October 2008

If you’re wondering whether or not the employee - employer relationship is affected by all of our country’s economic woes, the answer is yes.  OMG YES!

The answer is rooted in Maslow’s classic theory. You probably remember it - Maslow’s hierarchy of needs. He said that every person has needs and for us to achieve a higher need (for example, personal growth) we must first take care of a basic need (i.e. safety and security).  Now, translate this into our everyday jobs.  For me to focus on making sales and servicing customers, I need some of the basics handled like getting paid on time and having adequate benefits.

At this point, some people might be saying, “Shouldn’t my employees just be lucky they have a job?” “How is the company supposed to provide more than it already is?”  There are things companies can do to show their employees they care and are sensitive to the challenges of today’s economy…without it costing extra.

Do tell, you say?  Here are two things you can do:

1. Make sure your health care coverage addresses employee’s needs. I once worked for a company that only offered an indemnity plan.  Why?  Because the owners wanted an indemnity plan, of course.  They couldn’t fathom that any employee would want an HMO or a POS plan.  It was only when they were faced with a huge premium increase that HR was allowed to explore options.  The result:  they offered two plans.  90% of the employees switched to the HMO, saving the company and the employees over 15% in premiums.
2. Align recognition programs with corporate culture. (Another true story).  A company gave employees service pins and awards from Tiffany & Co.  They were really beautiful.  But, the average hourly pay of a company employee was $8.50.  So what did the employees do with their recognition?  They took it to the pawn shop for cash, of course.

When budgets are tight (and even when they aren’t), make sure your benefits and recognition are what your employees want/need.  Talk with your employees.  Share options.  Find out what they want.  Every dollar spent should get the desired bang for the buck.  Your employees will thank you for it.

I really enjoy my morning routine.  It’s the only time I feel some control over my day.  The rest of my day can easily unravel, but morning…it’s all mine.  And, the best part of my morning is drinking coffee and reading the newspaper.  Aaaah . . .

Yes, I’m still one of those people who read the newspaper.  Like going from high-test to decaf, I haven’t been able to make the switch entirely to computer news.  Partially because I like reading the comics.

Now my favorite comic is Get Fuzzy.  Bucky Kat rules!  But I’ll save his antics for another post.

My thoughts today are about Dilbert.  Personally, I think Dilbert is a riot.  Let’s be honest - we’ve all worked with a Wally, had a co-worker like Alice and a boss like the pointy haired guy.  And, while we might never admit it out loud, we’ve all compared our executive teams to a bunch of drunken lemurs.   From that perspective, Dilbert is a light-hearted, insightful look at the irony of our workplaces.

But I recently heard a comment that forced me to look reality square in the face.  Someone asked the question, “What is your perception of human resources?”  The answer - Catbert.  And, they were dead serious.

Everyone realizes that the Catbert perception exists because the actions of HR aren’t always fully understood, right?  While we all might joke about Catbert, we don’t really want our human resources departments to act the way he does.  Is it possible that the Catbert joke has gone too far?  And backfired on us?  Our image and interactions create our personal and professional brand.

Let’s face it, if HR Pros are just going to talk about compliance and act like the police, then that’s the impression our employees and co-workers will have of our profession.

Eleanor Roosevelt once said, “No one can make you feel inferior without your consent.”  Maybe it’s time to stop giving people reasons to joke about the shortcomings of HR.  After a while, people might not realize it’s a joke.

Those in-the-know are aware that the HR Bartender is a lifelong foodie.   I just returned from an all-too-brief but wonderful tour of the Naples Grande Beach Resort where they have a Strip House steakhouse - YUM.  But more on that in another post.

Today being Martini Friday, I want to explore what is being called “The Quick 10: The Birthplace of 10 Great American Foods” as it appears in mental_floss.  This fun little article delves into the roots of some of this country’s best known and loved cuisine.  Well, cuisine may be a little high-end of a term for these creations.  But you can’t help but recognize them and maybe even some of their respective birthplaces.

According to the Library of Congress, the hamburger originated in America at Louis’ Lunch restaurant in New Haven, CT.  Who knew?  The original American pizzeria?  Lombardi’s in New York City.  You probably got that one.

Okay, here’s another one that’s widely debated . . . the cheesesteak sandwich was born in 1951 at Pat’s King of Steaks in (of course) Philadelphia, PA.  Geno’s Steaks has claimed for years to have perfected the cheesesteak several years later.  And in 1937, diners at the famous Brown Derby restaurant in Los Angeles, CA witnessed the birth of the Cobb Salad.

