara immediately understood the disconnect: "Cushy job" versus "I wasn’t using my brain." The most talented Gen Yers don’t want "cushy"; they want challenge. In our research on Gen Y, we've asked Yers what they consider when deciding whether to stay in a job or leave it. Their answers are quite telling:

* "We just need an opportunity. We don't want to be locked into dead-end jobs."

* "Get us to buy into your organization and let us contribute. We'll work our butts off and do a good job. If not, we're not afraid to move on."

* "I know it's time to leave when a position is open, I have the skills to take the position, and I've been turned down. It's worse yet to train someone off the street to take the job you're qualified for."

* "Just give us a chance to show you what we can do and what we can learn. We know we're young, but we want to contribute."

Yers want to be challenged and engaged: to learn new skills, to tackle new projects, to work with new people. When opportunities for learning and contributing disappear, so does their drive. Without a doubt, Gen Y is the highest maintenance workforce in history. But the flip side of high maintenance is high performance. Managers who make that investment will tap into a generation that wants to "use their brains" and "work their butts off" to do a good job.

reprinted from Rainmaker Thinking Inc.

Managing Generation Y, by Carolyn Martin
Managing Generation X, by Bruce Tulgan
The 2010 Meltdown: Solving the Impending Jobs Crisis, by Ed Gordon
Order by calling 800-469-3560 or Emailing 

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July 26-30, 2006
WorldFuture 2006: Creating Global Strategies for Humanity’s Future, Sheraton Centre Toronto, Toronto, Ontario, Canada,

July 28-30, 2006
Annual Conference of the World Future Society, Sheraton Centre Toronto Hotel, Toronto, Ontario, Canada,

August 19-22, 2006
ASAE’s 2006 Annual Meeting & Exposition, Boston Convention & Exhibition Center, Boston, MA,

September 14-15, 2006
Learnshare’s Atlanta Sharing@LearnShare Conference: Achieving Competitive Advantage, Renaissance Atlanta Hotel, Atlanta, Georgia,

September 25-27, 2006
IQPC’s E-Learning 2006: Evaluating, Delivering & Aligning E-Learning Technologies with Business Strategy, Renaissance Atlanta Hotel, Atlanta, GA,

October 4-6, 2006
Strategic HR Conference, Phoenix,

October 16-18, 2006
SHRM Workplace Diversity Conference & Exposition, Los Angeles, CA,

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Global Volunteers (
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!

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.

Donate PCs to National Cristina Foundation,;  Goodwill,, Salvation Army,

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

Several other places to recycle old PCs:,,

Find local Electronics recyclers at and

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Copyright 2006 TRAINING SYSTEMS, INC. All rights reserved.


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**We’ll be back next month with more great tips, ideas, success stories, and information to help you recruit, inspire, train, & retain great employees!

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