Think for a minute on how much time, effort and money  is spent on attracting and keeping your top clients. Think about the amount of energy expended on  hundreds of prospects that never become customers.  Perhaps you have an entire sales force dedicated to the nurturing of those prospects and new clients. Perhaps you have a defined sales and service process that ensures new customers continue to get attention even after delivery of the product or service.  Perhaps you have an entire customer service department built on the concept of continuing to service the customers’ wants and needs. 

 Now, let’s turn to another customer base – your employees.  How much energy is spent on ensuring their satisfaction?  How many cards and letters have they been sent thanking them for their service? What have we discovered about what gets them up and going to work everyday and how we can make their experiences with us better?  Did they  have a fully furnished workspace upon their arrival? 

 Today, successful companies  require vision, flexibility, speed, innovation, and a detailed understanding of their market to meet the needs of increasingly demanding clients – both internal and external.  Perhaps the most demanding (or should I say deserving) client of them all is the employee.  The better we are at realizing this, the more successful we will become in attracting and retaining top talent. 

 How do you attract and retain top talent?  Well it starts with defining your company’s culture and then communicating it effectively and consistently to the staff.  The following ten principles will assist you in getting started:

 (1)                 See the big picture and help others do the same

You have to know and be able to communicate (a) what your company does, (b) why you work for your company, (c) what makes your company successful, (d) what makes your company unique, and (e) where your company is going.  Know, and be able to express, your company’s mission, core values and beliefs, and vision.

 (2)           Be committed

Managing  is about getting involved.  Being involved is a visual commitment to your employees. It is about coaching, teaching and inspiring others.

 (3)           Get close to your customers

The only thing that cannot be duplicated by another company is the relationship that you and your staff have with the customer.

 (4)           Invest in your people

There is a popular quote that says, “I don’t care how much you know until I know how much you care.”  Your job, no matter your position, is to help make other people successful. 

 (5)           Be positive

Rather than dwelling on the negatives, attack problems with a can-do attitude.  Have a contagious attitude, but one worth catching.

 (6)           Have fun

Don’t be so serious all of the time…lighten up.  In today’s work environment there are too many headaches to have to deal with a manager or coworker who is a headache.

 (7)           Focus on continuous improvement

Ask why a lot. Get rid of things that get in the way and be willing to make a radical change.  Trying harder, while using the same old tools and techniques, is a path to failure. 

 (8)           Do it now

Employees and other customers want answers today.  If an answer can’t be found, at least let them know when it will be found and deliver on time.

 (9)           Commit to honesty and integrity

Your ethics and values will always contribute more to success than techniques and strategies.

 (10)         Create brand recognition

Without brand recognition, employees and other customers will have a hard time differentiating you from your competitor.  Hence, they might as well work for your competitor as to work with you. 

 In order to be successful, you have to be willing to get involved in the activities of your employees.  You have to establish a vision, be consistent with your message, be unique, committed, and most of all, memorable.  This type of leadership will prevent you from being like your competitors.  It will create commitment from your employees and from your other customers. And most of all, it will be fun.

With Valentine’s Day behind us, this has been a week (or at least a day) of celebrating those we love. There are those that enjoy the February 14^th day of giving flowers, a “Be Mine” Hallmark and a box of chocolates.  Valentine’s Day is the tradition of one day of appreciation, admiration and love from someone special – less about the gift and more about the person.

So how about those in your workplace? How are they shown love? Ok, maybe not the “I want to marry you kind of love;” but the “I love your commitment, your ideas, your relentlessness of never giving up” kind of love.  How is appreciation and admiration shown for those building the company?

Michael Hess with CNBC wrote a great article, “6 Keys to Your Employees Hearts.”  In his article, Michael highlights the secrets of companies  that have figured out the keys to retaining the happiest and most productive employees  The commonality is they have all implemented the following “six-people priorities.”

Trust.  A critical foundation block in building of any professional relationship. This works both ways. Employees need to trust you and you must show them you trust them. Whether it’s through autonomy on projects and/or involving them on important decisions, this helps to build and foster a trustworthy relationship.

