Proper Nutrition for Your Team’s Success

Nutrition? Hold on….you are on the HireMatters blogsite….we will talk about a little bit different type of nutrition than the often prescribed diet and exercise. This morning I did a Google search for “proper nutrition” and in .19 seconds was presented 2,680,000 options. I did not scroll past the first 4-5 pages but nowhere did I find an entry for what to feed your employees to optimize their career success. For the next few minutes I will provide you with insight into each of your employee groups to allow you to mix up a “nutritional plan” that feeds each just what they need to excel in your environment.

Let’s look at your employees in 3 easily definable groups; A, B and C players. From the front desk, those out in the plant and into the corporate office positions your company is filled with people fitting perfectly the descriptions of each group. “A” players carry the bulk of the workload, they get things done and do work in a way that builds future productivity and efficiency. Unfortunately, less than 10% of the world’s workforce is made up of true “A” players. Equally unfortunate is the reality that our education system and development programs are producing fewer “A’s” every year.

What does an “A” need to succeed? Simply put a steady diet of opportunity to innovate. “A’s” nutritional needs require the encouragement to take the lead in developing ways to be more efficient and productive going forward. “A’s” need to be in your plans, to know where you are going and to feel they are a critical part of your current and future success. Want to know how to discourage an “A” player? Just watch what happens when you announce that your company’s strategy in this downturn is to have a hiring freeze! Think about it from their prospective; the company I work for is experiencing challenges in hitting our goals, OK, cycles are just part of business…..let’s look for ways to cut some expenses (deadwood). “A’s” get it…..they know what’s going on, but tell them that you are so unsure of your future that you are officially not looking for any additional people like them…..may as well show them the door because that is exactly where they start looking. Your very best people will follow you through thick and thin but just don’t tell them they are stuck being the one who must carry the workload. “A” players keep a candle of hope burning all the time that you will bring other “A’s” into the company to make it easier and faster to accomplish your goals. Feed them a compelling future; one that allows them a key role in innovation and then commit to hiring others of their kind.

What about the 30-40% of employees who rate out to be “good” employees? Steady and stable, dependable and consistent; this group of “steady Eddie’s” also have a unique set of nutritional needs. Your “B” players’ success diet consists of predictable routines, fairness and most importantly, consistency in your managerial style and expectations. This group of employees is often taken for granted and left out when you hand out recognition. I have heard from many of my clients that their “B” players just don’t work in a way that draws attention. No real highlights and certainly no train wrecks that require you to drop what you are doing to fix. A very productive way for you to manage your “B” players is to announce far in advance the dates that you will spend time with them discussing your plans and their performance. Keep your workplace moving forward; “B” players love it when your company follows through with plans. Moving forward, through the eyes of a “B” player, does not mean big increases in sales and profits. They thrive on consistency and predictability; the beauty of their nutritional needs is just how easily this can be achieved through your honest, fair and consistent management style.

Ok, so what about your “C” players? Is there actually a diet out there to ever achieve more than mediocre performance? I believe it is highly unlikely you could ever justify the time, energy and expense necessary to turn your “C’s” into “A’s” but I can certainly help you improve your “C” results. “C” players are the way they are by consistently doing less than the expected result. Ever wonder why it is never more? Does leave you scratching your head, doesn’t it. Anyway….back to what to feed a “C”; since the nature of a “C” is to always do less than expected, always give them more than what must get done. Spell out your expectations and time lines in great written detail. When ever possible, be sure your “C” players report to a “B” manager. The “B’s” need for consistency is the only fighting chance you have for getting any productivity out of your “C” group. Lay out the expectations, get their commitment and get them reporting to a steady Eddie manager that just can’t stand things not getting done. Never, ever, never saddle your “A” players with the responsibility of managing your “C’s”. “A’s” won’t put up with their mediocre results and the “A’s” will find it much easier to leave your company than to fix the “C’s”.

Let me share a good 1-2-3 strategy to meet the needs of your “A’s”, “B’s” and “C’s”. Commit to identifying and upgrading 30% of your “C” player workforce annually. Be consistent and constantly hire new talent. “A” players will not find you, “B’s” see you moving forward and often the very best you will ever get from a “C” player are in the first 6 months, while they still feel some need to make a good impression. Be consistent and conduct regular evaluations and reviews. Must have a “fair” tool for identifying “C’s”, “B’s” love the predictable routine of feedback and good management practice and your “A’s” must be able to spend quality time with you discussing their contribution to your shared futures. Put a pencil to your true cost of hire and time to value. There are far too many of you out there in key leadership roles that honestly have no understanding of what it costs you to find talent and get them up to speed producing value. A big part of my day is working with clients to help them see this critical piece of knowledge. Former G.E. human resource executive and author, Bradford Smart speaks to an actual cost of hire upwards of 24-28X the annual salary in his best selling book “Top Grading”. Identify a proven source to bring you top talent. We have built a great business at Marshall Career Service by proving our ability to bring our clients top talent and do this at a dramatically less overall cost of hire than they are able to do on their own.

