Recruit, Inspire & Retain

September 2008

Ideas for “Marketing” and Providing “Customer Service” to Current and Potential Employees

TRAINING SYSTEMS, INC.
Great Training for Great Employees

Visit our website, www.trainingsys.com
800-469-3560 FAX 815-469-0886
 Email

ABOUT US BOOKS & FUN STUFF RIR BACK ISSUES

COOL STUFF IN THIS ISSUE!

 
bullet FUN Days to Celebrate (Call/Email for Ways to Celebrate the FUN Days to Celebrate!)
bullet RECRUIT:  Job Applicants — Good Interview vs. Great Employee
bullet You Know You're Drinking Too Much Coffee When...
bullet Who's Wearing Fun Meters?
bullet INSPIRE: Creating A Workplace Legacy
bullet Cool Calls

What Do You Do to Help Busy Parents Get into the Swing of “Back to School”?  

bullet TRAIN: Training Older Workers: Do You Subscribe to the Depreciation or the Conservation Philosophy?
bullet RETAIN: The ABCs of Mentoring: The Why’s and How’s of Finding the Most Important Person in Your Professional Life
bullet Professional Development Conferences
bullet Ways to Volunteer & Give
 

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

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

If this was forwarded to you, get your own copy FREE!
 

FUN DAYS TO CELEBRATE

SEPTEMBER SPECIAL DAYS

September is...
Self-Improvement Month
Biscuit Month
School Success Month
Mushroom Month
Be Kind to Editors & Writers Month

September 17-23 – Constitution Week
September 21-27 – Dog Week

September 3 – Do It Day
September 4 – Bright Idea Day
September 5 – Cheese Pizza Day
September 6 – Coffee Ice Cream Day, Rent a Movie Day, & Read a Book Day
September 8 – Nose Hair Maintenance Day (?!)
September 9 – Hot Dog Day & Teddy Bear Day
September 10 – Swap Ideas Day
September 11 – Patriot Day
September 12 – Chocolate Milkshake Day
September 13 – Positive Thinking Day
September 14 – Cream-filled Donut Day, Hug a Crabby Stranger Day, Pet Memorial Day, Write
                         Your Own Headlines Day
September 15 – Thank You Day & Make A Hat Day
September 16 – Collect Rocks Day & Working Parents Day
September 19 – International Talk Like A Pirate Day & Butterscotch Pudding Day (Sure it’s not
                         RUM butterscotch pudding?)
September 20 – Lemonade Day
September 21 – International Day of Peace, World Gratitude Day, & Pecan Cookie Day
September 22 – Family Day & Ice Cream Cone Day
September 23 – Chocolate Day
September 24 – Innergize Day
September 25 – One Hit Wonder Day
September 26 – Pancake Day & international Tool Day
September 28 – Strawberry Cream Pie Day & Good Neighbor Day
September 29 – Rosh Hashanah, Coffee Day, & Pumpkin Day

Email TRAINING SYSTEMS, INC. for ideas on how to celebrate any of these days.
Last month, a reader asked us to include the ideas right here in RECRUIT, INSPIRE & RETAIN. We thought it was a great idea, and when we expressed concern for the amount of time it would take, he asked if we could at least do a couple. So here’s two for this month!

Do It Day, September 3 (Today!)
Always the Wednesday after Labor Day to capitalize on the "back to school, back to work" mentality that follows. It’s a day to encourage yourself and other procrastinators to identify what they want to get done, plan how to do it, do it on Do It Day and then celebrate their success!

Typical Do It! Day Do Its include:
-- Catching up on filing (e- and paper)

-- Cleaning out a drawer, file, closet

-- Writing a delayed letters and emails

Chocolate Day, September 23
Treat this day as a day for relaxing and enjoying. In the evening make yourself a cup of tea, coffee or hot chocolate and drink with your favorite chocolate bar, cookie or cake. Chocolate day is a day for reflecting and appreciating the good things you have - and of course for appreciating the taste of chocolate.

