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  • What Employers Want – Part II

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    Long gone are the days of interviews like this. “Can you do this . . . and that . . . and yes, this one other thing as well?” “Why yes, I can!” “You can? That’s great! You’re hired.” Hiring managers and business owners want and need candidates with more than just the technical know-how…

  • Discover the Leaders Within

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    An essential, ongoing component of an organization’s growth strategy must be the identifying of leaders among current employees. It’s non-negotiable. Sure, you can “hire in” folks to fill leadership positions, but keep your eyes and ears tuned to those inside your organization first. That’s where you’ll find the guys and gals already well-versed in the…

  • What Employers Want – Part I

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    Want to trade in your “candidate” status for “employee” status? Candidates who possess the sought-after traits employers are looking for, won’t be “candidates” for long. And increasingly those traits are coming in under the heading “soft skills,” as employers realize how essential this intangible set of skills is in today’s workforce. “Most companies are hiring…

  • Inspiring the Team: Part 2 – The Don’ts

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    “The greatest power source on earth is a team of people who are energized around a common goal,” Liz Ryan. Energized. Motivated. Inspired. That’s what every manager/supervisor is shooting for and striving toward and hoping he/she will end up with. What are the “Don’ts” that can get in the way of creating this go get ’em team? A…

  • Waving the Flag in Minneapolis  

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    It was a proud day in 1858 when, on July 4th, a star was added to the flag of the United States of America for the state of Minnesota, who had joined the Union on May 11, 1858, as the 32nd state. To this day, Minnesotans continue to proudly celebrate the adoption of the Declaration…

  • Inspiring the Team: Part 1 – The Do’s  

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    How can you be the motivational force that urges the team toward greatness? That boosts their efforts, nudges, and prods, but mostly encourages them to be all they can be? As the manager/department head/supervisor, you need to fill that role if you want your team to reach its maximum potential. And why wouldn’t you? There’s no way…

  • Employee Handbook Series – Part III – The PROCESS   

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      As a management tool for employers and a roadmap for employees, the employee handbook shouldn’t be considered a “one and done” situation. Because it addresses all issues pertinent to the day-to-day operation of the company and ultimately, it’s success, it will require consistent review to remain the cutting-edge resource it needs to be. “The handbook is a living organism that needs to…

  • Employee Handbook Series  Part 2 – The HOW

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     It’s really a no-brainer. An effective employee handbook benefits both sides of the employment equation. In fact, it may well be the most important document your company creates. And the number one reason for that is this:  every area of any importance has to be hammered out before it can make the pages of the handbook. Policies have to be set; procedures worked through, decisions made. A meeting of…

  • Employee Handbook Series – Part I – The WHAT  

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    If you think that by now something has certainly replaced the trusty employee handbook, think again. Even in today’s high-tech world, the need for this comprehensive document has not diminished. If anything, the techie-ness of our society has created a greater need for this compilation of information. By definition, the employee handbook is an assembling of the policies, procedures, working conditions, and behavioral expectations for any particular workplace. Its contents guide both…

  • Managing Multiple Generations – Part II

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    Encouraging Unity While some may argue for letting each generation “do their own thing” the way they want to, undisturbed by the ways and thought processes of their older or younger co-workers, this path of least resistance will also be the path of least accomplishment. A culture that both embraces generational difference and mingles the…