REAL Help Wanted

This week's show focuses on the problem of dealing with people, because of fear, who are hesitant to return. Since the principle tool to gain acceptance of the mandates over a long period of time is fear, that is something you cannot overcome with logic.This is where we start, dealing with the emotion and then move the conversation to something more rational. The first segment covers the foundation of 'employee wellbeing' and how the business owner can address each. The second segment is about getting people back in the game by laying out what the business is about and how they can contribute. Segment three covers what are the minimum actions you should take to deal with their apprehensions and practice a higher level cleanliness. Finally we close some long-term additions to what the company offers to close the deal.link: https://vzit.co/ibn--J

Although today's show is not about the people's challenges of fast growth, the similarities to the post-pandemic hiring situation are striking. There is natural tension between people who have been with you for a considerable period and people just in the door, We will explore those issues during today's show..EPISODE 1: WHAT HAS BEEN MORE IMPORTANT - LOYALTY OR COMPETENCE?This question is actually more difficult than it appears. Given my background as a scientist and engineer I have always believed competence is the tie breaker. But after 5 startups, I have revisited that position because in the early days it matters who is in it for the long haul - even if you have to follow up and complete their work.Topics; Is loyalty worth nothing; do I owe something to the people who sacrificed to make this business successful?EPISODE 2: DO YOU HAVE ANY STANDARDS TO SAVE YOU?If you are in startup mode the answer to this question is usually no. Let's ask the question again - have you established positions descriptions and standard operating procedures that are performance requirements and standards? If the answer is no, then consider all of your personnel decisions have been idiosyncratic - how you're feeling that day or how much you like this person.Topics: How are you making personnel decisions?EPISODE 3: THE CONFLICT IS NATURAL & THEREFORE PREDICTABLEThe people have been with you initially will be happy to have help and if these are subordinate positions, don't expect any more conflict than is normal in the supervisor / supervised relationship. However if they are being brought into a senior position especially if the people they led anticipated a promotion into that position, then it is going to get rough.Topics: You must eliminate the personal aspects of the conflict by collaboratively creating standards and positions.EPISODE 4: CAN I ACHIEVE A WIN-WIN OUTCOME?It is possible, just don't expect it to be easy. Start early with the hard corps and make it clear that as the company grows they will have first priority for the openings IF THEY ARE COMPETENT for the new position. We are only going outside for expertise we don't have internally. When it happens it won't make anybody feel better but provide a reference point for the conflict.Topics: Create a class of stock as a reward for loyaltyLink: https://vzit.co/ibn--j

Today's show deals with the current post pandemic issues concerning employees and recruiting candidates; What Are The Facts?, Dealing With Government Mandates, What You Need To Do Inside?, How To Promote Health & Safety To Attract New Employees.What Are The Facts? Currently facts around the pandemic don't match government prescriptions and the tone is getting more shrill using fear. The issue? You cannot respond to an emotional issue with logic.Dealing With Government Mandates. The situation is very fluid on whether the government has the constitutional authority to force private sector employers to require vaccines on the job. The argument is that an Executive Order doesn't have the power of law, only legislation passed by Congress, signed by the President, and then enforced by the Executive Branch. The bottom line - work through a lawyer - you need the best advice possible.What You Need To Do Inside? If you change the topic from CDC guidelines to creating a quality workplace, you can cover both issues. You will demonstrate health & safety practices recommended by the CDC and OHSA, and major impact on productivity.How To Promote Health & Safety To Attract New Employees. Start with an emotional appeal focus on everything you have done to meet quality and CDC guidelines. Deal with their fears and reduce the risk of joining your company.Link: https://vzit.co/ibn--i

Owner Stats (May2021)● 10 million unfilled positions, 1 m more than unemployed● 31% have positions unable to fill for 3 months or more● 41% dealing with rising wages● 24% expect to add people this yearEPISODE 1 - THE BIG DISCONNECTWe believe with the 'Big Resignation" and the inability to hire are based on a misunderstanding of what has happened in the hiring industry. People have different expectations of what employment means, and we have automated so many tools there is no connection between what employers and employees need. EPISODE 2 - CHANGE THE GAMEThe challenge and opportunity for employers to stop everything conventional about the current technology based hiring process. Instead, be different, be unique, and create situations that will attract prospective employees. EPISODE 3 - GO LOW TECH / HIGH TOUCHReady for some extra work that will payoff? Block time on your calendar and call or take calls from prospects. Most people looking for work create resumes and send it off never to hear. On average only 20% of resumes will even get a turn down letter. EPISODE 4 - OTHER HIRING HACKSHere are some additional thoughts about how to raise your exposure to attract prospective employees.Link: https://vzit.co/ibn--I

Solution: Become a College Basketball Coach - Become Training for Greatness. Instead of advertising for a Waitress, Server, or Bartender, what if your advertisements were "Learn How to Own Your Own Bar?" You are a successful entrepreneur and business owner looking to mentor interested people in learning the industry. We will show you how to start, grow, and exit your business and pay you while learning the business..