Responsibility. Know how much your employees can handle and give them just a little bit more. This tells them the work they are doing is valuable. It gives them a chance to shine and for you to identify shining stars.

Culture.  Company culture is the “heart and soul, the glue that holds it together and the spirit that drives it”. As unique as your culture is, it is also defining of the talent you will attract. Great people are attracted to great culture. Invest in yours because culture is important to your employees.

Opportunity. It is human nature for people to want to continue to grow and develop. Most of the time this is in an upward climb; however, it doesn’t always have to be. Investing in learning and development opportunities in specific areas employees may not have experience is also valuable.

Recognition. Some people value recognition more than anything else. They are motivated by the company award, trophy, employee of the month status and the list goes on. Recognition for superior achievement is important. However, what “really matters over the long term is ongoing, straightforward, day-to-day appreciation and recognition. Give genuine praise, both publicly and privately, for work well done.”  

Compensation. People work for money. It is important. However, we know money isn’t always the deciding factor. We all know people that gave up a salary with a lot of zeros in it and instead selected a company making less money because they offer many of other elements listed above: Trust, Responsibility, Culture, Opportunity and Recognition.

If there is room for one more on Michael’s list, I’d like to add one more: Personal.  Make it Personal. Whether it is recognition or opportunity, culture or responsibility – make it a personal reflection of you and/or the person on the receiving end.  Because as a real Valentine knows it’s not about the gift, but about the person.

“I remember when my son was thirteen months old.  He was unable to sit up, unable to walk and unable to talk.  I couldn’t help but wonder about his future. What kind of quality of life would he have?  Thanks to the Frankie Lemmon School our lives have changed.  My son is now four years old and eighteen months into the Frankie Lemmon School program.  In just a year and a half, my son has learned to walk and talk.  The Frankie Lemmon faculty, staff and therapist have done an amazing job of not only teaching my son, but unlocking his gifts and talents by tailoring their innovative teaching style to meet his unique needs.” Allie Townsend, a Frankie Lemmon parent.

For children with special educational needs and their families, the Frankie Lemmon School and Developmental Center provides life-changing education and support that leads to successful participation in family and community life and achievement of the child’s full potential.

The school was founded in 1965 by Frank and Georgia Lemmon. Their youngest son, Frankie, was born with Down Syndrome. When Frankie was of age to start kindergarten, there were not any schools equipped to take him or other children with special needs.  Starting the first year with three children, the school was the first of its kind.  It remains today the only special education kindergarten (age 3 through 6) in the Raleigh area.

In 45 years, the school has provided over 1 million hours of education and support to children with special needs and their families. Even more amazing, the school provides tuition-free education for qualified children of all socio-economic levels.

The school has elevated to new heights with its exceptional reputation of highly skilled teachers and state-of-the-art learning tools. The Frankie Lemmon School places particular emphasis on development of communication skills and independence, which are critical for children to participate in community life.  For parents of children with special needs, the school also provides an extensive family support program including information, instruction, advice, advocacy and support.

For a school that gives so much to children, parents and this community, it is an honor to recognize The Frankie Lemmon School & Development Center as our great job spotlight  of the month.  Frankie Lemmon School, Thank you for the difference you are making.   Great job!

The Frankie Lemmon School & Development Center is a private, non-profit 501(c)3 organization and contract agent of the North Carolina Wake County Public School System. More information can be found at : www.frankielemmonschool.org

 The Greene Resources “Great Job Spotlight” is a monthly blog highlighting those in the community who are making a difference.  As stewards of the community, we hope you will find their stories inspiring and contagious.

I am sure you have heard it by now, “the only way you’re going to get a job is if you know someone.” It may not be the only way, but it sure will help.  Utilizing your connections and network is a crucial piece of the job search.  It is important to understand that this relationship can be built through multiple networks, including professional, personal, and social.  

When you begin your job search, brainstorm all the different places you have met people and ways to get in touch with that network now. Old classmates from college? Check your school’s alumni association. Professional associations? Check LinkedIn groups.

Think about all your past experience in your industry and the people you have met. Old bosses, co-workers, clients – all of these connections may be able to point you in a direction that lands you in your dream position.  Your connection could have landed at a company you are interested in or know someone working there.  There is also a high probability you have been involved in professional organizations within your industry.  The connections you made through these organizations are valuable resources in your job search.