Some Ideas for Celebrating:

bullet Have a Chocolate Event
bullet Watch Movies About Chocolate - Charlie and the Chocolate Factory, Chocolat,
Consuming Passions, Like Water for Chocolate
bullet Play Chocolate Games - Chocolate-Opoly, chocolate Chess (chocolate pieces which
you eat when you take them), a piñata filled with chocolate, chocolate poker ("chips"
instead of chips)

 Back to top

COOL RECRUITING TIPS

Job Applicants — Good Interview vs. Great Employee

How do you distinguish between job applicants who sound good in interviews and those who will really do a good job? Sheila C. Johnson, co-founder of BET, founder of Salamander Hospitality, and co-owner of the NBA's Washington Wizards, answered this question:

The first thing you have to realize is that if you trust your gut alone, you'll make a lot of mistakes. Even if you get a recommendation from a trusted friend or colleague, the person you hire may not fit well in your culture. I've probably made more than 50 hiring mistakes in my time as entrepreneur, and they have happened at every venture I've been involved in. At BET, we hired an extremely well-credentialed CFO who embezzled almost $2 million and ultimately ended up in jail. At Salamander Hospitality, which owns and develops hotels and resorts, I hired a full-time consultant who was recommended by a friend. It didn't work at all. Actually, he wasn't even qualified. He sent us in some wildly wrong directions, and a few million dollars later, it was a pretty bitter pill to swallow.

About two years ago, I decided that I would do everything I needed to do to ensure that I get the right people. I now use a headhunting firm to recruit every senior level employee. It's expensive -- we pay about $100,000 a year. And it can sometimes take six months to find the right person. But in the long run, it pays off. We do our best to hire slowly and fire quickly.

My headhunting firm also administers personality tests to all of our job candidates, not just the top ones. This has been crucial for us. The firm gives applicants tests like the DISC assessment, which measures personality type, and the PIAV test, which looks at the different ways employees deal with stress. This really helps filter out all the people who interview well but don't perform. When I first started using these tests, I even gave them to my current employees. They worked so well that our headhunters spotted one human resources employee at Salamander whose testing indicated she would be better suited for another department. She now works for my foundation, and she's much happier.

Psychological testing isn't enough, however. Whomever you hire, especially for a senior position, make sure you investigate, investigate, investigate. At Salamander, I use an investigation firm that can go and dig up everything on a candidate all the way back to kindergarten. It tells you a lot about someone if he or she has ever skipped paying taxes. Keep an eye out for employees who have had any kind of financial trouble, even if it's small. Those are the type of people who, in my experience, end up being subpar -- or worse, end up stealing from you.

As an entrepreneur, you have to realize that you're going to make mistakes hiring. But I know the money I spend on the hiring process is going to come back to me when I find employees who are the right fit. In this economy, you can't afford to hire people who aren't pulling their weight.

Reprinted from Inc. Magazine, September 2008

Get more tips on recruiting great employees from TRAINING SYSTEMS.

  
**TOOL BOX**

Behavior-Based Interviewing: Selecting the Right Person for the Job, by Terry L. Fitzwater
    

Hiring the Best: Manager's Guide to Effective Interviewing and Recruiting, Fifth Edition, by Martin Yate and Martin John Yate

Tools: Recruit Inspire Train Retain

 
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.

 Back to top

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

You Know You're Drinking Too Much Coffee When...

You answer the door before people knock.
Juan Valdez named his donkey after you.
You ski uphill.
You get a speeding ticket even when you're parked.
You speed walk in your sleep.

You haven't blinked since the last lunar eclipse.
You just completed another sweater and you don't know how to knit.
You grind your coffee beans in your mouth.
You sleep with your eyes open.

You have to watch videos in fast-forward.
The only time you're standing still is during an earthquake.
You can take a picture of yourself from ten feet away without using the timer.
You lick your coffeepot clean.
You spend every vacation visiting "Maxwell House."

You're the employee of the month at the local coffeehouse and you don't even work there.
You've worn out your third pair of tennis shoes this week.
Your eyes stay open when you sneeze.
You chew on other people's fingernails.
The nurse needs a scientific calculator to take your pulse.

Your T-shirt says, "Decaffeinated coffee is the devil's blend."
You're so jittery that people use your hands to blend their margaritas.
You can type sixty words per minute... with your feet.
You can jump-start your car without cables.

