Subject: Recruit, Inspire & Retain, September, 2001

/////////////////////////////////////// COOL INFO CONTAINED IN THIS ISSUE:

Great Strategies for a Tough Recruiting Climate * Who's Wearing Fun Meters? * LEADERSHIP QUOTABLES * Involving Employees - Ideas from "The Field" * HOW TRAINING SYSTEMS Helps You Complete Your Performance Improvement Project Successfully * Reduce Time For Learning By Using Participative Learning Methods * Standard Pacific Corp Creates Harassment Prevention Training In-House * How Cisco Systems Laid Off & Yet Retained a Bunch of Employees * Places to Go, Things to Do * Get 10% off books, tapes & software at by typing "RIR" in Special Instructions /////////////////////////////////////

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~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ COOL RECRUITING TIPS

Great Strategies for a Tough Recruiting Climate

* Use a multisource approach, combining the services of search firms, traditional print advertising, electronic job boards and professional networks.

* Go the extra mile to meet people who interest you, rather than insisting they come to you.

* Avoid compromising what you need for what you can find.

* Commit to making the decision as quickly as you can, consistent with your due diligence checks.

* Take charge of your own learning on how to recruit successfully. from Association Management magazine

!! Keep Recruiting. Use the downturn to attract a large applicant pool and use the selection process to keep the supply chain full. Instead of selecting applicants into

slots on your organization chart, select them into your proprietary talent database. And tell them so: "We want to have a long-term win-win employment relationship with you. We've selected you into our talent pool. We'll call you when we need you. If you are available when we call, we'll have a great assignment for you...maybe more." As you build your proprietary talent database, include great independent contractors, temps, and outside companies to which you can outsource work on an as-needed basis. excerpted from Bruce Tulgan's "Winning the Talent Wars"

**TOOL BOX** #"Winning the Talent Wars", by Bruce Tulgan How to manage and compete in the high-tech, high- speed, knowledge-based, superfluid economy. Available at  (10% off by typing "RIR" in Special Instructions).

#"Get The Best: How to Recruit the People You Want", by Catherine D. Fyock, TRAINING SYSTEMS, INC. HR Consultant, available at  (10% off by typing "RIR" in Special Instructions).

Get more tips on recruiting great employees at  and then click on RECRUIT TIPS. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Have a recruitment, inspiration, training, or retention 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?

...Citibank staff in a EAB Conversion loved them so much they had us make 50 more & overnight them!

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!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! POSTER QUOTABLES!

LEADERSHIP: "I personally learned through dancing with a very good dancer an important lesson about leadership (through my body). I was at a conference and was at a party where we were dancing. At the time, I didn't know "how" to dance except in a generic sense (the way those

of us Baby Boomers learned) The person I was dancing with was a ballroom dancer. What did I learn? That if the leader is confident ? the follower can follow ? even without knowing what she (or he) is doing!" Brenda VanderMeulen (Training & Development listserv)

HIGH EXPECTATIONS WORK!: On the first day of school, a teacher was glancing over the roll when she noticed a number after each student's name, such as 154, 136 or 142. "Wow! Look at these IQs," she said to herself. "What a terrific class." The teacher promptly determined to work harder with this class than with any other she ever had. Throughout the year, she came up with innovative lessons that she thought would challenge the students, because she didn't want them to get bored with work that was too easy. Her plan worked! The class outperformed all the other classes that she taught in the usual way. Then, during the last quarter of the year, she discovered what those numbers after the students' name really were: their locker numbers.


#BUY PACKS of inspirational posters at, do a Product Search for POSTERS, then look for Training Room Posters (30/pack).


