MERGERS AND ACQUISITIONS: SIGNS OF THE FUTURE

Our business world is ever-changing.  For many years we saw numerous downsizings and closings, causing much unemployment.  More recently we are seeing more mergers and acquisitions and some restructurings.  Though these transitions can also cause some reduction of employees, the effects can tend to be more changes in reorganizations in an effort to make companies more efficient.


Nevertheless, change of any kind can cause stress and an uneasiness for the affected workforce.  Therefore, it is important that the key executives provide good communication regularly throughout the company.  This helps to ease concern and make all feel "informed and included in the organization's transition".


Another effort that can help the workforce to stay focused and productive, especially if any employees are released, is to provide a workshop on "Change Management".  Though change is common and part of the normal business world today, a workshop on this topic with advice on how to deal with change can be therapeutic and provide an effective understanding to what people are experiencing.


Sometimes a separate "Managing Change" workshop can be helpful to those managers and supervisors, who may feel the stress about keeping everyone else calm, plus working on the changes that will help the company be more productive.  That responsibility can be a heavy load for even experienced and knowledgeable leaders.


To take a step back in this process, it can be extremely helpful to have a "transition expert" to walk your leaders through and review the planned transition.  All too often, small details can get overlooked, which could cause major headaches, instead of the positive boost the transition is meant to produce.  Transition Experts, like Compass Career Management Solutions, have been able to assist companies avoid "big lapses" and enable there to be a "smooth, seamless transition".


Therefore, when your company is considering a transition of any kind, you are encouraged to include an expert to partner with your leaders to ensure a smooth and successful transition.  From all indicators mergers and acquisitions will continue to take place.  Remember that "change is the norm".

LOOKING BEHIND POSTED JOB OPPORTUNITIES VS THE REALITY OF A JOB SEARCH

The media and/or state officials brag how the rate of unemployment has dropped, as well as how many jobs are posted, and yet ask someone unemployed how the "job market" is, and their responses are often substantially less optimistic.  How can this be?


Employers today have specific competencies, skills, and requirements for each open job and are not usually willing to "settle" for anything less.  For instance, some released employees have many years of experience in a particular field, though they may not have a college degree.  Therefore, those experienced unemployed candidates without degrees are not even considered for the position.


Employers have every right to be selective and set up requirements that they deem necessary for an effective and productive employee.  However, those without the degree may only be short 2-4 classes and have done the type of work matching the open position.  With this in mind, if you ask employers and human resources professionals about the ability of a new college grad with NO experience, most will admit that is a huge void. n (Sorry, but often true.)


The Job Market is still VERY competitive.  Some other areas that can make it difficult for the job search candidate include those who have specific skills in one industry, which could be easily transferrable in another industry, and yet the employer wants both specific job skills as well as experience in one particular industry.


To those candidates with this last challenge, give serious thought to volunteering in the "other industry" to learn about their environment, specific challenges and needs, and possible misunderstood perspectives.  Volunteering can help to fill the void and give you solid insight -- even if you feel you could do the work.  Volunteering can be a way to bridge this gap.


There are also candidates who are in a particular stage of their lives, where they aren't seeking to be the "head of a department, etc.", even though they have the experience and capabilities.  Too many job candidates hear that they are "over qualified".  So employers shy away from hiring them, concerned that the employee will jump ship when a better opportunity arises.  Big Mistake on the employer's side -- as a growing number of employees need to continue working but no longer desire or want the lead position.


If job search candidates are targeting your company as an employer, and they express a sincere interest in working for you, take this seriously.  Many job seekers are choosing a job doing what they like and feel passionate about over a bigger salary or taking the lead position. 


There are many good, hard-working, and dependable job candidates who would make excellent employees, though short a few classes from a degree.  Employers are encouraged to note a candidate's enthusiasm, perseverance, and honest approach about what is important to them regarding employment.  If their background checks and references support their comments, you may just have a "winner" of a candidate. 


On a regular basis I hear too many good candidates frustrated when not given a chance or scratched off the list for what seems to be "an item of little concern".  As an employer myself, I know how some "good candidates" don't always "sparkle or shine".  Sometimes the ones that seem perfect are the least productive.  Reality has taught me that.  Please be aware that there are many competent, reliable and talented people with much to offer an employer.

DO PROFESSIONAL WOMEN FEEL FULFILLED, OR ARE THEY FEELING A VOID IN THEIR CAREERS?