The next few shows will highlight problems business owners are having with talent. Whether the issue is attracting, selecting, training, keeping, or compensating, this part of the series starts with the problem and works backwards. The first 12 shows focused on starting at the beginning - what and how to build an Employer of Choice operation. SUMMARYAlthough this has been true for years, in the post-pandemic world, it has become truer - is that even a word?No matter how small, the level of professionalism required for managing HR - people - has reached extreme levels. Small business owners in the past could manage all the hiring, training, paying etc., or delegate to someone in a non-operational role like the accountant. I wish we were still in the world, but we're not.That is one reason for this show series - we are your HR expert without paying for it. Now that is a deal.https://www.ibgr.network/ibgr_blog/biztalkradio-show-13-problem-1-raising-wages-william-eastman

We are ending the first part of REAL Help Wanted...Building An All In Workforce.Today's show will pull it all together using my 4 decades of Insights and Actions to make mine and client organizations an Employer of Choice.SUMMARYThe HOW is the same regardless of who you are attracting and hiring. The difference is basing your approach in each of the following areas on which Generation and individual you are dealing with. You don't have to get it exactly right, you will get big street cred points for being serious about it. Over time, you will nail it down.TOPICS1.Are people successful because of your systems and processes or despite it?2.What are things we need to do to become an Employer of Choice?Link: https://vzit.co/ibn--h

This is a very hot topic right now, the pandemic has created a new set of expectations and opportunities. Here are a few thoughts to prime the pump for today's show.Over the last 18 months people have become accustomed to working remotely and depending on the generation or age group have different opinions and expectations.The research data on productivity indicates that employment that is almost all remote has lower productivity; that is individual, team, and enterprise-wide. It also appears that some of the productivity loss is off-set by lower operating costs. The jury is out if it is a wash but there is another problem that is hard to overcome with technology - maintaining a culture.TOPICSWhat is the right mix of In Office and Remote work?What additional or new demands does it place on technology?How do you maintain and grow the right culture?Link: https://vzit.co/ibn--G

Today’s Show focuses on how the business owner of a small or mid-sized company prepares their business for change and then pulls it off. Jeremy Gray of the CFO Centre- Singapore joins host William Eastman. Jeremy brings 4 decades of experience running companies in constantly changing environments and used his ability to lead change as part of creating an advantage over the competition. Join Us at 1pm EDT (-4) Saturday for real-world insights into Preparing and Leading Change.Link: https://vzit.co/ibn--F

Today's Show on Line of Sight picks up on last week on variable compensation or nobody has 100% of their checks guaranteed. The idea of Line Of Sight is the final piece in building skin-in-the-game for everyone. As a business owner I cannot be successful if the day to day performance of my employees are not pushing the company forward to its goals and if I make my success part of their success the probability increases I can achieve it. Line of Sight means they know the end game, how it is going to be measured, how they are performing, and finally how it will affect their check.https://www.ibgr.network/ibgr_blog/biztalkradio-show-9-line-of-sight-william-eastman

Our previous show tackled the topic of "Investing in Training & Development'. As we discussed this is not a hard cost investment - money out of your pocket. It is the investment of your time and building the infrastructure so people are successful because of the process, not in spite of it.

Today's Show we are going to tackle one of the most critical questions with getting new people up to speed - "How do I take a new employee and quickly develop them to do the job, and how do I keep the job interesting for as long as possible?"Before discussing how to train them quickly to maximize return on their paychecks, one more thought on the college basketball approach. What if you established a reputation as the 'best place to work?' Part of attracting both enough people to fully staff the operation and making it the right people is reputation. It will affect prospective employees and if we are talking about the younger generations - their parents.Link: https://vzit.co/ibn--c

What are the development needs of your new hires to get them up to speed as fast as possible? It is looking at them task by task for the new assignment. You Assess first their ability or competence - can they do the job, then Assess their willingness or commitment - will they do the job. Your decision on these 2 critical factors will determine where to start the training process.Link: https://vzit.co/ibn--b

I know this is off-the-wall starting comment, but let me make it stick! I picked a basketball coach for a reason. They live in a world where all talent is transitory and they actually are factories for talent development. Today we answer the question "How do I build a local (or regional / national) reputation for the best place to start a career?". Our focus in the series is both the quantity and quality of who you hire and keep..Link: https://vzit.co/ibn--7

Today's Show is 'Attract The Best By Appealing To Their Aspirations' and part of our series on "REAL Help Wanted". We understand the difficulty reopening the business and recapture lost revenue when you can't staff. Lisa Askwith, Director of ABS in Singapore joins Bill as they discuss how to attract the right people based on what they want from work.Links: https://vzit.co/ibn--5

This week's show deals with the unstated expectations employers have about new employees and what employees have with new employers. This psychological contract is nothing more than a range of unstated expectations that exists with both parties. When unmet it leads to dissatisfaction on both sides and can breed long-term hostility. Today’s show makes the two lists public and addressable. Bill will cover what you can expect from all of the generations in the hiring pool.Find out more info at - https://vzit.co/ibn--4

Our previous show raised the claim that DNA drives far more behavior than people realize. I provided a unique view that it was closer to 50/50 and at the core of inherited behavior was the pursuit for meaning, the why for the ultimate gift - life. This is the reason it was called “We Are All The Same”Today’s show “...And Yet We Are All Different” looks at how nurture adds uniqueness to the journey and creates all the different shades of people. Today’s show summarizes how we can look at the different generations and understand what drives their behavior. If you are looking for future employees to hire, this will help attract the right people.https://www.ibgr.network/ibgr_blog/biztalkradio-real-help-wanted-series-show-2-and-yet-we-are-all-different

This is just a starting point. Our first show: “We Are All The Same” was intended to lay the groundwork for discussing differences. I do enjoy taking contrarian positions but in this case that is not the motive. I made my bones as a first-line supervisor balancing operational demands with the impact on my team members. What I learned was simple - there are universal traits in people that drive behavior - their nature. How they act out those traits, based on nurture, is unique to each individual. Once I understood the rationality of their behavior it greatly increased my effectiveness as a leader.Next Week’s Show is titled “and Yet Very Different.” It will cover how we can group behaviors by generation and use that information to understand how to attract enough of the right people.Find More Info At: