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Scenario 1: A bunch of 6-year-olds get together to play their first game of baseball. No one knows the rules of the game, how to run bases, get anyone out, what position to play, how to hit the ball, or what to do next if they manage to connect. The coach is going bonkers! What happened? What can he do to get things on track and get sanity back?

Scenario 2: Sue comes to work for you and has lots of experience in the field. She's a pro, but not a team player. The first week on the job, she scores some successes, but breaks every rule in your book. She makes end runs around you and procedures and is oblivious to the goals the rest of your team has incorporated. What's happened here? Do you have resources or tools that will get her to play by the rules? How can you tap her powers, or should she be sent to the showers?

Both stories indicate what happens when people have no clue about the rules of the game or how you play ball. In order to win in business, several things must be in place....

First: All team members must grasp how the game is played in general.

Second: Team members must understand how you play the game--your own rules, goals and most important, the corporate core values that define Your Way of Doing Business.

Third: Players must embrace a vision of what winning means to the organization.

Fourth: Your coaches (managers) must have tools on hand that help them recruit stars and communicate the game plan.

Successful companies that chalk up winning seasons have all these things in place. Helping you put them in place is where we come in. At The Human Resource Store, our specialists help you clarify your vision and core values, get your rules in a row and explain it all in understandable English. Why? So you and your coaches/managers can use these tools to attract talent who can win for you and with you. It's also critical so managers can "coach" better with players who understand the rules of your game and "how you expect them to act."

If you want rookies, stars and free agents to be attracted to you, call us. We'll take Your Way of Doing Business and translate it into English so your recruitment, orientation and ongoing training and development programs reinforce--throughout the Life Cycle of the Employee--your goals, expectations and core values. In short, "Whack! It's outta' here!"

Once upon a time, Joe and Martha needed a new car. They saved their money, shopped around for a good deal and finally bought their "dream car." It cost them $25,000 dollars -- and within a year, it stopped running!

Why? They neglected to protect their investment. They forgot to grease and oil the car and it broke down completely (unfortunately, after that, so did Joe and Martha).

We're bringing this story to your attention because something similar could happen to you. You have invested a lot of money in your work force, the engine that drives your organization. You have spent far more than Joe and Martha in order to put together your dream machine.

That's a substantial investment and, just like the car, it needs protection. Every now and then, you need maintenance and review to make sure the engine is in tune and keeps humming. Regular feedback is the "grease and oil" all people need, or they (and your business) may soon face a breakdown.

Fortunately, at The Human Resource Store, we have a maintenance program that can help keep your business firing on all cylinders. We call it our Professional Development Program. We have top HR mechanics on hand to do follow-up interviews and behavioral profiling (free with Full Service contract) and a whole store full of ideas and tools you can use. Note the "Review Sheet" we've attached and see how it is designed to help you keep performance up to expectations, encourages mutual exchange and gives all parties the chance to shift into a higher gear. We make sure that your best performers are put on the fast track to success, your average performers be given a tune up and run better than ever, and that you can get rid of those parts of your machine that are costly and inefficient. We suggest you use our "Maintenance Program" to help shore up your investment and to ensure this story has a happy ending.

Intriguing Epilog
Yet another effective maintenance tool available to you is the Human Resource Store's Monthly Contract. It locks in a permanent review process, provides 8 other benefits and gives you a 10% discount on all of our services. We'd be pleased to fill you in on the full story so please call The Human Resource Store about it.

The End
or better still,
A More Productive Beginning!

Traffic is horrible, and you're upset. Don't these people realize you have someplace to be? There are buses, trains, all sorts of public transportation. Why don't they use them? Why don't you?

The fact is, given the opportunity, most people prefer to be in control, not only of their destination, but of how they reach it. This is as true in their professional lives as it is on the highways.

During Recruitment
Potential employees (especially in today's market) are in the "driver's seat." They can go on as many interviews as they want. They take responsibility for identifying and communicating their wants and needs (and qualifications) and decide if your opportunity fits their vision. They can say anything and ask any question on the interview in order to find the position they feel will take them where they want to go.

Thereafter
Somehow, very quickly, once the employee is hired, he or she moves from the driver's seat into the back seat of the car. Now it's you, the employer, driving, and for some reason it becomes your responsibility to make sure his/her vision is still a possibility. Sounds crazy doesn't it? Still, I find that it's the normal course of events during the Life Cycle of the Employee. At this critical point, the employer tends to forget where the employees are going and simply takes them in the direction that will most quickly achieve the company's needs. Once employees perceive that their professional goals (vision) are not a possibility anymore, one of 3 things happens: (A) morale and productivity go down; (B) they quit; or (C) you fire them. In all cases, you suffer the consequences 

The Secret to Motivating and Retaining Today's Employees
Is to let them continue to drive the process. Find out what their wants, needs, and vision are, and give them a road map (the support they need) so they can reach their destination, while still making all the stops necessary to achieve the company's goals. It is the employer's responsibility to take into account an employee's skills and ability, and provide an opportunity/environment where he or she has a realistic chance to succeed.

How to Keep The Employee In The Drivers Seat
We all want to find and maintain employees who demonstrate leadership and can manage both themselves and their tasks well. If you are not sure how to achieve this, The Human Resource Store suggests the following:

1. A free, 55-minute "mini" on-site workshop on "Reviews Made Simple," which will include how to enact a vision, morale and productivity program.

2. Read free human resource bulletins #Vision, Morale and Productivity, our Professional Development Program, Is It Possible For You to Achieve Your Vision, and The One Hour Interview.

3. Let us work with you to customize your orientation process so employees have the support they need to succeed.

4. Explore the possibility of creating a world class human resource department, using our 6-step process (see our free bulletin). This includes integrating the company's vision and the employee's vision into a win-win partnership.

Joe Schmoe's wife says to him, "Pick up a box of Wheaties." Joe goes to the store and finds a perfect looking box labeled "Wheaties," with a great picture of Michael Jordan on it. He pays for it and brings it home. 

When his wife opens the box, there's nothing in it. Mrs. Schmoe asks, "Why on earth would you buy an empty box of Wheaties?"

Joe replies, "How was I to know?"

His wife picks up the empty box. "Couldn't you tell by the weight?" she asks. "Didn't you shake it to see if there was something in there? There are clues!"

Joe just shrugged. 

What's The Point?

The point is that, in interviewing, most people tend to look at what's visible. You look at candidate's resume, whether their appearance is professional, if they communicate well, etc. However, it is your job as an interviewer to also get invisible information. You must determine the candidate's core values, beliefs, attitudes, skills, experience, education, accomplishments, and personality traits he/she brings to the table. You need to see what you are really getting, not just the box it comes in. 

A candidate is allowed to say anything or ask any question, but as the company interviewer, you have a whole host of laws governing what you can and cannot legally ask. Thus, it's a game with two different sets of rules, and that creates a problem for employers. No one wants to invest time and money in a new employee and wind up with an empty box of Wheaties. But how do you avoid this? It's not easy. 

So What's The Answer?

How about if we do a free 55 minute mini-session on "Sharpening Your Interviewing Skills So You See What Is Invisible," at your company?

We will come to your company and do a short workshop for you and your managers designed to develop your interviewing skills and help you see what's in the box....Absolutely free!

What If We Need More Training Than That?

We can do a half or full day workshop for more in depth training. Don't delay, call us right now and by your next interview you'll be able to see right through the packaging!

Does this sound familiar?

You ask an employee, "What's the problem regarding your performance?"

The employee answers:

If this conversation sounds like it might have taken place in your company, then you might be infected with a potentially fatal disease we call "The Itsies," and it can put you out of business.

It's a commonly accepted principle that businesses will only achieve peak performance when their people take full responsibility for their actions, but few companies state this as a core value, nor do they do any training or coaching on exactly what this means in terms of acceptable behavior.

Test yourself for the "Itsies" - Do the people in our company:

If you answered YES to any of the 3 questions above, you may have the "Itsies".  Understand this disease will kill your chances for company success because when no one takes responsibility, nothing much happens.

Would you like to transform your culture to one where people take full accountability for their actions?  Then give us a call at 708-645-2530 or email us and we will be happy to answer any questions you may have on the dreaded "Itsies".

Register now and receive one free call (or email) to our HR Hotline to discuss your questions about this article.  Registration also allows you to receive our free monthly bulletins.  Or call us for additional information at 708-645-2530

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