Love ‘Em or Lose ‘Em is a Wall Street best seller that gives 26 engagement strategies to busy managers. Far too often managers and leaders are a day late and a dollar short. The “Talent War” for the knowledge workforce is on again (it never really ended). Employees who stay current on their technical and functional skill sets, adapt to change, and work well with others are always hard to find. How equipped are you to engage and retain your good people when their options increase and a headhunter calls?

Love ‘Em or Lose ‘Em outlines simple strategies:

LOVE – Treat employees fairly and respectfully. Thank them. Challenge and develop them. Care about them and you will engage and retain them.

LOSE – Loss is just as serious when talent retires on the job as when they leave to join a competitor.

GOOD – Consider your solid citizens, not just your high potentials. Stars are people at any level who bring value to the organization.

STAY – Encourage talented employees to stay with the group (even if it’s not in your own department). Talent will be the key differentiating factor in the competitive battle ahead.

We are so fortunate to work with amazing organizations of all sizes and leaders in all industries. It’s no secret that similar organizations and/or departments have similar strategies, but those who actually implement a caring culture truly excel. Leaders who listen and invest in a positive culture out-perform those who don’t. Attracting new stars and retaining tenured engaged team mates is a competitive advantage. 

What is your employer brand? This charming, quick read is easy to apply and a great desk-side coach for anyone who manages/leads people. 

Chris Carlson, Aureus Group Regional Manager, CPC

About the Author, Chris Carlson, CPC
Chris is an experienced executive in the staffing industry. She has extensive experience in developing and implementing operational analyses and programs and has assisted hundreds of firms streamline processes and upgrade the competencies of its workforce. Finding innovative ways to generate new business and build teams is her passion. She has developed and executed many successful strategic marketing plans. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the regional manager of Aureus Group specializing in the Finance & Accounting, Systems and Executive search areas.

In addition, Chris is a Certified Professional Consultant, and has a Bachelor of Science in Business Administration and a Master’s of Business Administration from the University of Nebraska at Omaha.

“I can’t stand my boss.”

“I HATE my job.”

These are very powerful statements that I hear on a regular basis from normal people all around the country.  These statements come from actuaries, bankers, food production professionals and sales people who are frustrated.  Normal, talented, hardworking people are humbled every day by confounding professional situations that affect them both inside and outside the normal work hours – these frustrations permeate their personal lives, affecting spouses, children and others in their wake. 

I’ll be honest, one of the many things that keeps me in this business is a recruiter’s ability to be a part of the solution for problems like these.  Unfortunately, however, no one (including a recruiter) can help a frustrated candidate until the frustrated candidate decides what they want to do with their lives.  Realizing that you are an unhappy employee is only part of the healing process.  Defining the ideal next step is just as critical or the embattled employee is doomed to continued unhappiness.

Deciding what you want to do with your career is MUCH harder than it appears on paper.  Today, there are several directions that almost any professional can take their career.  Within those directions there area several sub-directions that can allow someone to branch out and be a specialist.  Choosing the wrong path at any time in one’s career can mean the foregoing of future career progression, compensation or opportunity.  Choosing the right path can ensure a happy, productive professional career.  Changing jobs is a big deal.

If you could sculpt an ideal job opportunity what would it look like?  How would you interact with your boss and co-workers?  What would the office culture feel like?  What the heck would you do all day every day?  What would your salary be?  In a world of fairness and realism, visualize the professional scenario that would satisfy you the most.  When you begin your interview process, bring that wish list with you.  Screen companies as they screen you.  In each interview, rank the opportunity based on the criteria that you have outlined (just as a corporate recruiter would evaluate you in a job interview).  Map this out in a “T” chart for every interview and when the process is completed, my guess is that you will have made the strongest career decision of your life.

I would be very interested to learn what some of the people who read this blog list as their primary job considerations.  If you could carve out a top three list of things that are most important to you in a job search, what would they be?  Feel free to add comments below.  My criteria are as follows – 1) Am I working for an organization that is best positioned to help the candidates and companies that rely on me?  2) Am I working for an organization that is best positioned to help me realize my potential?  3) Am I working in a culture that is collaborative and rewarding?  What is important to you?