All your kids are named "Joe".
You don't need a hammer to pound nails.
Your only source of nutrition comes from "Sweet & Low."
You don't sweat, you percolate.
You buy Half & Half by the barrel.

You've worn out the handle on your favorite mug.
You go to AA meetings just for the free coffee.
You walk twenty miles on your treadmill before you realize it's not plugged in.
You forget to unwrap candy bars before eating them.
Charles Manson thinks you need to calm down.

You've built a miniature city out of little plastic stirrers.
People get dizzy just watching you.
You've worn the finish off your coffee table.
The Taster's Choice couple wants to adopt you.
Starbucks owns the mortgage on your house.

Your taste buds are so numb you could drink your lava lamp.
You're so wired, you pick up AM radio.
People can test their batteries in your ears.
Your life's goal is to amount to a hill of beans.
Instant coffee takes too long.

You channel surf faster without a remote.
When someone says. "How are you?", you say, "Good to the last drop."
You want to be cremated just so you can spend the rest of eternity in a coffee can.
You want to come back as a coffee mug in your next life.
Your birthday is a national holiday in Brazil.

You'd be willing to spend time in a Turkish prison.
You go to sleep just so you can wake up and smell the coffee.
You're offended when people use the word "brew" to mean beer.
You name your cats "Cream" and "Sugar."

Your Thermos is on wheels.
Your lips are permanently stuck in the sipping position.
You have a picture of your coffee mug on your coffee mug.
You can outlast the Energizer bunny.

You short out motion detectors.
You don't even wait for the water to boil anymore.
Your nervous twitch registers on the Richter scale.
You think being called a "drip" is a compliment.

You don't tan, you roast.
You don't get mad, you get steamed.
Your three favorite things in life are...coffee before, coffee during and coffee after.
Your romantic partner uses soft lights, romantic music, and a glass of iced coffee to get you in the mood.
You can't even remember your second cup.

You help your dog chase its tail.
You soak your dentures in coffee overnight.
Your coffee mug is insured by Lloyds of London.
You think CPR stands for "Coffee Provides Resuscitation."
Your first-aid kit contains two pints of coffee with an I.V. hookup.
and.....

You introduce your spouse as your coffeemate.
 

**TOOL BOX****
   
"All stressed out and no one to choke" poster Here’s a FREE poster that everyone will LOVE Want more? Email or call 800-469-3560 to find out how to buy packs of posters!
   

Tools: Recruit Inspire Train Retain

Back to top

 WHO'S WEARING FUN METERS?


Fun Meter   * Buyers at the Pioneer Network Conference Bookstore

* Buyers at Gratitude in Port Aransas TX

* Mary Noyes

* MarciaAllenTeam.com
     

IDEAS TO INSPIRE

Creating A Workplace Legacy

If you’re a baby boomer nearing the final 5 years of your career, don’t just drift into retirement. Here’s how to revitalize your spirits and make a difference for generations to come.

The first wave of nearly 78 million baby boomers has reached a watershed: these employees are in the final years of their work lives. At this stage, many can do their jobs blindfolded; they’re restless, bored, unmotivated, and looking for that elusive "something more". No wonder. Wherever a baby boomer lands by the age of about 57 is usually where he or she stays until retirement. A company unsure of a boomer’s plans may not assign him or her to challenging projects requiring a long-term commitment. In short, the boomer can become a persona non grata.

But that has begun to change. As boomers have aged, attitudes toward the capabilities of older workers have shifted. And boomers have lived more extravagantly than their parents; continued income is critical to maintain their lifestyles. So, if you’re a boomer, working longer may become a new reality. But don’t let that create career malaise that interferes with your vitality and productivity. Many boomers with 5 or fewer years of work ahead of them are no longer motivated by money, power, prestige, or position. If you’re like them, take advantage of that attitude. Re-frame the Final 5 as the time to create a legacy, not a time of decline, and you’ll give those years purpose and meaning.