You can explore the rest of the list, including the root beer float, corn dogs, and fried Twinkies(huh?).  But what I want to know is, where’s all the important stuff?  Who invented the martini?  Key lime pie?  Steak au poive?

If you know a good one, please share.  I’ll get things started . . . last year, I had the pleasure of visiting a charming little restaurant called Barrachina that’s right in the heart of Old San Juan, PR.  Their claim to fame?  In 1963, don Ramon Portas Mingot created the original Piña Colada.  Now that’s worth a toast . . . Cheers!

One of the things my father taught me was the spirit of competition.  As a result, I’ve always been a competitive person.  When I decide I want to participate in something, I want to win.  Period.

That is, when I choose to make it a competitive situation.  I don’t view everything in my life as a competition.  Some people do.  Every single thing they engage in must be a competition.  And, every single person they deal with is a competitor.

Years ago, I worked for a company that viewed EVERYONE as a competitor.  It was crazy - any person who owned their own company was a competitor…even if they didn’t do the same kind of work.  It would be like saying staffing companies and insurance brokers are competitors.  Yes, they might share some clients…but they really don’t provide the same product/service.

That’s when I realized I needed to understand when to compete and when to collaborate.  (Note to our candidates and elected officials in Washington DC, here are some tips below.)

When an issue impacts a large group of people, that’s not the time for competition.  For example, when a hurricane, flood, or snow storm happens.  Or we have a financial crisis.  That’s not the time to point fingers, bad-mouth your colleagues, throw folks under the bus, or be perceived as opportunistic.  It is the time to roll up your sleeves and, as Tim Gunn says, “make it work”.

When an issue has a long-lasting impact on our everyday lives, like health care, education, or the environment.  These are the times when competitors should pull their strengths together to remove major obstacles and solve problems.  Just as an example, health care will always exist…because we all need our health (seems obvious, right?)  If we could work together to actually fix what’s broken with health care, maybe we would have more people using the system.  That’s called more customers.

It’s possible that we could create more demand, greater participation, and stimulate economic growth if we cooperate a little with our competitors.  Then all of us can turn our energies to gaining greater market share.

Make it work!

It’s hard to imagine during these tough economic times that anyone would turn away a piece of business, but it happens.  A lot.  And it might not be for the reason you think…some might say that price drives this decision but it’s really talent.

Could your employees be a reason that you turn down a sale?

Well, the answer hit me while I was sitting in Charlotte, North Carolina at Count Me In’s Make Mine a Million event.  I’m proud to say that I was there to be recognized as one of the Sam Walton Emerging Entrepreneurs.  During the event, they interviewed several women business owners about their greatest successes and biggest challenges.  One common theme was ‘invest in your people’. 

And, then someone said it.  They had to turn down a major project because they didn’t have confidence that their team could pull it off.  Ouch!

I’ve said it before.  Now is not the time to cut back on customer service.  It’s also not the time to cut back on quality.  People are willing to spend money…on a quality product or service.  Is your customer base putting more emphasis on getting a quality return on their investment?  Are they being pickier about who they do business with?  You bet they are!

Yes it’s difficult right now…but our economy will survive all of this.  And, when we start to pull out of the hole we’re in…will your organization be ready to service customers and deliver quality?

Think about the things you can do to ensure success.  Whether it’s employee training or just fixing that systemic problem that’s been driving everyone crazy, those efforts will not only make your organization stronger now but it will prepare you to make a lot of money in the future.

Happy Martini Friday!  It’s hard to believe that Halloween is only a few days away.  Before we know it, the holiday season will be upon us and we’ll be faced with that next-to-impossible task of finding the perfect gift for all of our friends.

Let me share with you a little gem of a gift that’s sure to bring smiles to anyone on your holiday list.  Stirrings has a cocktail of the month club.  You can give that special person 3-, 6-, or 12-months of home-based happy hours.  Imagine the smile on their face when they come home after a long day in the office to a cocktail mixer and rim garnish.  Just add liquor and enjoy.

And, while you’re at it…you can order one for yourself.  You work hard, right?!  Treat yourself.  (You could call it ‘gift testing’…after all, you wouldn’t want to give a close family member something that doesn’t meet your standards, right?)

The New Frugal has heralded the return of stay-at-home entertaining which makes this gift a can’t miss hit.  Holiday Cheers!