There are multiple venues recognizing our successful professional women, and yet some of the younger generation don't seem to have the confidence or inner strength as some more mature business women.  So what is missing?


In today's business world, change is the norm, as well as some uncertain guidelines or boundaries about "right and wrong".  In some industries or careers, the lines can be fuzzy as how far a decision maker can go or what is considered appropriate responses, etc.  (Is it ok to blur the lines or stretch the rules, etc.?)


The best word to describe this area or topic would be "business ethics or integrity".  If a person wants to be successful, it might require some innovative or creative ideas or thinking.  However, if you are a person of high integrity, you may find it uncomfortable to take any questionable steps.  Clearly, you shouldn't do anything illegal, but when trying to find alternative measures in order to succeed with your task or goal, it is important to know your boundaries.


There have been several decision makers, who have crossed "the lines" and have compromised their companies or damaged their integrity.  So to whom do you turn for guidance, coaching, or direction?  How many strong, ethical professional women do you know who could be a guide for the younger business women today?  Who would you trust, who is willing to give of their time and efforts to guide this next generation of women leaders?


There are quite a few strong women leaders, but many are so busy that they won't even respond to an email or phone call.  I can't put them down for that, as the business world is a demanding place.  Though I know many successful and effective professional women, there is a need for those who are willing to give of themselves to guide and motivate our new generation of business women leaders.


Characteristics of such women include being honest, insightful, resourceful, creative, intelligent, courageous, determined, well organized, punctual, responsible, dependable, and generous.  That is a lot of valuable and excellent traits for any person to have.  But these are the talents, traits, and skills needed from a person who can motivate and instill such qualities in others.


When a person possesses such excellent competencies, what they give and do for others also fulfills themselves and produces many wonderful gifts to all.  When all one does is focus on themselves and their jobs, many will find themselves feeling lost and empty.  We need to help grow our next generation of strong, ethical, productive, and caring women leaders.  When you see a young woman of strong character, take the time to listen, smile, and encourage her.  You may then feel your heart growing.  It's not easy to be a good decision maker, but we definitely need them.

ARE YOU USING THE BEST APPROACH TO A JOB SEARCH?

Many job seekers are having difficulty to land the job of their choice.  A Job Search is definitely still very difficult, as the competition is strong.  There are many reasons and variables in the job search process that can work against a person.  Here are some of them:

• Though you may be a very experienced and successful professional, it is detrimental if you come across that you think too highly of themselves.  In the south there are still some who believe in a certain protocol.  In this case, employers want to see signs of confidence, but also demonstrate a degree of being "humble".  This tells the employer that you are one who "respects" the employer.  If you come across as one who thinks "too highly of yourself", that can be a major "turn off".
• It is important for a job seeker to display good "follow-up".  A hand-written note is something that employers appreciate as it is a good example of displaying a "personal touch" in business.  An email or typed letter can convey a "cold or impersonal" approach.
• Another point to "follow-up" is the frequency of it.  It is good to follow-up quickly with a "thank you note", but then there should be at least a week for any other contact.  A series of different contact venues are ok, but they should be spaced out 1-2 weeks apart.  If you are calling, leaving voicemails, or emails one after another within a day or two, you will be considered rude and a nuisance.
• When referred to a business contact, be sure to talk to this person respectfully, as you don't want to cause burned bridges between the reference and the person who referred them to you.  Remember that if the person you were referred to can't directly help you, they probably know of others who could. 
• It is wise to research the people you meet (in person or by phone or email).  If they are someone, who has been in their field for a long time, note that means they probably know a lot of people and/or have a lot of experience, which can help you in your search.
• If new to the community, be open and receptive to insight and advice of experienced professionals.  Each part of the country has unique characteristics, habits, expectations, and traditions.  Therefore, a job seeker is wise to listen carefully to those experts, who can guide you through the "land mines".  They can help you avoid putting your foot in your mouth, etc.
• Resumes are another aspect of a job search that varies from one part of the country to another.  A resume developed in California may not be as effective in the northeast, etc.  Most employers want a resume to clearly state the position you are seeking and why you are effective in that role.  Employers are too busy to "guess" at what position you want.

These are just a few tips that can help a job search candidate to manage his/her job search.  Every part of the country has their own quirks, which makes up that area's personality.  Still, being respectful, listening carefully, and avoid tooting your own horn too much are always words of wisdom. 

HOW TO HELP YOUR ORGANIZATION BE MORE PRODUCTIVE?

