Generation Integration: Roberta Matuson Unites Boomers, X-ers and Millennials in the Workplace

Retaining Top Talent in Turbulent Times

Employees are both exhausted and fed up. Don't believe me? A recent survey from Adecco Group North America highlights the increased dissatisfaction workers in America have with their employers. 

According to the survey:

54% of employees plan to look for a new job as soon as the economy turns around.

Sentiment is even stronger among younger workers. Of those ages 18-29, 71% say they are likely to look for new jobs once the economy turns around.

Listen to our podcast for tips on how to retain top talent in turbulent times.

Blog Podcast Oct 2009

Running of the Bulls American Style

A recent survey from Adecco Group North America highlights the increased dissatisfaction workers in America have with their employers. According to the survey, 54% of employees plan to look for a new job as soon as the economy turns around. The sentiment is even stronger among younger workers. Of those ages 18-29, 71% say they are likely to look for new jobs once the economy turns around, the survey said.

I like to call this phenomena the Running of the Bulls American Style. When the flood gates open (and they will) millions of workers will flee those companies where they are being asked to do two, or in some cases three jobs, for the same amount of pay. Or better yet, they have taken the mandatory 10% across the board pay cut just so they can keep their jobs.

I'm still having a difficult time understanding why companies are operating like business is usual. It is anything but! We moved into this recession slowly, with few people even realizing we were here until we were knee deep into this. We will come out of this the same way. Very slowly.

This is the time for employers to assess their workplace and make changes before the gates begin to open. Or they may wake up one day to find that the only person left in the office is the owner.

What Hiring Assessments and Dating Services Have in Common

If I hear one more person ask for advice on what types of assessment tools to use in order to screen candidates out I will scream! Why on earth would you want to screen candidates out? It's like joining an expensive dating service and hoping that you don't meet your perfect match. This simply does not make sense to me.

Wouldn't a better approach be screening people in? It can be done. As long as you know what you are looking for. You then can assess candidates for fit, which is really what hiring is all about.

Don't believe me? Just ask my client who is still feeling the aftershocks that have rocked his organization after he terminated an executive he hired a few years back. Make sure this isn't your story.

Rated PG?

Imagine taking your eight and ten year old to a PG movie and seeing this image in the previews? That's exactly what happened yesterday when we took our kids to the Cinemark cinema to see Hotel for Dogs. I don't let them watch war movies at home and we don't purchase toys with guns. So why would I find it acceptable for them to view this on the big screen?

Showing a commercial (and a fairly graphic one) for the National Guard as part of the previews of a PG movie, playing on a weekend afternoon is simply crazy. I know I was outraged. I can't imagine how the parents of the five and six year old felt.

So it should not come as any surprise of today's headline in the NY Times, More Joining American Military as Jobs Dwindle . I'm all for having the freedom of choice when it comes to jobs. But starting to recruit young people, who aren't even close to adolescence, is wrong. Especially when they are a captive audience. (Try removing yourself from the middle seats of a crowded theatre.)

Help! Where is all the Help?

Is it me, or have others noticed there is no help to be found. I frequently go into Staples, where I'm usually able to find a few people on the sales floor to help me out. Today was a different story. The only people working were behind the registers. Makes me think I should have gone on-line to place my order. I certainly wouldn't have picked up those extra items I really didn't need.

The same thing happened last week when I walked into Legal Seafoods in Boston. Half-way through my meal at the bar, I noticed a line forming outside the restaurant. I thought, "Holy smokes, we better get a move on here," as people are waiting. It wasn't until I got up to use the restroom that I noticed at least eight empty tables scattered throughout the dining room. It then became obvious that the staff could not accommodate a full dining room so people were not being seated.

I then had dinner at another restaurant in Brookline, that partitioned half the restaurant off. It gave the illusion that the place was hopping, as there were people waiting at least 30-minutes for a table. I suspect there was not enough wait staff to open up the room.

