"Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do all those things effectively, you can't miss."
--- Lee Iacocca
It is common when attending sign association meetings, shows, and seminars to hear more than one business leader talk about their employees. The chatter isn't always positive and it seems that many employers today are finding it difficult to find and keep good employees. There is no magic wand to make great and even good employees suddenly appear, but there are three simple steps you can take to at least better your chances of getting and keeping the good ones.
Most employment laws that are in place to protect the rights of workers can often appear intimidating on the surface and can make some to feel that they must walk on egg shells when interviewing and hiring new employees. The feeling gets even worse when you must terminate the employment relationship. But once you cut through the mumbo-jumbo of the clutter constructed by government attorneys, you see that it is simply a matter of treating everyone fairly.
"We all prospect, and don't even know we're doing it. When you start the dating process, you are actually prospecting for the person you want to marry. When you're interviewing employees, you are prospecting for someone who will best fit your needs."
--- Zig Ziglar
The first step is to ensure that you bring the right person on board. The qualifications you see on a resume are not enough. You have to meet face to face with the job candidate at least three times to make sure they are a good fit for your company. Choose different settings for the meetings. The first one can be in the office or shop. The second one can be over coffee and a trip to the field if necessary. The third can be over lunch.
Taking the time to screen, interview and then interview again saves you a lot of money down the road. Spend the time and energy in the beginning to make sure you are bringing a class act to the party.
"Today, no leader can afford to be indifferent to the challenge of engaging employees in the work of creating the future. Engagement may have been optional in the past, but it's pretty much the whole game today."
--- Gary Hamel
Next, once they are hired, assess the employee's engagement meter. See to it that the employee likes what he or she is doing and understands how their contribution fits into the overall mission of the business. This too will take time, but is worth the effort. You may find that the employee is bored and not using their talents and skills they were hired for. Make some adjustments and keep the fire going in their bellies.
"Employees make the best dates. You don't have to pick them up and they're always tax-deductible."
--- Andy Warhol
Finally, show respect for your team members. Don't talk down to them. Let them know that you appreciate who they are and not just what they do. Pats on the back are still appreciated and little kudos when deserved goes a long way. Respect is needed for everyone and not just you. Don't be afraid to throw a party even if it is just pizza. Spend time with the troops and you won't have to worry if you are following the government's employment guidelines or not.
"The employer generally gets the employees he deserves."
--- J. Paul Getty
Growth of the Digital Print-and-Cut Market in the Digital Decoration World
This growing segment is more the norm than niche, and it represents the exploding marketplace serviced by print-and-cut heat transfers which have improved in performance from just a year ago.
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In a restaurant window somewhere in Boise, ID:
"Don't stand there and be hungry, come in and get fed up."
A sign on the elevator door::
"This elevator is out of whack." Later someone had penciled in, "More whack is on order."
Sign spotted on the back window of a small car being pulled by a motor home:
We need those funny signs you've seen in your travels, come on, we know they're out there.
Send them to us at: firstname.lastname@example.org.