Wisconsin Jobing Community Blogs

Our Employees make the difference!

There are a lot of roofing companies, but there's only one Great Lakes Roofing Corporation. Whether it's replacing an aging roof, performing ongoing maintenance or making emergency repairs, we are prepared to meet all your commercial and industrial roofing needs. We are committed to being the best of the best. That's a difference you'll appreciate when you do business with us. 

This extends to our employees as well!

There are Great opportunities at Great Lakes Roofing!
Please call us toll-free TODAY at 888-518-5988 
DO NOT SUBMIT RESUME ONLINE! 
Please call number listed above for consideration. 
You must call to be considered for an Interview. 

DON'T FORGET TO MENTION YOU SAW THIS ON JOBING.COM!

Promote financial literacy in the lives of teens in your community! Volunteer to teach "Paychecks 101" on Money Matters National Education Day.

To volunteer is easy. Just visit www.nationalpayrollweek.com, and fill out the volunteer registration form. All volunteers gain instant access to the volunteer portal where they can download an easy-to-use lesson plan, teacher's guide and PowerPoint presentation.

Volunteer now!

Once you've registered to volunteer, contact your local school or youth group to reserve a spot to teach. Include the lesson plan with a letter to the principal to demonstrate the value and content of the event.

Chapter members: you can teach the Money Matters curriculum anytime before September 25 and still be eligible for the National Education Champions chapter contest.

Not sure how to get your Money Matters National Education Day event started? Get a CHAMPS referral from APA's Chapter Relations Department.

Dear Joan:

Repeatedly over the last 6 months my former employer said that the R&D function was not in jeopardy because R&D was needed for the company to thrive.  And we were specifically told in two meetings within the last month - one with the CEO and one with the head of R&D - that we were reorganizing R&D, however, not to worry, no one would lose his/her job.

Just recently 15 R&D employees were severed due to restructuring, about 5% of the R&D function.  What is your take about the CEO and the head of R&D making these statements prior to recent events?  Does that signify anything that could be contested in court?  What about ethics?  Also, just prior to the restructure, many promotions-- about 5%-- went forward within R&D, which gave us all a false sense of security, as well.   Please let us all know your take on this.

Answer:

It’s hard to believe the CEO didn’t know this was coming a month ago, when he spoke with the group. Typically, when a RIF (reduction in force) is going to be made, there are high level meetings occurring more than a month in advance, to determine the depth of the cuts. The R&D manager would have been included in those meetings, since, presumably, he was the one deciding how and who to cut.

If I give these two the benefit of the doubt (which is tough to do in this case), I can only assume something drastic happened in the last thirty days. For example, perhaps the parent company dictated the action, due to the loss of a major contract, or results unexpectedly tanked. But why not just come clean and admit what is happening?  

What may be more likely, is that as they were in the process of reorganizing, they didn’t want to lose some key talent. Often, when rumors of a reorganization make their way through a company, the most employable employees start looking for jobs. The R&D manager may have wanted to put a lid on potential defections; until he could make offers to people he wanted to keep.

Ironically, this plan doesn’t work. Do the CEO and head of R&D really think people won’t be cynical and bitter about the way this was handled? How could they think the people who have kept their jobs won’t be looking as soon as the economy rebounds? People aren’t like sheep, who will accept whatever happens to them. They may keep their heads down and their mouths shut for now, but their loyalty has been shaken.

The biggest mistake the CEO made was not sharing the truth. Painful as that can be, it is the best course of action in times like these. Adults would rather hear about the real state of affairs, so they can make decisions that are in the best interests of their families.

The most successful companies—with the most committed employees—practice a more open style of leadership. They have ongoing employee meetings, where the marketplace dynamics are discussed. In fact, one company I know told their employees they would have to resort to lay offs if revenues didn’t improve. The employees volunteered to take staggered furloughs (so service wouldn’t suffer); they thought of creative ways to cut costs, and even started a calling campaign to existing customers, to make sure they were satisfied. When some cuts had to be made, the employees understood the reasons.

Leading employees to believe one thing and doing something else entirely destroys credibility. Nothing else they say will be taken as the truth. A lack of integrity won’t give you grounds for winning a court case, but as far as winning the hearts and minds of employees, the case is closed—they lose.