So let me see if I can summarize this. Retailers and Restaurant owners are complaining about how badly they are doing in this economy. Yet people like you and me can't seem to find places that will serve us and take our money.

Is it me? Or is anyone else seeing a disconnect here?

Next up, Bankruptcy?

I'm changing jobs. I'm just way too good with these predictions.

A year or so ago, I predicted Circuit City would go down the tubes with their goof ball move of firing their top sales people, because they made too much money, and allowing them to reapply for their same jobs, while making less money.

This just in. Circuit City-WSJ. I predict bankruptcy is right around the corner. I'm buying my electronics at Best Buy, who will be there if I need to return something.

Advice to others thinking about getting rid of their top tier of producers due to their expense? Don't even think about it. 

Going to the Next Level

Pictured: John Weathington, Pat Lynch, Angie Katselianos, David Gammel, Pam Harper, Roberta Matuson, Alan Weiss and Koufax

I recently spent three incredible days with my Mentor Alan Weiss and five other world class consultants, learning how to create and market keynote speeches that rock. You may be wondering why those, at the top of their game, need improvement. Our desire for continuous improvement allows us to continually improve the condition of our clients.

The name of the keynote I wrote is called, Guard your Exits-How to Retain Top Talent in Turbulent Times. This topic is timely, particularly as September rolls around. You see, this is the time of the year when people return from vacation and realize they are still as miserable at work as they remembered.

Some of you may be thinking, "Hey, no big deal. I'll just replace them." If only it were that easy. In spite of the down economy, top talent is difficult to find. Here's my advice to you. Start by taking a closer look at your organization and look for ways to improve your employee's condition. By doing so, you will automatically improve the level of service your customers are receiving. The return on your investment will be dramatic.

And hey, let me know if you are looking for a keynote speaker on this topic for your next meeting or conference. Have speech, willing to travel!

Read this Only if you are Interested in Interested in Increasing Productivity Exponentially

In an earlier post I wrote about Face Time at work. I received comments telling me this idea won't work for most employers. Some of you still believe people work best with structure. I respectfully disagree. If a retail organization can figure out how to make this work http://www.fourhourworkweek.com/blog/2008/05/21/no-schedules-no-meetings-enter-best-buys-rowe-part-1/ then surely firms composed of Harvard MBA's can make this happen. But you have to believe.

You have to hire people that are capable of working independently. They must be committed to the goals of the organization and invested in the outcomes. It helps if you support them with the right technology.

Tomorrow is the day before the long weekend and I am going to be working by the ocean. I trust myself enough to know that my work will be completed without getting sand in my laptop. I know not to drink while operating my laptop. I also know that if I am going to tell people how to do things, I must do them as well. See you on the beach.

Our People are Our Most Important Asset...Not!

If your people were really your most important asset you wouldn't have to keep telling everyone. "Our people are our most important asset" is probably one of the most overused phrases I have ever heard. I just did a Google search and this phrase came up 17,100 times! Can you even name 10 companies where this is actually true?

Here are five reasons why I believe this phrase should be banned:

1. Companies are willing to spend whatever it takes to market their products and services but are unwilling to make similar investments in their people.

2. The blame for discontented employees is always placed on the employee.

3. Everyone is replaceable.

4. We value your opinion, as long as it agrees with ours.

5. You have a place in our company as long as you don't make more than "X."

Do less talking and a bit more doing and it will be obvious to all.

Praying for grass to grow

Okay. I will admit it. For years I have ignored our lawn. This year our lawn has decided to strike back.  Blades of grass have been replaced with mounds of dirt. I'm told that I can get my old lawn back by watering my newly seeded lawn twice daily. I will believe it when I see it.  At least I have learned a valuable lesson. You cannot ignore things and expect them to grow.

I see this happen in companies all of the time. One person leaves. Then another. Attention is not paid until there are visible signs of distress in the workplace.

Take it from me. Nurture your employees and continue to provide opportunities for their growth or you will soon find yourself spending hours of your day trying to re-seed your organization.