+++++++++++++++++++++++++++ IDEAS TO INSPIRE

Involving Employees - Ideas from "The Field" ~~How do you involve employees in the design of your performance evaluation system? Elise Forman (, HR Manager at Partners International in Spokane Washington, told TRAINING SYSTEMS: "Number one would be asking for input from the managers on what they see as important factors in managing the performance of their employees. Second, would be to come up with examples of systems that would work best for the organization. I would like to see consistency on the way performance appraisals are accomplished, and to make them as simple as possible. Also, I would like to see the employee involved in the performance management process, discussing with their manager where their goals are, what training or development they may need to help them do their job."

~~IBM staff (50K of them!) participated in WorldJam, an online brainstorming session which met for four days in May. WorldJam was meant to brew fresh business ideas on methods of working efficiently and ways to retain employees. Using IBM's intranet, participants conversed with one another in live chat rooms, posted messages on online bulleting boards, and voted for their favorite

ideas. Thousands of proposals were generated, and 149 employees pledged to try out an idea discussed in the meeting. The event took some inspiration from a more traditional gathering in 1998 called SummerJam, a discussion and recruiting event that attracted about 1,500 people at eight IBM laboratories worldwide.


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HOW TRAINING SYSTEMS Helps You Complete Your Performance Improvement Project Successfully

Here's a humorous look at how to screw up any training or Performance Improvement project - thanks, Michael Greer (cr 2001). TRAINING SYSTEMS, INC. helps you do the opposite!

1. Don't bother figuring out how many different projects are going on in your organization at the same time and prioritizing them.

2. Encourage sponsors and key stakeholders to take a passive role on the project team.

3. Set up ongoing committees focusing on management process.

4. Interrupt team members relentlessly ... preferably during their time off.

5. Create a culture in which project managers are expected to "roll over" and take it when substantive new deliverables are added.

6. Halfway through the project, when most of the deliverables have begun to take shape, add a whole bunch of new stakeholders and ask them for their opinions about the project and its deliverables.

7. Never force sponsors to stand behind their approvals with a formal signoff.

8. Make sure project managers have lots of responsibilities and deadlines, but no authority.

9. Describe project deliverables in the vaguest possible terms.

10. Get projects up and running as quickly as possible - don't worry about documenting agreements.

REMEMBER THAT TRAINING SYSTEMS, INC. HELPS YOU DO THE OPPOSITE! Call us at 800-469-3560 for ideas on how to get your next training/performance improvement need taken care of successfully!


#Creating Highly Interactive Training Quickly & Effectively, by Carolyn B. Thompson, (10% off by typing "RIR" in Special Instructions).

|||||||||||||||||||||||||| TRAIN SO THEY'LL LEARN

Reduce Time For Learning By Using Participative Learning Methods (What? I always thought that took more time than lecture/reading!)

Real companies, who really measured time to learn and achieve on-the-job skill proficiency found:

* Innovative Management Solutions cut their software system training from 6 days to 2 days.

* Alberta Motor Association cut their coaching program from 3 days to 1 day when managers created their own coaching models so they are tailored to the needs of each manager's specific work environment.

* Fortis Family cut a 3 day product training to 1 day by having learners research, then help other learn what they learned.

* II Stanley cut 12 hours off a soldering class, saving the company an average of $1,800 each time the course is run.

How did they do this? E-mail to with your fax number and we'll send you a complete description of how these companies designed the learning methods. All of these companies got their ideas from and also saved huge amounts of design time using CourseBuilder software.


CourseBuilder software and design/development system follows the same principles as "Creating Highly Interactive Training Quickly & Effectively"...accelerated learning! See all the components at

Get more tips on helping great employees learn at, click TRAIN TIPS.

NEW FEATURE AT OUR WEBSITE! In addition to Train Tips, you can now get new ideas for learning methods you can use right away. Click TRAIN TIPS, then LEARNING METHODS. ||||||||||||||||||||||||||

======================= SUCCESS STORIES

Standard Pacific Corp Creates Harassment Prevention Training In-House

Heather Breidenthal ( had 893 managers & non-managers who needed to learn how to prevent harassment in their workplace. She went looking for either an existing course or a company who would design one for her. After talking with TRAINING SYSTEMS, INC. & looking at other vendors' off-the-shelf courses, she decided to design it in-house. Why? Standard Pacific Corp employees would feel more comfortable discussing these topics, even at the design phase, with in-house staff.