The crossover between personal and professional life does exist.  Many of the personal connections you have made throughout the years will be crucial to reach out to during this process.  Family friends, college roommates, friends of friends – these relationships can expand your network exponentially.

Just remember, building your network is an ongoing process that happens anytime, anywhere.  Always remain professional with all connections you make.  You never know which connection might lead you to your next career.

We are now a few weeks into 2012.  This should have provided you with ample time over the past several weeks to listen to the experts present their technology predictions for the next 12 months.   For Greene Resources, these reports and predictions can be a strong indicator of top technology talent hiring managers will seek in 2012.

The year started off with the CES (Consumer Electronics Show) annual technology showcase in Las Vegas covering almost 2 million square feet of space and more than 140,000 attendees.  Much of what was reported was more of last year, but thinner, faster, more mobile, with cloud computing capability.  CNET puts out a Best of 2012 Awards Video that presents CES awards in technology categories from Car Tech to Cell Phones if you haven’t seen the coverage on this event.

Every year, Gartner publishes a list of technology predictions for the next few years.  Last week Gartner held a webinar, Top Technology Predictions for 2012 and Beyond.  Gartner believes that these IT predictions will influence actions for enterprises this year and beyond.  The research shows that there are four forces that are shaping the future of IT: social (how we collaborate), cloud, mobile, and information (big data).

So, with these new predictions, what impact will this have for technology hiring in 2012? It wasn’t surprising that Dice.com, the technology careers site, recently reported their list of top tech jobs for 2012 with development positions leading the list with 5 of the 10 spots.  Java/J2EE developers took the number one spot on this list with mobile developers not far behind at number three.  Developers will continue to have options as they explore jobs in 2012. Hiring managers and recruiters will need to move quickly and have a compelling story to attract top development talent.

As the first month of 2012 comes to a close the North Carolina Technology Association will present their annual Outlook for IT 2012.  This event will represent IT leaders from North Carolina, research from Gartner, and an exhibit hall showcasing North Carolina tech companies. Many North Carolina companies attending the event, including Greene Resources, are well underway with identifying and hiring top technology talent for 2012.

Read almost any book or article on leadership and you will find that one mark of a great leader is their ability to select talent – to attract, retain, develop and motivate other leaders.   Whether our business mentality falls under Corporate, Entrepreneur, Small Business Owner, or Non-Profit & Government, our ability to attract the best talent with the right mindset defines our future success.  The following points will help you in this process.

I.  Define your cultural values

 What is company culture?  It is more than a set of policies, a working environment or an atmosphere.  It defines common beliefs and behaviors as well as the way we view and value relationships.  An easy way to define these traits is to simply look at the behavior of the top leaders, particularly the founders or the President/CEO. The strongest cultural influence in any company is the behavior of these leaders. No set of rules will have a fraction of the impact that the example set by the top leaders of the company will have.  It is critical that values guide everyday work.

 II.   Understand what motivates people

 Remember Maslow’s Hierarchy of Needs?  It can easily be applied to attracting and retaining top talent.  There are basic needs that have to be satisfied before higher needs can be satisfied.

1.  Security:  Regardless of the business mindset you seek, you have to be able to address both job and financial security.  Study after study shows that the greatest influence on an employee’s commitment to the company is senior management’s interest in the employee’s well-being.

2.  Inclusion:  People want to feel like they are “in the know”.  Goals have to be understood and shared.

 3.  Control:  Many develop a sense of self-worth related to their range of control

4.  Ego:  People must feel that they play a key role in the company’s success.  Their work must be challenging and have importance.

 5.  Doing the Right Thing:  People want to do what’s right.  The question is not only “Are we doing the right thing?” but “Who are we doing the right thing for?”  The social value of the work needs to be shared and understood.

III.  Make sure your message attracts the right people.  There are four kinds of messages to which people respond.

 1.  Go with a Winner:  Typically there will be multiple advancement opportunities such as in a large corporate environment.

2. Big Risk, Big Reward:  A person will receive good compensation for considerable risk, but their career can advance rapidly such as in an entrepreneurial environment.