Would you like to bridge the commitment gap with your employees?   We provide management consulting, executive coaching and customized, skills-based training for managers and supervisors, that changes behavior, creates a healthy culture and builds a customer-focused team.  Call us today at (800) 348-1944.

Good managers know that employee satisfaction is essential to healthy teamwork, initiative and productivity.  Based on an in-depth study of the most innovative ideas in creating a culture where employees thrive, our recruiting & retention tools have all the secrets you will need to find and keep the best employees.

Creative Recruiting & Retention Strategies
or Recruiting & Retention Booklet Series (Includes Joan’s booklet, 86 Creative Ideas for Having More Fun & Less Stress at Work) 

When employees ignore health and safety standards

Dear Joan:

I've encountered a problem in an office environment were several people and departments share restroom facilities.  I have a situation where an employee has taken it upon herself to leave behind personal hygiene (used) products as well as "fluids" and feces on the floor of the restroom. 

This has only occurred one other time, however I feel that I need to address the (female) workforce about professionalism and sanitary conditions.   We've posted signs in the restroom stalls that notify employees that the area is being monitored for sanitary conditions, to at least place the person on warning.

Any advice on talking points?

Answer:

This may seem like a far-fetched situation, but after consulting several Human Resources executives, I was surprised—and disgusted-- to learn it’s fairly common. In fact, they told stories about similar incidents that occurred outside of the rest room!

I recommend that you keep the talking points short and straightforward. For example, “All of us want our restrooms to be clean and sanitary. Intentional, serious acts of disrespect for fellow workers could be grounds for disciplinary action or dismissal.”

In fact, you probably already have something in your handbook that references respectful treatment of co-workers and the need to abide by health and safety standards. If your monitors catch anyone in the act, you don’t need a special warning to give you the ammunition to discipline or fire the person.

Whoever is doing this has contempt for the organization and her colleagues. If she could stoop to this level to display her anger, there is no question she is also demonstrating her venom on the job.

Loss of jobs due to cutbacks does not qualify as job hopping

Dear Joan:

I’ve spent over fifteen years in the restaurant/bar management field. I’ve been in central Pennsylvania for my entire career, I've recently moved to Jersey City, N.J. and I'm finding that most of the employers are stating that anyone that has had more than two to three jobs in the past five years need not apply.

Here's where my problem lies.... The past two jobs I've held, the businesses have gone under or are in such financial despair that they made HUGE cut backs. Unfortunately, because of this I lost my position within the company.

How can I address this situation up front in my cover letter?  If you could please assist me with this problem, it would be greatly appreciated.

Answer:

I don’t think these employers are worried about someone in your situation. They are worried about job hoppers who jump from job to job because they can’t get along with the manager, don’t have good customer service skills, or aren’t reliable enough to show up when they’re scheduled to work.

To alleviate their concerns, mention your reliability, excellent reputation for service and partnership with owners. Use results language. For example, “I built a strong, trusting relationship with both the owners and employees. Unfortunately, economic conditions caused the business to close and another to lay off 70 percent of the staff.”

“I have demonstrated my ability to build a loyal clientele, and my manager often commented, ’I can trust you to take care of the customers as if you were the owner’.”

“As business waned, I was able to negotiate more favorable arrangements with vendors and the owner of the building.”

“New recruiting and training strategies reduced turnover 10 percent within six months and resulted in a more professional staff.”

With emphasis on your results, and an explanation that quiets their concerns, employers will be less concerned with the number of jobs you held.

My former, older manager is now my employee

Dear Joan:

I’ve been with a public service company for 25 years: I began with a part-time position for four years, moved to full-time status for 19 years and became a manager four years ago. I have a few unusual circumstances:

I supervise four part-time male retirees and three full-time female assistants. All of them are 60+ years, and I’m 41. One of the full-time assistants was my supervisor when I was 15. I sometimes feel resentment from her, since I am now her supervisor.

One of my part-timers gives me difficulties regarding accurate time-keeping—he likes to donate his time and believes in giving to the organization. He doesn’t seem to understand that we can get into a lot of hot water regarding wages and hours.