Heather said by designing this training herself she, as an HR Generalist, is way better prepared to help employees around any harassment issues that come up. She told TRAINING SYSTEMS that it was exhausting and took a lot of time, but it was FUN & built her skills! After she finished, TRAINING SYSTEMS gave her many ideas on how to get more mileage out of the course and ways to use it with new employees.


&&&&&&&&&&&&&&&&&&&&&&&&& RETAIN THE BEST

How Cisco Systems Laid Off & Yet Retained a Bunch of Employees

Earlier this year, San Jose, Calif.-based networking giant Cisco Systems announced layoffs for the first time in its history. But unlike its smaller rivals, Cisco approached the reduction in force not only with generosity - laid off employees received six months of severance pay ? but also creativity.

In a scheme officials said reflects the company's commitment to being a good corporate neighbor, employees

were offered another option to separation: They could agree to be farmed out to positions at nonprofit organizations. The plan calls for Cisco to pay one-third of the employee's salary and provide health benefits and stock options if he or she commits to work for one year at operations such as the Second Harvest Food Bank; InnVision, a San Jose-based service provider for the homeless; and Catholic Charities of Santa Clara County. The new position doesn't mean the employees will be on their own. Staffers will remain Cisco employees and that means quarterly goals and regular check-up meetings. "Anyone who doesn't see this as a real commitment won't stay in the program," Barbara Beck, senior vice president of human resources, told the San Jose Mercury. from "Pink Slip Alternatives Offered", Human Resource Executive Magazine, by Chris Cornell

**TOOL BOX** Managing Change At Work (book $13.95, CD & Book $99.00, Video & 5 books $395.00 w/FREE preview), (10% off by typing "RIR" in Special Instructions).

Get more tips on retaining great employees by clicking and clicking RETAIN TIPS.



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WWW.TRAININGSYS.COM Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where you can: * Download articles for your newsletter! * Free online assessments! * Purchase books, tapes & software to help you & your employees be the best! * Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees! * Click on links to great managing and training websites! * Purchase our famous inspirational quote posters! * Get answers to your employee recruiting, inspiring, retaining, & training questions from our experts!

Put it on your Windows taskbar! Right click a blank area of your taskbar and select Toolbars/New Toolbar from the drop down menu. In the new Toolbar box, enter ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ ,,,,,,,,,,,,,,,,,,,,,,,,,,,, PLACES TO GO, THINGS TO DO

September 16-22, 2001 2001 National Rehabilitation Awareness Week. Get info at

September 23-26, 2001 International Customer Service Association Conference, Orlando World Center, Orlando, FL,

September 26, 27, 28, 2001 Presenting Data and Information, Fairmont Hotel, Chicago, IL, 800-822-2454

September 25-26, 2001 Workforce 2002 Conference & Expo, Minneapolis, MN,

October 1-4, 2001 Organization Development Summit, Naples, FL,

October 2-5, 2001 Trade Show and Event Marketing Managers Conference, Baltimore Marriott Waterfront Hotel, Baltimore, MD,

October 10-12, 2001 ASTD Tech Knowledge Conference and Exposition, Charlotte Convention Center, Charlotte, NC,

October 10-12, 2001 The New Media Instructional Design Symposium, Washington, D.C.,

October 23-24, 2001 The 2001 Human Resources Conference: HR Challenges for the 21st Century, The Waldorf-Astoria, New York, NY,

October 27, 2001 11th Annual Make A Difference Day,

November 7-11, 2001 International Career Development Conference, DoubleTree Hotel at Seattle-Tacoma International Airport,


Copyright 2001 TRAINING SYSTEMS, INC. All rights reserved.


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