10 Hiring Tips for Small Business Owners
by Peggie Arvidson-Dailey
As a successful small business owner, you're accustomed to long hours; non-existent holidays and weekends spent working.
When was the last time you went to your dentist? When was the last time you had an uninterrupted night out with your partner?
Whether your goal is to find more time for family or personal enrichment --like attending classes and conferences -- you'll want to consider bringing on some help.
The following tips can help you get started whether you want to bring on a team of 10 or an occasional backup!
Don't expect to hire a replica of you! Each person you meet and interview will be a living, breathing human, with their own habits, mannerisms and even ideas! This is fine - -as long as their ideas and habits are not philosophically opposed to yours. My first hire, Jen, was pursuing a graduate degree, had just moved to the area and is nearly 20 years younger than I am! She's detail-oriented and relies on schedules to get things done. I'm a bit more 'seat of my pants' type of operator. She's a perfect fit because she complements my way of working! Over time she's grown into managing portions of my business that I neglected - like maintaining scheduling and billing.
Know exactly what you expect from your new hire. Before you advertise for help, sit down and write a job description. List your goals for the new hire - do you want someone who can fill in on short notice when you need to take a day off, or do you want someone who can work a regular schedule? Do you want someone who can meet with clients, set their own schedules and attend meetings and events on your behalf or do you simply need someone who can pick up your overflow? By spending time working through your thoughts on hired help you are setting yourself up for a great working relationship. If you can clearly articulate the job to all applicants, they will have the opportunity to determine if this is a mutually agreeable fit. Be sure to concentrate on specific job-related descriptions, and not subjective information.
Determine what type of manager you are! It's imperative that you're honest about your work style. After all, if you say you want an independent thinker, but really do a lot of 'checking-in' you may end up with an unhappy helper. On the other hand, if you hire someone who needs lots of feedback, you need to be sure that you are cut-out for the 'people part' of the management process.
Set aside time. If you expect to hire someone by the 15th of next month you may be setting yourself up for failure. Just as you can't expect to find a perfect replica of you - you can't always put a deadline on your hiring process. In other words, plan to advertise, interview and train until you find the RIGHT person. (SECRET TIP: If you find the right person - Hire them right away and then find work for them! Never pass up a great hire!)
Ask your insurance carrier about your responsibility for insuring your team members. Whether you hire Independent Consultant's or Employees is a topic for another article, however, you need to make certain that your company is covered.
Determine your time-off policy. Just like you, your team members will need time off - whether to recover from the flu or just to recharge. How will you handle these absences?
Create a disciplinary and review process. Whether you need to tackle issues of poor performance, or chronic absenteeism -- have a policy in place before you bring on your first team member. Questions to address in this process include: How many emergency absences are acceptable in a given time period? How will you deal with customer complaints and concerns? How will you reward outstanding performance? What format will you use to communicate with your team?
Find a reputable company for conducting background checks. If your company's product or service requires your employees to access clients' homes, children or possessions, do not overlook the importance of conducting a background check. You can search on the web, ask your insurance provider, or talk to your local police authorities for recommendations on companies to conduct this check for you. In each instance, you will need the applicant's signature and understanding that you will have a third party conduct a background check as a condition of employment.
Create a Fact Sheet for Applicants that you can provide along with an application to interested candidates. This sheet should cover your basic job description, expectations and hiring process.
Create your training program. Whether a detailed manual or one-on-one training for a specified period of time - make sure you have a written outline. Your training program should include all aspects of the job you expect your new hire to complete. Many misunderstandings and frustrations occur simply because a new hire didn't understand the expectations of the boss.
By following these tips, you are well on your way to a happy and productive working relationship with all your new help!
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags,
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Monday, May 23, 2011
Monday, May 16, 2011
Plastics Recruiter: Sample Resignation Letter
A sample resignation letter when leaving your employer:
Date
Employer’s Name
Title
Company
Company Address
Dear (First Name of Employer):
This is to inform you that I am today submitting my resignation of employment which will become effective as of (agreed date).
I appreciate all that (company name) has afforded me, but after careful consideration, I have made a firm decision to accept a new position with another company. I sincerely believe that this move is in the best interests of my family, myself and my career.
I wish all the best for (company name) in the future and I will do my best to have all my work in order by (agreed date).