 3.  Save the World:  A person has an inspiring mission and an exciting challenge such as in a non-profit environment

4.  Lifestyles:  A person receives more flexibility and better lifestyle benefits such as in a strictly small business environment or government environment.

IV.  Build an engaging workplace

The Gallup Organization has developed a dozen questions that measure the engagement of your employees.    These questions, listed below, can be categorized into four main points of interest including: “What do I get from this role?,” “What do I give?,” “Do I belong here?,” and “How can we all grow?”

1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work properly?
3. At work, do I have the opportunity to do what I do best everyday?
4. In the past seven days, have I received recognition or praise for good work?
5. Is there someone at work who encourages my development?
6. Does my supervisor or someone at work seem to care about me as a person?
7. At work, do my opinions count?
8. Does the mission or purpose of my company make me feel like my work is important?
9. Are my coworkers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone talked to me about my progress?
12. In the past year, have I had opportunities at work to learn and grow?

In the end, a leader will achieve greater business outcomes in the areas of retention, profitability, productivity, and customer engagement by: 

• Having a clear definition of the company’s values and business mindset;
• Understanding the values and mindset of each employee;
• Recognizing each employee’s true motivation to work;
• Helping each employee connect that motivation back to company goals; and,
• Maintaining open and honest communication

It is all about how an employee feels about their work experience.  Commitment to the company is becoming much more of an emotional-based decision with employees searching for deeper meaning in their jobs. 

Have you ever thought about how much you read in a single day? The newspaper, directions, road signs, a job application, emails, on-line research, Facebook, Twitter, a book, a magazine, did I mention emails?  This thought may not have crossed your mind until now, but it is on the minds of almost 32 million US adults who are unable to read. The US Education Department’s latest statistics show that on average 14% of adults lack basic literacy skill.

This month’s Great Job Community Spotlight recognizes the hundreds of local heroes working determinedly to lower these staggering statistics: The Durham Literacy Center. The DLC has educated over 12,000 Durham residents since they opened almost 25 years ago.  Their mission is to assist teenagers and adults with reading and writing skills needed to fulfill personal and professional goals.  The DLC vision of increasing the number of literate adults has become a reality thanks to the almost 100 volunteers that help out annually.

Reginald Hodges, DLC Executive Director, said, “Literacy services are needed more now than ever. Adults with poor literacy skills are losing jobs; 500 students leave our public schools each year without graduating; and immigrants without basic-English skills continue to arrive in Durham in search of a better life. We need to make the hope and potential of literacy available to everyone. It is not only our responsibility, it is our opportunity.”

Meet Christopher, a 55-year-old Durham city employee, who until last year was unable to read. He had lived with this secret for far too long. Christopher walked through the doors of DLC last year and asked for help. With individualized instruction, tutoring and continuous testing, Christopher was able to reach his goal.  Today he not only loves to read and write, but he wants to help others by teaching and tutoring them.  He believes that “when people genuinely make a difference, they can create a better world.”

Thank you to the Durham Literacy Center, the staff and hundreds of volunteers who work tirelessly and give willfully the best gift of all……opportunity. It is an honor to recognize you with our Great Job Spotlight for the incredible difference you are making in the lives of our community. Thank you and Great Job!

More information on how to get involved with the Durham Literacy Center can be found at : https://sites.google.com/site/durhamliteracy/about

The Durham Literacy Center is a partner agency of the United Way of the Greater Triangle.  The United Way of Greater Triangle funds 149 programs at 82 partner agencies in Durham, Johnston, Orange and Wake County.  The United Way is committed to strengthening the basic building blocks for quality of life for Triangle residents in health, education, income and safety.  Currently one of every three Triangle residents is using a United Way partner agency service or program. More information about the United Way can be found: www.unitedwaytriangle.org

Once you have developed a plan, it is time to begin researching. When beginning a job search, you most likely have an idea of the type of position and industry in which you are interested, but it is crucial to research to ensure you are on the right track. The following areas should all be researched:

 The positions. You know your skills; you know what you are interested in; so of course you know the position that would be perfect for you, right? Even though you believe you know the best position for your personality, it is a good idea to research the daily tasks and duties of someone in the position. After research, you may find that what you thought a Human Resources Coordinator does is not actually what the position entails.

 The industries. It is important to understand how the industry in which you work can affect your position. A Human Resources Coordinator working in an industrial environment will likely have different priorities than a Human Resources Coordinator working in a call center environment.  Which industries provide you the greatest opportunities?

 The companies. Once you have found industries that interest you, it is time to research companies within those industries. Research everything you can about prospective companies.  Once you have learned more about specific companies, a targeted company list can be created.  Below are some things to consider when researching:

What does the company do?

Has it been given any awards?

What is its involvement in the community?

What has the growth been like?

Who is on the management team?

How is it different than other companies in the industry? 

Why do employees like to work there?

What are the biggest challenges?

How are employees treated? 

What is the average employee longevity?

Research is crucial in the job search. Not only will this help you create a targeted list, but it will also help you during the interview process by being better prepared.

As one year comes to an end and a new year begins, I find myself reflecting over a poem I found between the pages of one of my grandfather’s numerous bibles. It was written down by my great-grandfather, William A. Greene, on April 26, 1904. William Greene grew up in Aquadale, North Carolina and had several jobs including school teacher, merchant, justice of the peace, and columnist for the Stanly News and Press.

 We all understand the importance of keeping in touch, whether it is a personal or business relationship, or a combination of both. This point cannot be made any clearer than in this poem my great-grandfather came across ninety-eight years ago.

If you have a gray haired mother in the old house far away

Sit down and write the letter you put off day by day

Don’t wait until her tired steps reach heaven’s pearly gates

But show her that you think of her before it is too late

 If you’ve a tender message and a loving word to say

Don’t wait till you forget it but whisper it today

Who knows what bitter moments may haunt you while you wait

So make your loved ones happy before it is too late

We live but in the present – the future is unknown

Tomorrow is a mystery – today is all our own

The chance that fortune lends us may vanish while we wait

So spend your life’s rich treasure before it is too late

 The tender words unspoken – the letter never sent

The long forgotten messages – the wealth of love unspent

For these some hearts are breaking – for these some loved ones wait

So show them that you care for them before it is too late

-Author Unknown

 May the new year be one in which each of us makes a habit out of connecting – or reconnecting – with those who have made a difference in our lives.

Many nineteen year-olds may choose to spend their time between classes with friends or nuzzled in their smart phone.  We were introduced to one nineteen-year-old choosing to spend his time making a difference for children battling cancer.

At the age of six, Nicholas (Nick) Marriam was diagnosed with T-Cell Lymphoma, which is rare for such a young age.  Nick quickly claimed residence behind white sterile hospital walls and endured spinal taps, chemotherapy and many other treatments in what seemed like total isolation.  Out of school for two years and missing his friends, interaction with others and all of the activities six year-olds love to do, he was bound to a hospital bed for the fight for his life. That experience had a profound effect on Nick – one that would ultimately affect the lives of many others.

Post treatment, Nick attended a chemotherapy camp where he learned about “Make a Difference Day”.  He volunteered for the day, and thought of his own experience and what he would have enjoyed during his time in the hospital.  He decided to fill a bag with toys, games and books and hand them out to the children in the oncology unit at the local hospital.  Seeing the faces of excitement on the children and the gift of a “break from the day to day treatment”, Nick was inspired to do more.  And he definitely did.  This one bag of joy has turned into a 501c3 non-profit and is now active in twenty eight  states from California to New York.  To date the non-profit has distributed over 17,000 bags. Nick and his cousin started the Nickelby project  eleven years ago when he was just eight years-old.   Now cancer-free and a college student, Nick still donates about twenty hours a week to the Nickelby Project with the goal of bringing a little color to those sterile white walls for those battling some of life’s toughest challenges.

Nick said it best, “One person can make a difference and if you touch just one person – you have made a difference.”  Nick, what a difference you have made.  We are honored to salute you with our “Great Job” recognition. Thank you for doing such a great job helping others in our community and across the country.

For more information on the Nickelby Project or how to get involved, please contact Nick at Nicholas@nickelbyproject.org