There are innumerable ways to create your legacy before moving on to post-career life, but here are 10 to consider. During your last few years of work, find 2 or 3 that complement your personality and the culture of your company:

bullet Transfer knowledge to younger workers
bullet Be a mentor
bullet Creating new systems or processes
bullet Define standards of excellence and methods to measure them
bullet Influence the vision, values and goals of your company
bullet Become a trusted advisor
bullet Get involved with the community or nonprofit causes
bullet Develop your exit strategy
bullet You’re a boomer, so create your own strategies!

Excerpted from United magazine, September 2008

  
 **TOOL BOX**
     
Portfolio Life: The New Path to Work, Purpose, and Passion After 50, by David D. Corbett & Richard Higgins

Order by calling 800-469-3560 or emailing books@trainingsys.com and get your 10% discount by mentioning RIR.

   
Don't Retire, REWIRE! by Jeri Sedlar & Rick Miners

Tools: Recruit Inspire Train Retain

Back to top

COOL CALLS

 
Several learners from national health insurance company training on presentation skills wrote us at the end of the day
* Robin was very energetic, informative, helpful, insightful and a joy to learn from. 
 
* She’s awesome, constructive feedback [on the practice video presentations] done gently but effectively.
 
* Her enthusiasm made you want to participate.
 
* Made me feel very comfortable.
 
Another emailed 2 weeks later:
* I really enjoyed the workshop.  I did a team meeting the very next week using some of what I learned.  Based on reports after that time, it looks like I was definitely able to get my point across.  Employee phone performance improved.
   

TRAIN SO THEY’LL LEARN

Training Older Workers: Do You Subscribe to the Depreciation or the Conservation Philosophy?

In today’s world, American business is faced with the challenge of maintaining a skilled and productive workforce in order to meet or beat the competition. Training employees to work at peak capacity is necessary for survival.

Two Conflicting Philosophies
There are two philosophies regarding employees’ abilities: depreciation and conservation. The depreciation philosophy sees employees as assets with a decreasingly useful life. It assumes that a person’s value to the organization peaks during his or her early career, plateaus at mid-career, and declines steadily thereafter. Investments in training and development beyond mid-career are not considered cost effective. One of the flaws of this philosophy is that it ignores that recruiting, selecting, and training new employees is expensive, and the odds are good that a newly hired college graduate will leave the organization within 5 years.

The conservation philosophy sees a person’s value to the organization developing gradually and, if properly managed, being maintained at a high level throughout the person’s career. This philosophy recognizes that a 50-year-old will likely stay with the organization for the remainder of his or her career. It favors investing in career planning, training, and development for employees of all ages.

Three Common Problems
The mid-career and older employee has 3 potentially serious problems that reduce productivity:

Problem 1: Career Burnout
Career burnout is caused by emotional and physical exhaustion. It is commonly found in jobs with intense pressures and limited support systems.

Some Solutions to Career Burnout
Nip it in the bud (as Barney would say)! Look for excessive absenteeism, uncharacteristic poor attitude, disregard for the quality of work, and complaints about work overload. When burnout is diagnosed early, managers can take steps to prevent it from derailing careers. Some steps to take are:
bullet Job redesign or job rotation
bullet Special temporary assignments
bullet Reassignment as mentors or trainers
bullet Stress management training
bullet Sabbatical leaves

Problem 2: Career Plateauing
Employees quit trying or let up when there is little probability of promotion.

Some Solutions to Career Plateauing
bullet Assign employees to projects that use their special skills
bullet Use frequent performance appraisals to alert employees to problems on the job
bullet Provide alternative career paths
bullet Provide opportunities for training and development
bullet Set up a job posting and bidding system

Problem 3: Career Obsolescence
Career obsolescence occurs when the skills and knowledge needed to do a job well have become outdated.

Some Solutions to Career Obsolescence
bullet Retrain to sharpen existing skills or teach new skills
bullet Encourage employees to become active in professional organizations
bullet Encourage employees to take courses to keep up with new developments
bullet Establish or upgrade a career planning and management system
bullet Encourage older employees to consider their career options and develop career contingency plans
bullet Hold career planning workshops
bullet Start a career information center
 
Adapting Training Techniques for Older Employees
The best way to minimize older employee career problems is to help them maintain their old skills and develop new ones. Here are some especially effective training techniques to use when working with older workers:
  1. Have the trainees help plan the curriculum.
  2. Work with each trainee to develop an evaluation process that will measure the extent to which his or her personal learning objectives have been accomplished.
  3. Allow for participation and interaction among learners by using problem solving, case studies, role playing, and practice sessions.
  4. Relate new learning to trainees’ past experiences.
  5. Help each trainee to transfer and translate current skills to the new skills being learned.
  6. Provide audio and visual learning materials designed to compensate for any hearing or sight loss older persons might have. This is especially important when using slide or taped presentations, videotapes, films, or flipcharts.
  7. Use large, bold, dark print on flipcharts.
  8. Reduce glare.
  9. Keep a consistently high level of light on the screen when showing films, videos, or slides.
  10. Post training materials at eye level (for those wearing bifocals).
  11. Be sure that there is no distracting background noise.
  12. Use good diction.
  13. Speak clearly at a lower range and a natural rate of speech.
  14. If there are hearing-impaired persons, seat them up front where they can see the speaker’s face.
  15. Use handouts, memory aids.
  16. Eliminate time-pressured situations. Encourage self-pacing. Allow trainees extra time to practice alone.
  17. Use older trainers. They are especially sensitive to the needs of older trainees and are excellent role models.
  18. Provide encouragement, assurance, and reinforcement often.
  19. Reiterate new, complex concepts frequently.
  20. Stress the relevance and application of training issues.

Remember, if the learner hasn’t learned, the teacher hasn’t taught.

Excerpts from How to Train Older Workers, AARP

Make a Comment?

Get more tips on training great employees from TRAINING SYSTEMS.

 
**TOOL BOX**
     
How to Train Old WorkersFREE by emailing TSI@trainingsys.com
   

Training Older Workers and Learners: Maximizing the Workplace Performance of an Aging Workforce by James L. Moseley & Joan C. Dessinger
    
Order both by calling 800-469-3560 or emailing books@trainingsys.com and get your 10% discount by mentioning RIR.

Tools: Recruit Inspire Train Retain

Back to top

RETAIN THE BEST

The ABCs of Mentoring: The Why’s and How’s of Finding the Most Important Person in Your Professional Life

People used to know what a mentor was, but the term has fallen into disuse. They still exist and are very useful people to have in your corner as you make your way through your work life. The mentoring process has less in common with telling someone what to do than it does with helping them learn how to do it.

What is a mentor and do you need one?
Ulysses had it easy when he entrusted the education and well-being of his son, Telemachus, to an Ithacan gentleman he called Mentor, largely because that was his name. The name Mentor has since morphed into a verb that means – in a business setting – the act or process of helping someone younger or less experienced to learn the ropes. A mentor not only shows you the ropes, but might also give you some lessons on how those ropes are tied, how they sometimes get tangled, and how to avoid hanging yourself with them.

How do you spot a mentor?
Instead of looking for the most talkative person in the room, notice the person who elevates the discussion to a higher or more interesting level. This person may have the vexing habit of pointing out a fundamental issue or problem that others have failed to acknowledge. A mentor is often modest but quietly carries lot of weight.

How do you sign up?
Mentors and mentees gravitate toward one other. They may not even be aware of their relationship until it has gone on for a while. It is the obligation of the younger person to seek out a mentor and keep the relationship going. You do this by keeping in touch and exploiting each opportunity to engage the mentor. It’s reasonable and expected to take your mentor to lunch.

Is a mentor the same as a friend?
Often, the features of each type of relationship overlap. But a mentor is not someone with whom you routinely share your personal thoughts and feelings. To do that would dilute the relationship. Besides, you have friends to whom you can complain A mentor should see you at your best. You should mentally suit up for this person and share your finely honed critical thinking. You offer up the problems that vex you, not simply annoy you. Playwright David Mamet gives drafts of his plays to Nobel Prize-winner Harold Pinter.

Is it wise to have your boss serve as your mentor?
That would be a definite maybe. It’s tricky being candid with someone who has the power to fire you. On the other hand, the mentor who is also the boss may be inspired to look after you during rough times and reward you lavishly during good times.