Sincerely,
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags,
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Date
Employer’s Name
Title
Company
Company Address
Dear (First Name of Employer):
This is to inform you that I am today submitting my resignation of employment which will become effective as of (agreed date).
I appreciate all that (company name) has afforded me, but after careful consideration, I have made a firm decision to accept a new position with another company. I sincerely believe that this move is in the best interests of my family, myself and my career.
I wish all the best for (company name) in the future and I will do my best to have all my work in order by (agreed date).
Sincerely,
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags,
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Tuesday, May 10, 2011
Sales 101 - Dan Regovich Plastic Packaging Recruiter
A good sales tip by Marvin Montgomery from ERC in Cleveland, OH. I had a chance to see him speak a few weeks aga at the OAESP meeting in Independence, OH. He's excellent!
Hopefully you're not one of the many salespeople that sit back and wait for the sale to fall in your lap. You feel that you have done such a great job selling the product or service that the customer should announce, "I'll take it!" Unfortunately that rarely happens.
It's your responsibility to ask for the order using the appropriate close that will fit the situation that you're in right now. You also have to be prepared to ask more than once. Research shows that you will get a minimum of 3 to 5 "no's" before you get a "yes". That means you have to ask for the sale a minimum of 3 to 5 times.
Take the initiative. Ask for the sale! Stop waiting for the customer to close themselves.
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags,
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Hopefully you're not one of the many salespeople that sit back and wait for the sale to fall in your lap. You feel that you have done such a great job selling the product or service that the customer should announce, "I'll take it!" Unfortunately that rarely happens.
It's your responsibility to ask for the order using the appropriate close that will fit the situation that you're in right now. You also have to be prepared to ask more than once. Research shows that you will get a minimum of 3 to 5 "no's" before you get a "yes". That means you have to ask for the sale a minimum of 3 to 5 times.
Take the initiative. Ask for the sale! Stop waiting for the customer to close themselves.
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags,
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Monday, April 18, 2011
Per CNN.com:
Job hunt in strong markets
Washington, D.C., is the country's best job market.Employers are slowly adding jobs as the economy limps back, but is it work you'd want? Job seekers might check out these eight metro areas, with both low unemployment (below 8%, vs. 8.8% nationally) and median pay above the $74,000 national average for mid-career college grads.
Best: Washington, D.C.
Unemployment: 6.1%
Salary: $91,000
Baltimore: 7.9%...$80,000
Boston: 7.8%...$85,000
Salt Lake City: 7.7%...$75,000
Boulder: 7.7%...$80,000
Austin: 7.3%...$77,000
Anchorage: 7.3%...$75,000
Minneapolis: 7%...$78,000
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Job hunt in strong markets
Washington, D.C., is the country's best job market.Employers are slowly adding jobs as the economy limps back, but is it work you'd want? Job seekers might check out these eight metro areas, with both low unemployment (below 8%, vs. 8.8% nationally) and median pay above the $74,000 national average for mid-career college grads.
Best: Washington, D.C.
Unemployment: 6.1%
Salary: $91,000
Baltimore: 7.9%...$80,000
Boston: 7.8%...$85,000
Salt Lake City: 7.7%...$75,000
Boulder: 7.7%...$80,000
Austin: 7.3%...$77,000
Anchorage: 7.3%...$75,000
Minneapolis: 7%...$78,000
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Tuesday, April 5, 2011
Plastics Sales Recruiter - Unemployment Rate
Here's the link to the latest unemmployment rate. Keep an eye on the category "over 25 with a degree." Note how low the unemployment rate is for those folks.
(http://www.bls.gov/news.release/pdf/empsit.pdf)
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
(http://www.bls.gov/news.release/pdf/empsit.pdf)
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Plastics Jobs Recruiter
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Monday, March 28, 2011
Plastics Recruiter Dan Regovich
A good artice on cnnmoney.com: How to become a millionaire in three easy steps.
http://money.cnn.com/2011/03/21/pf/millionaire/how_to_be_a_millionaire.moneymag/index.htm
Plastics Jobs Recruiter
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
http://money.cnn.com/2011/03/21/pf/millionaire/how_to_be_a_millionaire.moneymag/index.htm
Plastics Jobs Recruiter
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
Monday, March 21, 2011
What to do when your star employees quit - Plastics Recruiter
Intersting article from CNNMoney.com!