I feel like I’ve botched up enough that no matter what positive things I attempt, it’s still going to be inadequate. I went back to school for a business management degree, but they didn’t cover a lot of what I experience in my day-to-day job.

Is it possible to start from scratch? Can I fix this and how?

Answer:

Botched? Hardly! It seems that you are blowing up the age difference in your own mind to be bigger than it really is. Would you feel this way if your employees were in their twenties?

It’s unfortunate for your former supervisor that you passed her by, but senior management feels that you have what it takes to be a leader (and perhaps she doesn’t). Her outward resentment of you only speaks to her own insecurity and character flaws. As her manager, she owes you respectful treatment and satisfactory performance. Anything less than that should result in a meeting where the expectations are kindly but firmly spelled out. In the case of the altruistic gentleman, he needs to be educated about wage laws and held to the standard, or risk losing his position.

Perhaps you could seek out a mentor, with a successful leadership track record, who could help you gain the confidence and security to do what is right for the organization, and help you overcome the fear that you shouldn’t be supervising your elders. Whether they are old enough to be your grandfather or babysitter doesn’t matter. You are all there to get the job done and you were the one chosen to lead.

Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer.  Email your question to Joan at info@joanlloyd.com.  Visit www.JoanLloyd.com to search an archive of more than 1300 of Joan’s articles.  (800) 348-1944  © Joan Lloyd & Associates, Inc.

Confronting poor performance, or difficult behaviors, is difficult.  Joan Lloyd’s How to Coach & Give Feedback CD is a step-by-step approach to giving feedback to your employees, your coworkers, or even your boss.  Actually reduces defensiveness and encourages open communication. 

Do you need answers to tough job hunting questions?  Are you looking for some added punch to help you stand out from the crowd?  Joan Lloyd’s has developed job hunting tools that can help you to maximize your job search:

Savvy Negotiation Strategies to Get Paid What You’re Worth on a New Job (Detailed, 8-page PDF by email – no shipping charge)
Easy, Step-by-step Guide to Using the Internet to Land a Great Job (10-page PDF by email – no shipping charge)
The Resume That Opens the Door and the Interview That Gets the Job (37-page PDF by email – no shipping charge)

The campus staff and students at High-Tech Institute are hosting a multi-industry JOB & COMMUNITY RESOURCE FAIR on Wednesday, July 29, 2009 from 10:30 AM to 7:30 PM. You are invited to be an exhibitor!


The JOB AND COMMUNITY RESOURCE FAIR is an opportunity for all organizations and employers in the community who have job openings, services to offer, or would like to distribute information about their services or products.

There is ample parking and there is NO FEE to attend as an exhibitor.


You can view updated info at www.jobfairathightech.blogspot.com


We hope to hear from you soon!

 

Terri Storch
Representative
High-Tech Institute
440 S. Executive Dr.
Brookfield, WI 53005
Direct: 262-373-7032
Fax: 262-641-9955
Email: TStorch@hightechinstitute.edu

Get your foot up on the competition!

Job Fair on Site at Kaplan College

Our grads are eager and ready to help you move mountains!
   
Friday, July 10th, 2009
10:00 AM—2:00 PM

Kaplan College
111 West Pleasant Street, Ste. 101
Milwaukee, WI 53212

FREE PARKING
No Fee. Space is limited.

Contact us now:

Christine Bonk (414) 225-4629 or                 
Monique Mlengana (414) 225-4685

The Great Place to Work Institute compiled this years best places to work (small business category with employees ranging from 50-250)

2 of them are right here in Wisconsin

#1 is Badger Mining, Berlin, WI
#22 is Kalher Slater, Milwaukee, WI

Complete story >>

In the midsized company category, two Wisconsin companies were honored.

#2 Acuity, Sheboygan, WI
#10 4imprint, Inc, Oshkosh, WI

Complete story >>

 

Congrats to the Wisconsin companies. Nominate your company next year.

Attention:  APSE Conference Attendees

You are invited to the APSE Employer Leadership Forum 

 Date:  Wednesday, July 1, 2009

Time:  8am-11:30am

Location:  Manager's Suite

Come meet some great business people and learn  "Business Perspective of a Disability Outreach".  

Please rsvp to jenny@apse.org

Thank you!