Jeff Kovar, Aureus Group Executive Recruiter

About the Author, Jeff Kovar
Jeff has been with the Aureus Group Executive team since September 2008 and in the recruiting business since April 2007. Prior to entering the recruiting world, he worked for five years in the corporate currency exchange business. He specializes in working with $100K+ candidates in the actuarial, financial, accounting, banking, and many other functional areas from coast to coast. Jeff enjoys golfing, watching Nebraska football, spending time with his wife Jenny, their son Connor, and jogging with their two labs, Freddy and Cali.

Jillian, Linda and Gabe pose with Mission Man after being recognized for bringing C&A's mission to life.

C&A Industries, parent company of Aureus Group, brought its mission statement to life late last year when we introduced Mission Man, C&A’s very own super hero and mascot. Mission Man is on a mission to recognize employees who go above and beyond incorporating C&A’s mission statement values into their daily endeavors.

Mission Man paid a visit to the Systems Division of Aureus Group in May armed with words of praise and Mission Man candy tins for Jillian Huston, Linda Aughenbaugh, and Gabe Romero. The Systems team worked with a long-time client to solve not only their staffing challenges, but also their space challenges, by brokering a deal to lease part of C&A’s second floor office space. Way to think outside of the box and listen to the customer’s needs to truly deliver solutions to further strengthen our business partnership!

Key Mission Statement Value: We will build lasting business partnerships by providing exceptional customer service and listening to our clients to truly understand their needs.

We all know that hiring and retaining the best employees drives our businesses to success.  Unfortunately, this is still an area which many organizations don’t properly invest in.

Who are your key employees? You know, the ones who always complete projects on time and the quality of their work is considered elite in your industry? Your “go-to” people for new ideas, the ones you rely on in times of crisis and generally to take on extra work? Having this person on your team allows you to sleep easier just knowing they are there. However, are these valued and talented members also keeping their job options open? 

Here is a common scenario: A top employee has a bad day and sees an on-line advertisement in their field of expertise, but busy days stop the employee from applying. Then, a former boss, co-worker, or recruiter shares an opportunity to look at a new position. Top employees are going to evaluate this opportunity because they are too savvy not to keep their options open. They may even agree to an interview with a competitor of yours. They may just walk into your office next week with a resignation letter in hand. At this point, feeling stunned and shocked, you are now trying to replace one of your best employees.

How on earth could this happen? There were no signs of disengagement, and this person had been a loyal contributor for years. Why now? This person is the definition of a passive job seeker, and they comprise the best talent in the marketplace.

What motivates elite talent to leave their employer? This is a great question, and the answers can vary drastically. We looked at our Aureus Group Top Talent candidates who have been placed by our organization during the last 60 days to get an idea of what is driving career changes in 2010. Here’s what they told us:

Top 5 Motivators for Career Change
1. Company is too unstable
2. Employer does not offer ample career growth opportunities
3. Manager does not recognize contributions enough
4. Seeking better work-life balance
5. Would like to relocate closer to family

Surprised?  Stability, growth, and recognition have surpassed the all mighty dollar! Obviously, fair market compensation is a given for these hard-workers, but top producers have something else making them tick. The desire for a culture shaped by vision and growth seems to be the common thread that ties these invaluable players together. They understand that money comes with accomplishment, but this is clearly not a primary factor in deciding on a new path. 

Knowing this, how will you ensure the top talent at your firm remains empowered by the opportunities of growth and recognition you offer? 

Nate Elgert, Aureus Group Senior Account Manager

About Nate Elgert
Nate was born and raised in Lincoln, Neb., graduated from Lincoln East High School, and went on to The University of Missouri at Kansas City (UMKC) where he was a four year letter-winner on the men’s golf team earning a bachelor’s degree in communication in 1999. Nate took a winding road back to Lincoln that led through Phoenix, Des Moines, Chicago, back to Kansas City, and then finally Lincoln once again in 2005. Before coming to Aureus Group in 2006 as an account manager in the Lincoln Accounting and Finance office, Nate was a golf professional, an advertising rep, and a mortgage lender. Currently, Nate is a senior account manager. He enjoys playing basketball, golf, and time with his wife Angie, his daughter Sofia, 2. Nate and Angie are also expecting their second little girl in May.

Chris Carlson, CPC, Aureus Group Regional Manager

About Chris Carlson
Chris is an experienced executive in the staffing industry. She has extensive experience in developing and implementing operational analyses and programs and has assisted hundreds of firms streamline processes and upgrade the competencies of its workforce. Finding innovative ways to generate new business and build teams is her passion. She has developed and executed many successful strategic marketing plans. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the regional manager of Aureus Group specializing in the Finance & Accounting, Systems and Executive search areas.

In addition, Chris is a Certified Professional Consultant, has a Bachelor of Science in Business Administration and a Master’s of Business Administration from the University of Nebraska at Omaha.

A tight credit market, a rise in workers compensation cost, increased unemployment taxes, uncertain healthcare reform, and other industry specific regulations all affect a company’s immediate staffing decisions. Meanwhile, customers want more for less, the knowledge workforce is also making demands. When new hiring is tight, maintaining current top staff becomes more critical. Consider the following ideas to keep your top performers performing for you. 

COMPENSATION
Calculated fair decisions about bonuses will help keep your number one asset in tact – your people. Although bonus dollars are fewer, if not gone, merit–based pay is difficult to challenge. Many companies widen the difference between payouts to ensure top performers feel appreciated. This is an effective method when there are more dollars to share. However, when it turns into the “haves” and “have nots” where does this leave the average performer? Unfortunately, many companies overlook the negative effects. When a company has been hit by a down year, employees are most concerned about equality. This may be the time to use the “live and die” as a team method. It goes far when the dollars can’t.  Pay-for-performance is only effective if there is a quantitative measure. Precise monitoring and measuring of productivity needs to be clearly communicated to all.

RETENTION
A few interesting statistics published in CFO magazine state that 26 percent of companies are significantly more concerned about losing critical employees today versus before the financial crisis.  Thirty-nine percent are slightly more concerned, and 28 percent have the same level of concern.  Overall, 8 percent of companies are less concerned. How concerned is your leadership team and what steps are being taken to ensure top performers stay? 

ENGAGEMENT
It has been proven time and time again that engagement results in increased productivity, happy employees, and happy customers. Leaders and managers need to embrace new ideas and be sure communication with employees is clear. Every employee should understand how his / her role impacts the bottom line and helps achieve the company’s goal.

Each of these ideas may be summed up the best in this month’s Thought of the Month: “People may doubt what you say…but they will always believe what you do.” Next month I will discuss the top 5 motivators our top talent candidates give us for leaving their current role and their criteria in selecting new employers.

Aureus Group employees Chris Walker and Kristi Epperson wrap presents for the residents of Cooper Village.

Residents of Cooper Village (http://www.utahalee-cooper.org/), a residential treatment center for adolescent boys, were provided with a pizza party, personalized gifts selected from their individual wish lists, as well as Wii video games, two DVD players, various board games, sporting equipment, a digital drum set, and an acoustic guitar to be shared and used by the entire Cooper Village community.

Although not all Aureus Group employees were able to attend the party, everyone helped plan and support the event in some way from working with area businesses to secure donations, bringing in food for Aureus Group’s breakfast fundraiser, or wrapping the donated gifts. Everyone’s collaborative efforts made the event a huge successful and the children were very excited to have our company come in and host a holiday party for them.

With the support of Oscars Pizza, Costco, Wal-Mart, Scheel’s, Hy-Vee, the UNO hockey team, and Godfathers Pizza, in addition to the personal donations from Aureus Group and C&A employees, many lives were touched by our efforts.

Although all of the kids were extremely grateful, some of kids in particular stick out. One young man had asked for a cowboy hat and although I grew up in Blair, NE I couldn’t tell you were to locate something like that. Susan P. went out of her way to track down the hat, and I wish she could have been there to see the smile on his face. One of the kids has intentions of attending Metro Community College and received a back pack and school supplies. Although this isn’t something you consider fun, you could tell how excited he was to have everything he needs to further his education. Another kid actually said, “I can’t believe someone would do this for me.”

The gifts collected for the residents of Cooper Village lined an entire wall of an Aureus Group conference room!

Those at Cooper Village were not the only ones touched by the event, all of Aureus Group felt lucky to take part in such a worthwhile project.

Aureus Group was the proud winner of several awards including the team Business Builder Award for the Executive division and individual awards for Mike T. with the Finance and Accounting division, who won the Rising Star award, and Jon D. from the Executive division, who won both the Highest Gross Margin and President’s Club awards. Congratulations to all of the winners!

 These employees and so many others at C&A continue to illustrate how hard work and dedication can garner amazing results, but their achievements go far beyond recognition for top sales. Being a standout employee is about more than earning an award, it’s about earning the respect of your peers, just like Aureus Group’s top employees have done. To become a star, focus on the process, not the results.

Here are some suggestions:

• Stay on top of your industry. Spending just 15 to 20 minutes per day doing some research on your business and industry will keep you more up to date than most of your peers.
• Find out how you can be more valuable. Ask managers how you can contribute more. You may get a chance to work on innovative projects that help the company achieve its goals.
• Take up the tough assignments. Volunteer for jobs others don’t want to tackle. Your team peers will appreciate it—and the boss will notice, too.
• Lend your colleagues a hand. When others are struggling to get their work done, offer to help them. But don’t take on too much; you don’t want to get distracted from your own work.
• Give others credit. Don’t hog the glory. Acknowledge the help you receive from your co-workers, and they’ll be more willing to support you in the future.
• Be patient. Becoming a star won’t happen overnight. If you expect too much too soon, you’ll just set yourself up for disap­pointment. Keep a sense of perspective about getting ahead.

A team of C&A employees, myself included, recently participated in the American Lung Association’s  Corporate Cup Run on Sunday, September 20 and also the Susan G. Komen Race for the Cure benefiting breast cancer awareness on Sunday, October 4. In addition to participating in these events, employees through out each division of C&A came together to raise awareness and made donations, which were matched in part by C&A Industries, Inc. In fact, we are still raising money for the Komen Foundation. The races were held in tandem with C&A United Way of the Midlands campaign kicking off our season of giving which culminates in December with a company-wide philanthropy program benefiting multiple organizations through out Omaha. These initiatives highlight the power of people and organizations to make a difference in the community and in the lives of those less fortunate.

Philanthropist businessman Andrew Carnegie first popularized the principles of corporate charity and stewardship in 1899 when he published The Gospel of Wealth, which expressed his belief that one of the most visible ways a business can help a community is through corporate philanthropy. Investor billionaire Warren Buffet took the idea of corporate and personal giving to a new level when in 2006 he fully embraced Carnegie’s vision to “give back” and pledged billions of his vast fortune to the Gate’s Foundation and other family foundations.

Corporate philanthropy not only helps the community, it makes you feel good about yourself and about the company you work for. I’m proud to work for a company that recognizes the impact C&A can have on our community. So, whether big or small, personally or in conjunction with your organization, how are you making a difference in your community?

A few of the C&A employees who participated in the Race for the Cure gather before the race for a quick photo. A team of employees, featured in the main photo, also participated in the Corporate Cup Run a few weeks prior.

This staffing news initiated a discussion about how the economic downturn has driven companies to reorganize and realign recruitment efforts, leading to how Aureus Group will soon help our clients with the potential increase in positions. 

At Aureus Group, we’re seeing that nationally employers have elevated their desired skill sets and are taking longer to make an offer. More and more people are involved in the recruiting/hiring process in attempts to identify those top 10 percent of performers we all want to hire. I believe this is a good thing. However, it does make it challenging to keep the best candidates interested and to maintain a reputation as an elite employer. Acquiring top talent requires a concise process that aligns attracting, screening, interviewing, referencing, and negotiating. Time can kill the deal!

According to USA Today, Tom McCormick, President of CareerBuilder’s Recruiter Business Unit and Canadian operations said, “Thirteen percent of employers in the third quarter (slightly higher than second) expect to utilize a staffing firm for both their temporary and permanent hires.” I agree with Tom and think this will continue to rise during the years to come, especially as unemployment rates drop and the large candidate pool that exists today diminishes and the talent war returns. 

Also, as the economy rebounds, the people who have been sitting tight in their current positions out of fear, but are wishing to make a move, will pick up the phone and call their recruiters (that’s us!) to find them new jobs. So, not only is there potential to lose employees, your internal HR/recruiting team may be leaner than a year ago and may not have the bandwidth to go out and find new  individuals to fill vacant or new roles. Aligning with a strategic partner that specializes in your area of deficit and sharing pain points and the necessary skills required, gives you a competitive advantage over your competition.

Working with a staffing firm will help ensure that your turn-around time and turn-over will decrease while your level of engagement improves. Talented new employees have always helped revive the troops, and adding the right individuals will make a stronger impact than ever before.

Every company wants to employ to the best, but there are only so many in the top 10 percent. When the movement to build begins, the firms with the best employees will win.  Are you ready?