What to do when your star employees quit
March 9, 2011 10:18 am
The day your best employee comes in with the news that they're moving on is the day you start recruiting them again. Here are a few things to keep in mind.
By Hank Gilman, deputy managing editor
While you might have a bigger paycheck and you might have a special feeling inside now that you have a staff of your own, the gripes, hiring, and firing responsibilities are also all yours. Welcome to management. In You Can't Fire Everyone, Fortune deputy managing editor Hank Gilman lays out some of the most critical challenges managers face today, drawing from his decades of experience on the front lines.
The following excerpt addresses the unfortunate, inevitable day when your talented employees decide to leave. This excerpt also marks the official launch of You Can't Fire Everyone (sound familiar?), a series that will open our site to reader contributions on their triumphs and trials in the working world. Tune in next week for tales on firing and being fired.
I know this will come as a shocker -- well, to some of you -- but eventually new and/or better jobs will come along for your more talented people. Or eventually they'll just get tired of what they're doing (and of you) and will want to experience something else. Or sometimes a job offer will come along and your star won't know whether they want to leave or not. But if and when a star decides to leave, you just have to understand and hope that someday they'll return. And you know what? It does happen. And a lot of it depends on how you act when they leave.
Now, some bosses will hold grudges. Pretty much like a scorned husband or wife. There's one story of a publisher I'll leave unnamed, that will not hire you back if you leave. It's a breakup pure and simple. (My boss kind of feels that way. Jeez, you should see his face when someone leaves. But he always lets them return!) But I like to look at it a different way. The day your best employee comes in with the news that they're moving on is the day you start recruiting them again. A few things to keep in mind:
1. Don't bad-mouth the new employer.
This is pretty classless. I once interviewed the late Sam Walton for a story I was writing and he not once said a negative word about his competitors. Hell, you could tell him that Kmart was the worst retailer you have ever seen and how could they compete with the mighty Wal-Mart (WMT)? And by the way, they say Wal-Mart is run by a bunch of hicks. He wouldn't budge. In fact, he would even go on and on about all the good things Kmart was doing. (Hey, look at that Pennzoil display -- you can't do much better than that!) You knew he was fibbing a little bit. But the point was he was taking the high road. And it made him look good.
The same thing is true in any business. One of my employees, late in the courtship stage with a competitor, recently asked me what I thought of the people he might be working for. I knew their flaws (I actually thought they were evil trolls), but it wasn't worth getting into. For one thing, he might like the trolls. For another, it would make me look like a petty jerk if I started gossiping about people, some of whom I didn't know. (Not that I'm always above that.) Whenever I hear one of my bosses slander someone, I figure they probably do the same to me as well. So here's my standard line: "Look, you're lucky, you have two good options and you can't go wrong. Of course, I want you to stay. But that's your decision. I have a pony in the race." I actually believe that.
2. Come up with a counteroffer, but only if they really want one.
I tell this to people all the time. If it's partly about money, I'll get you some more. If it's about your title, we can do something about that. (It's only words.) But if you really want a new job -- or need a change -- take it. You'll be coming back to me anyway in six months if your idea of a good career move is a useless new title.
One of our more talented writers must have gone through this process three or four times before he eventually left. You know, walk in to me or one of his other bosses with a job offer in his hand. He'd come in and say he was being courted and we'd come up with more money. Then he'd come in again.
The final time I just said, "Look, it sounds like a great job and I know you need a change of scenery. You're bored. This is the only place you've ever worked. Go off, enjoy the new place, but think of us when you want to come back again. You still have a home here." So he took the new job. I later found out he was insulted
that there was no counteroffer -- also that I wasn't, no kidding, devastated enough at the thought of his leaving -- even though he didn't want a counteroffer and was going to leave anyway. Sometimes you can't win. (Postscript: By the time you read this, the writer may have returned. The grass isn't always greener, but sometimes you just have to let them find that out on their own.)
3. Don't be a hypocrite.
I've had, let's see, about six or seven major jobs depending upon how you count them up. I'm not going to sit there and tell someone that moving on is a bad thing when it isn't, and I've jumped around a lot. I wouldn't be writing this book if I hadn't had all those jobs, met all those people, and managed in more than one place. And my employees know that, too. It makes it easier to lose someone because you understand and it's just something they have to do. This is especially true of young writers and editors who have been at the same place most of their careers. Trust me, they'll want to work for you again if you're honest and helpful. Unless, of course, you're the reason they're leaving.