Business is about producing profit; productive people are profitable people. As leaders your job is to set the course for your company’s future and to create conditions which will motivate the very best talent to have interest in sharing your dream. Treat them well and feed them what they need.

Marshall honored with Locke-Matthiessen Award

Marshall Career Service president Rick Marshall was recognized Saturday April 4, 2009 as the recipient of the 2009 Locke-Matthiessen Award by the Texas Association of Personnel Consultants. The Locke-Matthiessen Award acknowledges career achievements and contributions to the betterment of the personnel consulting profession in Texas. Marshall served TAPC as a board member for 8 years and association president for two terms in 2006-2007.

“I am honored to be recognized as this year’s winner. Both Norvel Locke and Susan Matthiessen were tireless contributors to our association; I am obviously thrilled the selection committee of previous winners has added my name to this prestigious award.” Rick Marshall April 7, 2009

MCS Job Satisfaction Survey

The research department of Marshall Career Service is utilizing our company website www.marshallcareerservice.com as a tool to learn more about what is on the mind of visitors to our site. Our current survey asks you to rank your Top 3 “influencers” of job satisfaction from a list of 10. Participants have ranked “Salary/compensation”, “Challenge/satisfaction”, and “Location/commute time” as their Top 3. We encourage you to visit our site to choose your “influencers” from our list.

The staff at Marshall Career Service has “informally” conducted this survey for years during our face to face evaluations of the candidates using our services. In 2008, just over 1600 new candidates where evaluated by our staff. Our placement process is based on multiple visit evaluations; our staff probes deeply into the skills, motivations and career objectives of each candidate. We attribute a large part of our success to the time we take to get to know the people we recommend to our clients. In 2008 our consultants conducted over 6000 of these face to face evaluations while filling positions for our clients. This is a lot of work and certainly a large expense but an invaluable essential to our selection and placement success.

I find these survey results to be on track with what we hear from other jobseekers. Many people have a first reaction that money is primary to job satisfaction. My experience has shown me that “challenge/satisfaction” actually ranks #1 among people who see themselves as happily and successfully employed and not currently seeking new employment. Throughout 2009 we will be changing our survey questions to learn a variety of things from site visitors. In coming issues of Hire Matters we will be sharing those results. If you have an idea for a survey of our site visitors please drop me a note.

Lets all decide to have a great 2009!

Rick Marshall

MARSHALL CAREER SERVICE BEGINS 27TH YEAR

I am pleased to announce Marshall Career Service is beginning our 27th year of providing service to our loyal customers in the North Texas area. We are grateful of the opportunity you have given us to help you identify the talented people you need to make your business work. My staff and I share a strong commitment to keeping our skills sharp, our ears open to hear your needs and our eyes open to find the best talent available in this marketplace. It is our promise to continue to do our best to earn your business for many years to come.
We are excited to show you the many improvements that have been made to our website www.marshallcareerservice.com <http://www.marshallcareerservice.com/> . Our new site allows for a much more interactive relationship with our clients and the candidates we represent. We have installed RSS Subscription which will allow our customers to stay up to date on information ranging from survey results to new positions we represent. Our client companies can stay connected to the marketplace through our BlogSpot, www.HireMatters.com <http://www.hirematters.com/> . Monthly I will keep you current on information and issues effecting Texas business. You may also decide to become a subscriber which will give you the best opportunity to participate in regular surveys and discussions designed to improve your ability to attract and retain your key employees. We believe there is potential for this to become a very popular site to interact on common issues key to business success in our area.
Candidates represented by Marshall Career Service will be able to receive relavant career information and position updates related to their careers through www.HireOpportunities.com <http://www.hireopportunities.com/> . We have one paramount goal with this site; to help individuals understand the value and importance of having a well thought out and realistic career plan for themselves. Over the years I have seen an alarming number of seemingly successful people wander through life without a written game plan for their career. Personal and career accomplishment can not begin until one takes the personal responsibility necessary to commit to a direction and destination for their career. Please check in from time to time to read the ³career advice² my staff and I will be sharing on this site. I welcome your feedback and suggestions.
To enhance our ability to effectively represent the top talent available we have added links to today¹s most popular Social Networks. Top candidates can now reach us and learn about our services through LinkedIn.com, MySpace.com, FaceBook.com, Twitter.com and with JoberTalk.com. The staff at Marshall Career Service will continue to develop relationships with referrals from our most satisfied customers. As you have learned in your own companies; there is nothing better than a referral from a satisfied customer. We will work hard and do our best to earn the confidence of our customers. Your success allows for our success!
Thank you for allowing us to earn your business. I appreciate my staff and their shared commitment to helping you with your business and your career.
We will continue to show you We¹re Different at Marshall Career Service.
Thanks for your business!
Rick Marshall
Marshall Career Service, Inc.