When Michael J. Cavanaugh started working for Travelers Insurance, Jamie Dimon was his boss. Dimon has a reputation for being a fierce taskmaster. Cavanaugh proved to be a gifted and resourceful workhorse. Later, when Dimon took over Bank One he brought Cavanaugh along and transformed that company into the powerhouse that is JPMorgan Chase. Cavanaugh is now the CFO of Chase, and it was his announcement that Chase was buying out Bear Stearns that single-handedly quieted the credit markets and avoided a meltdown of our financial system. Dimon could have made the announcement, but he didn’t. Mentors don’t need the spotlight.

Should you look to the opposite gender for mentoring?
It is an unfortunate fact that any enhanced relationship between a businesswoman and a businessman who is her senior – or vice versa – creates speculation. Therefore, it is especially tricky for someone to acquire a mentor of a different gender. These relationships can and do work, but it can require extra effort to keep focused. Many people find it easier and more productive to find a female mentor.

What if you outgrow your mentor?
This happens all the time. Sometimes you rise farther in your field than your mentor ever did. That’s an example of good mentorship. Sometimes your mentor will disappoint you, and that’s fine too. Never accuse your mentor of being outdated, out of touch, or just plain wrong. That would be rude, and possibly inaccurate. Always keep the relationship if you can. If necessary, find yourself a new mentor to help you achieve new challenges you have set for yourself. Some people have successive generations of mentors who have helped them during their career. Mentors, active or retired, deserve your continued respect and appreciation.

Perhaps some day you will find yourself confronted by some kid who seems especially eager to find out what you think and know. That’s how it works. And when you are asked to go to lunch, accept the invitation. You probably have information more useful than you will ever know.

Reprinted from The Rotarian, September 2008

Make a Comment?

Get more tips on retaining great employees from TRAINING SYSTEMS.

 
 **TOOL BOX**
     
The Heart of Mentoring: Ten Proven Principles for Developing People to Their Fullest Potential by Robert Tamasy & David A. Stoddard

Order by calling 800-469-3560 or emailing books@trainingsys.com and get your 10% discount by mentioning RIR

   
Mentoring: How to Develop Successful Mentor Behaviors, by Gordon F. Shea

Tools: Recruit Inspire Train Retain

Back to top

PROFESSIONAL DEVELOPMENT CONFERENCES

September 24-26, 2008
SHRM Strategy Conference 2008: Creating the HR Leadership Agenda, Westin Mission Hills Resort & Spa, Palm Springs, CA

Information Mapping’s Developing Procedures, Policies, and Documentation Workshops

September 9-11
September 16-18
September 23-25
October 14-16
October 21-23
October 28-30
November 4-6
November 11-13
November 18-20
December 2-4
December 9-11
December 16-18
Chicago, IL
Washington, D.C.
New York, NY
Atlanta, GA
Waltham, MA
Phoenix, AZ
Columbus, OH
Houston, TX
Orlando, FL
Waltham, MA
Washington, D.C.
San Francisco, CA

http://www.infomap.com/dppd.htm

September 18-20, 2008
27th Annual Inc. 500 Conference & Awards Ceremony, Washington, D.C., http://www.inc500conference.com

September 24-26, 2008
SHRM Management Strategy Conference, The Westin Mission Hills Resort & Spa, Palm Springs, CA, http://www.shrm.org

October 2, 2008
Southern Illinois Volunteerism Conference, Holiday Inn, Mt. Vernon, IL, http://www.sivc.net

October 6-7, 2008
Exceptional Boards: Strengthening the Governance Team Workshop, The Fairmont, Chicago, IL, http://www.asaecenter.org

October 15-7, 2008
Canadian Society for Training and Development Annual Conference 2008, Toronto, CAN, http://www.cstd.ca/conference

October 15-17, 2008
HR Executive’s 11th Annual HR Technology Conference & Exposition, McCormick Place, Chicago, http://www.HRTechnologyConference.com

October 16-17, 2008
WEB 30 Conference & Expo: Semantic Web & Linked Data Business Strategies, Santa Clara, CA, http://www.web3event.com

October 27-28, 2008
SHRM Workplace Diversity Conference & Exposition, Atlanta, GA, http://www.shrm.org/conference/diversity

January 27-28, 2009
Association Technology Conferencee, Washington Convention Center, Washington, DC, http://www.technologyconference.org/

January 29-30, 2009
Exceptional Boards: Strengthening the Governance Team Workshop, Gaylord National Resort & Convention Center, National Harbor, MI, http://www.asaecenter.org

February 23-25, 2009
Talent Management Magazines’ Strategies 2009, Ritz-Carlton, Laguna Niguel, CA, http://www.talentmgt.com/events

Back to topp

WAYS TO VOLUNTEER & GIVE

www.AmericaSupportsYou.mil has a list of hundreds of organizations that support the military. The Yellow Ribbon Fund is one such group and focuses on injured service members and their families.

PODCAST: MORE GREEN TECHNOLOGIES FOR THE OFFICE, http://www.Inc.com/keyword/jun08

CLUTTER FOR A CAUSE
Donate:


EASY TO BE GREEN!

 

K www.eartheasy.com has great tips on green cleaning.
KK 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.comcom
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.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.

Set a reminder to visit http://www.thebreastcancersite.com daily and click this button to help underprivileged women get mammograms.

volunteermatch.org helps you find organizations in your area that spark your interest in volunteering.
momsrising.org fights for family-friendly programs and policies at work.
mygooddeed.org honors the heroes and victims of 9/11, by giving ideas for good deeds to perform.
kiva.org helps entrepreneurs by connecting them with backers for short term loans
guidestar.org and charitablechoices.org both make sure the organizations you’re supporting are legit and give the bulk of their money to their mission

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

RECYCLING

Recycle 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.comcom 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.comm

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

CONTESTS

SHRM Foundation scholarships: application deadline July 15, 2008, for more information, visit it www.shrm.org/foundation

US Chamber’s 2008 Small Business of the Year Award: for info or to apply, go to http://www.uschambersummit.com

ASAE’s 2008 Associations Advance America Awards: apply at http://www.asaecenter.org/AAAawards


WWW.TRAININGSYS.COM
Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where re e
you can:

* Download articles for your newsletter!!!
* Use free online assessments!
* Purchase books, tapes & fun incentives to help you & your employees be the best!
* Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees!
* Have a recruitment, inspiration, training, or retention idea or question? Send Email, 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 
* 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!

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

Copyright 2008 TRAINING SYSTEMS, INC. All rights reserved.

**FORWARD RECRUIT, INSPIRE & RETAIN TO OTHERS

Remember, you can get issues you missed at our Website  http://www.trainingsys.com/rir/index.htm. For older (pre-1997) issues, call 800-469-3560 or send an Email.

**ARTICLE REPRINTS FOR RECRUIT, INSPIRE & RETAIN
An ideal way to introduce new ideas or stimulate learning with the employees in your organization.
Article reprints can also serve as a powerful promotional or sales tool - include them with your
brochures, newsletters & media kits. For complete information on article reprints or copyright
permission, call 1-800-469-3560 or Email

**YOU HAVE UNIQUE, VALUABLE KNOWLEDGE FOR OTHERS
We’d love to print your articles on recruiting, inspiring, training and retaining employees. Email
your article.

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

RECRUIT, INSPIRE & RETAIN contains links to websites operated by organizations other than TRAINING SYSTEMS, INC.  These links are for your convenience and we assume no responsibility for the content or operations of those sites.

RECRUIT, INSPIRE & RETAIN TRAINING SYSTEMS, INC., published 12 times/year. Editor: Carolyn B. Thompson, Data Entry: Patti Lowczyk (Lowczyk Secretarial), HTML: Debbie Daw (http://www.helpquestdomains.com). Visit us at http://www.trainingsys.com soon!

 
SUBSCRIBE (it's FREE) - send blank Email to: join-rir@trainingsys.com

UNSUBSCRIBE - send blank Email to: leave-rir@trainingsys.com

Change your Email address (we want to keep you!) - unsubscribe under your old address (send blank Email
to: leave-rir@trainingsys.com) then subscribe your new address (send blank Email to: join-rir@trainingsys.com)