Change continues to be the constant in business, therefore, being flexible and proactive are critical in order to be a productive organization.  With such an attitude and approach, your organization will be more apt to be more successful.  It is important for your leaders to train the workforce to:

• better communicate among themselves, which improves all working relationships
• adjust their efforts based on changing needs and demands of the customers
• find more efficient ways of producing and transporting your products/services
• be creative in other ways to utilize your products/services
• reduce costs wherever possible
• keep their eyes open for new employees, who would benefit the organization
• be supportive and open-minded

A successful workforce needs strong and well-trained leaders to help them to do their best  for the whole organization.  Good Leaders have good qualities, like dependable, trustworthy, respectful of others, well organized, good communicators, open to learning, etc.  Still, these leaders, who are needed by the workforce and employer, must receive regular effective training in order for them to provide the critical guidance to the employees.








Therefore, Employers are extremely wise to invest credible training in their leaders.  Compass Career Management Solutions are experts in transitions and developing organizations to be their best.  Using an expert organization like Compass Career Management to facilitate effective training, takes your organization to a much higher level of competency.






Since "change" is the constant in business, using experts in change, like Compass Career Management, exposes your workforce to higher caliber professionals.  This truly is an investment, which will benefit your organization and lead it to a higher level of business.  Isn't your company worth it?

ARE YOU STRUGGLING TO RECRUIT GOOD EMPLOYEES?

Almost every employer I meet says the same thing: "we are having trouble recruiting good employees".  This has been a problem for a LONG time.  So what are you doing differently to find and hire those employees you need?  Obviously, the same routine isn't working.


Let's look at what you are doing?

• Do you have updated job descriptions for your openings?
• Have you discussed with your HR team what ideas or new approaches anyone might have?
• Where are you looking for these job candidates?  Have any new resources?
• What is your hiring routine?  Do you have too much overlap of tasks or too many "cooks in the kitchen"?
• What incentives might help your team or prospects?
• Does your hiring routine take too much time to make decisions, thus missing out on good candidates?
• Have you included your workforce in this effort?
• Do you offer a fair salary for the position?
• What kind of benefits do you provide?  (Good employees command more.  Like the old saying, "you get what you pay for".)
• What kind of work environment/culture does your company have?  If it is unpleasant, bad news travels fast and wide.  Make sure your employer helps to address this - culture starts at the top.
• Once you hire an employee, do you provide good "on-boarding" and training?  Do you recognize a talented employee and offer a positive career path to grow?

Recruiting is a CRITICAL part of any company or organization.  Recruiting is hard work and requires creativity and an efficient and well-developed process.  Compass Career Management Solutions has provided Strategic HR Planning when needed.  If in a rut, contact us!

WHAT WILL MOTIVATE THE NEXT GENERATION OF LEADERS?

Or to take it a step further...what will it take to get our younger generations to commit to work?  Every generation has had certain driving forces or experiences that have pushed them forward to tackle or attain their goals.  I would value hearing from the 30 & 40 year olds about what are their passions or determined goals to achieve.


There is usually a reason behind this focus.  For instance, one man became a doctor because he saw his family growing up struggling financially, with the father working endlessly long hours to put little food on the table.  Whereas as the family doctor in their small town had the respect of all in the area and seemed to make good money.  This man saw that as a way to help others while not going hungry.


Others are driven by the desire to accomplish or break new boundaries -- going into outer space, discovering a cure for a serious illness, building good relations with other countries to grow more peace in our world, working to clean up our environment, etc.


On the other hand some of younger adults have expressed a concern that they have seen their parents work extensively long hours, keeping them from spending much time with their families.  However, what is hard for this group to understand is that many of their parents were also driven, and doubtfully not by money, but to make a contribution to their community or a specific goal.  Though their working long hours could have been due to being responsible parents with their goal being to provide their children with all that they needed.


There has also been many of the younger generation who have seen their parents experience downsizings and job losses.  This has caused many of this group to be cautious about giving their whole selves to any employer.  This is very understandable.  However, a big part of those incidents were due to very difficult economic times.  Hopefully, in time this group will realize not to blame an employer, although not all employers are as proactive as they should be in order to keep their companies healthy and strong. 


Employers are encouraged to treat their employees with respect and support, so to strengthen their organization, while allowing their workforce to have quality time with their families.  Providing good training for upcoming leaders should include how to motivate their employees and educate and/or train them to be their best.  It is important for employers to not only talk to their employees but also to "listen" to them.  Understand what are their priorities and goals.