But having a lot of different jobs, as a manager, does have some advantages. I can, and do, tell employees with wandering eyes that I've been there. "Go off and have a great time. Enjoy the job. I've had enough of them and you're not going to get much better than this." And I believe that. And, again, sometimes they just need a change. A kind of young reporter left Fortune recently to go to The Washington Post. I knew she wanted the change partly because she wanted to work in a newsroom atmosphere. No way could we provide that for her. Sometimes you just say good luck, "I know you'll do great," and let them explore what's out there.
4. Keep in touch.
Of course, you always tell them they can come back. But the hardest part is keeping up connections. I always make it a point to have lunch or dinner and remain friendly. Sometimes they don't come back. But keeping in touch works in other ways. You have a scout in a new place if you want to recruit one of their colleagues. You also have a damn good reference in case you decide you need to look for work! (Hey, don't think it doesn't help.) Finally, former employees are, of course, asked by potential new hires what it is like working for you. And they'll be honest.
Excerpted from You Can't Fire Everyone by Hank Gilman by arrangement with Portfolio Penguin, a member of Penguin Group (USA), Inc., Copyright © 2011 by Hank Gilman.
Plastics Jobs Recruiter
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
What to do when your star employees quit
March 9, 2011 10:18 am
The day your best employee comes in with the news that they're moving on is the day you start recruiting them again. Here are a few things to keep in mind.
By Hank Gilman, deputy managing editor
While you might have a bigger paycheck and you might have a special feeling inside now that you have a staff of your own, the gripes, hiring, and firing responsibilities are also all yours. Welcome to management. In You Can't Fire Everyone, Fortune deputy managing editor Hank Gilman lays out some of the most critical challenges managers face today, drawing from his decades of experience on the front lines.
The following excerpt addresses the unfortunate, inevitable day when your talented employees decide to leave. This excerpt also marks the official launch of You Can't Fire Everyone (sound familiar?), a series that will open our site to reader contributions on their triumphs and trials in the working world. Tune in next week for tales on firing and being fired.
I know this will come as a shocker -- well, to some of you -- but eventually new and/or better jobs will come along for your more talented people. Or eventually they'll just get tired of what they're doing (and of you) and will want to experience something else. Or sometimes a job offer will come along and your star won't know whether they want to leave or not. But if and when a star decides to leave, you just have to understand and hope that someday they'll return. And you know what? It does happen. And a lot of it depends on how you act when they leave.
Now, some bosses will hold grudges. Pretty much like a scorned husband or wife. There's one story of a publisher I'll leave unnamed, that will not hire you back if you leave. It's a breakup pure and simple. (My boss kind of feels that way. Jeez, you should see his face when someone leaves. But he always lets them return!) But I like to look at it a different way. The day your best employee comes in with the news that they're moving on is the day you start recruiting them again. A few things to keep in mind:
1. Don't bad-mouth the new employer.
This is pretty classless. I once interviewed the late Sam Walton for a story I was writing and he not once said a negative word about his competitors. Hell, you could tell him that Kmart was the worst retailer you have ever seen and how could they compete with the mighty Wal-Mart (WMT)? And by the way, they say Wal-Mart is run by a bunch of hicks. He wouldn't budge. In fact, he would even go on and on about all the good things Kmart was doing. (Hey, look at that Pennzoil display -- you can't do much better than that!) You knew he was fibbing a little bit. But the point was he was taking the high road. And it made him look good.
The same thing is true in any business. One of my employees, late in the courtship stage with a competitor, recently asked me what I thought of the people he might be working for. I knew their flaws (I actually thought they were evil trolls), but it wasn't worth getting into. For one thing, he might like the trolls. For another, it would make me look like a petty jerk if I started gossiping about people, some of whom I didn't know. (Not that I'm always above that.) Whenever I hear one of my bosses slander someone, I figure they probably do the same to me as well. So here's my standard line: "Look, you're lucky, you have two good options and you can't go wrong. Of course, I want you to stay. But that's your decision. I have a pony in the race." I actually believe that.
2. Come up with a counteroffer, but only if they really want one.
I tell this to people all the time. If it's partly about money, I'll get you some more. If it's about your title, we can do something about that. (It's only words.) But if you really want a new job -- or need a change -- take it. You'll be coming back to me anyway in six months if your idea of a good career move is a useless new title.
One of our more talented writers must have gone through this process three or four times before he eventually left. You know, walk in to me or one of his other bosses with a job offer in his hand. He'd come in and say he was being courted and we'd come up with more money. Then he'd come in again.
The final time I just said, "Look, it sounds like a great job and I know you need a change of scenery. You're bored. This is the only place you've ever worked. Go off, enjoy the new place, but think of us when you want to come back again. You still have a home here." So he took the new job. I later found out he was insulted
that there was no counteroffer -- also that I wasn't, no kidding, devastated enough at the thought of his leaving -- even though he didn't want a counteroffer and was going to leave anyway. Sometimes you can't win. (Postscript: By the time you read this, the writer may have returned. The grass isn't always greener, but sometimes you just have to let them find that out on their own.)
3. Don't be a hypocrite.
I've had, let's see, about six or seven major jobs depending upon how you count them up. I'm not going to sit there and tell someone that moving on is a bad thing when it isn't, and I've jumped around a lot. I wouldn't be writing this book if I hadn't had all those jobs, met all those people, and managed in more than one place. And my employees know that, too. It makes it easier to lose someone because you understand and it's just something they have to do. This is especially true of young writers and editors who have been at the same place most of their careers. Trust me, they'll want to work for you again if you're honest and helpful. Unless, of course, you're the reason they're leaving.
But having a lot of different jobs, as a manager, does have some advantages. I can, and do, tell employees with wandering eyes that I've been there. "Go off and have a great time. Enjoy the job. I've had enough of them and you're not going to get much better than this." And I believe that. And, again, sometimes they just need a change. A kind of young reporter left Fortune recently to go to The Washington Post. I knew she wanted the change partly because she wanted to work in a newsroom atmosphere. No way could we provide that for her. Sometimes you just say good luck, "I know you'll do great," and let them explore what's out there.
4. Keep in touch.
Of course, you always tell them they can come back. But the hardest part is keeping up connections. I always make it a point to have lunch or dinner and remain friendly. Sometimes they don't come back. But keeping in touch works in other ways. You have a scout in a new place if you want to recruit one of their colleagues. You also have a damn good reference in case you decide you need to look for work! (Hey, don't think it doesn't help.) Finally, former employees are, of course, asked by potential new hires what it is like working for you. And they'll be honest.
Excerpted from You Can't Fire Everyone by Hank Gilman by arrangement with Portfolio Penguin, a member of Penguin Group (USA), Inc., Copyright © 2011 by Hank Gilman.
Plastics Jobs Recruiter
Dan Regovich - Plastics Recruiter & Plastic Packaging Recruiter
AJ Augur Group, LLC
440-357-7600
www.ajaugur.com
dregovich@ajaugur.com
Formerly with RSI Recruiter Solutions International, VP Plastics & Filtration
Within the plastics industry, we service comanies with the following technologies: injection molding, blow molding, extrusion blow molding, injection blow molding, multilayer blow molding, thermoforming, cast extrusion, profile extrusion, extruded film, blown film, plastic film, rotational molding/rotomolding, plastic sheet, calendaring, casting, compression/transfer molding, foam molding, pultrusion, resin, color and compounding,
The primary end markets that these products go into: aerospace, agriculture, apparel/garment bagsappliances, automotive/transportation, beverage, building/construction, computers, consumer products, containers/closures, fencing, fiber optics, flooring, food service, grocery bags, electical/electronics, food pacakaging, household chemicals, household-care packaging, industrial, irrigation, labels, laminations, lawn & garden, marine, medical/pharmaceutical, municipal water & sewer, office products, personal-care packaging, plastic cups/lids, recreational, signage & displays, shrink film, stretch film, swimming pools/spas, tanks agricultural/industrial, telecommunications, toys, trash bags, vinyl siding, windows & doors, wire & cable
Types of Materials: ABS, Acetal, Acrylic, Fluoropolymers, HDPE, HMWHDPE, LDPE, LLDPE, Nylon, PC, PET, PETG, PEX, PLA, Post-Consumer Resin, PP, PPO/PPE, PS/EPS, PVC, PVDC, SAN/SMA, Thermosets, TPE
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