Showing posts with label hiring. Show all posts
Showing posts with label hiring. Show all posts

Saturday, July 10, 2010

How Cavs Owner Dan Gilbert Screwed Up In His Rant About LeBron James

Photo Credit:  Dave Hogg

I had little passing interest in basketball star LeBron James' move from Cleveland to Miami until the Cavs' majority owner, Dan Gilbert, launched an online tirade against James.  Gilbert considers himself betrayed by James' move.  Apparently a lot of Cavs fans feel the same.

Anyone who has ever taken a chance on a new hire and invested in the employee's development only to see the employee leave for a competitor knows how Gilbert feels.  It's natural to feel betrayed.  It's stupid to rant to the world about it.

By all accounts, LeBron James is about as clean-cut as a tattooed NBA superstar can get.  He worked hard. He fulfilled his contract.  He made a move for reasons known to him.  Maybe it's a better opportunity to earn more money over time.  Maybe it's a better opportunity to win a championship.  Maybe he's sick of snow.  Maybe it's a move designed to avoid paying taxes as the Wall Street Journal notes in LeBron's Tax Holiday.

James has every right to pursue his career the way he wants.  What loyalty?  Do you think Gilbert would be offering James a new contract if he had a career ending injury a few months ago?

Gilbert's problem is his rant poisoned the well against a potential return by James after he fulfills his contract with Miami.  Since you never know what the future holds, it's foolish to close doors.  Moreover, budding NBA stars might look at Gilbert's behavior and question whether they really want to work for such a lunatic.  Why not play for Sacramento where the weather's better to boot?

When good employees leave, resist the urge to lash out.  Wish the employee the best and extend to the employee the opportunity to return in the future.  You might get a good employee back when he discovers the grass really isn't greener on the other side of the fence (and what a powerful lesson that will be for anyone thinking about leaving!).  At the very least, the employee will be more inclined to say good things about you to his peers and on social media.

Treating departing employees poorly gains nothing and risks sullying your reputation.  Don't do it.

Thursday, February 11, 2010

National News Magazine Declares Plumbing One of the Top Careers in 2010


U.S. News & World Report gives plumbing some love. The magazine considers plumbing a top career for this year and the next decade as demand increases 15% and plumbers retire.

"Few jobs are as necessary to everyday life as a plumber's," declares U.S. News. "Every sip of water from a school fountain, every pitcher of water poured from a faucet, each time a clean plate comes out of the dishwasher or a clean body climbs out of a shower—a plumber is, in large part, responsible."

The article notes that plumbers have plenty of upward mobility, with the potential to start their own companies. Plumbers, according to U.S. News have lots of activity and low stress.

I want the article writers to explain how is running a small business is low stress. Especially when, as the writer notes, there's a shortage of plumbers.

I think I also take issue with the story's claim that a key for advancement is learning Spanish. Hey, I'm all for learning Spanish. Since a growing segment of the labor pool may know English as a second language, I can see the advantages of becoming bilingual, but I don't know that it's "key" and noted that the writer didn't back up the claim.

Still, it's a pretty positive article. Thanks to Mike Enright for the heads up.

Read the article here. Better yet, forward the link to your town's high school guidance counselors.

Monday, August 24, 2009

Mabel & The Wal-Mart Greeter


I love the local Kroger. It's close enough to walk to, though I always drive. It's got great produce, dozens of cheeses, an olive bar, hard to find food from around the world, a decent selection of meat, poultry, fish, shellfish, bread, beer, and wine. The prices are competitive. The staff is mostly high school kids who are invariably pleasant, energetic, and helpful. Except for Mabel (not her real name).

Mabel strikes me as... bitter. While the kids are kids, Mable is either older than I am or has lived a really hard life so that she appears older than I am. Maybe she resents having to work in a store with kids young enough to call her grandma. Who knows the reason. Or cares.

The point is that in a store with great service and helpful people, Mabel is the opposite. Where the kids call someone for a price check or give the customer the benefit of the doubt, Mabel doubts the customer, even for trivial amounts. While the kids apologize for the imposition of asking for an ID when the customer writes a check, Mabel treats the mere fact that customers want to write a check as an imposition.

As a shopper, Mabel makes you feel bad for shopping at Kroger and bothering her. She shows her irritation with a sneer, curl of the lip, exasperated sigh, and more. Worse than the attitude she shows customers is the potential that her attitude might infect the kids.

Mabel is poison. If left in place, sooner or later she will poison someone else. Then the disease will spread and the store will suffer.

The competition is waiting. Two miles to the east and two miles to the west are Tom Thumb stores, Kroger's top local competitors. Both stores have upgraded after the Kroger opened. Two miles to the north is a Sprouts, with better quality food, though less selection.

The perfect contrast is the Wal-Mart on the other side of town. The great Stubie Doak relayed his experience buying groceries at Wal-Mart.

Upon entering the store, Stubie grabbed a shopping cart.

"I was saving that cart just for you," exclaimed the Wal-Mart greeter with a smile.

"Well thank you," replied Stubie. "It's perfect."

Stubie said the greeter extended his hand. Stubie shook it and the greeter said, "I bet you're the type of person who never has a bad day."

Stubie said he felt great the rest of the day. In fact, he considered asking the greeter if he would adopt him.

Do you have any Mabels or Wal-Mart greeters on your team? Each affects those around them. Each affects the desire of your customers to do business with you again.

Sunday, August 16, 2009

HVAC, Plumbing, & Electrical Salary Data by Zip


MyOpenJobs is providing salary data based on the last 12 months of hiring by zip code, radius, experience level, and type of job. According to the website...

The MyOpenJobs network of sites gather salary data from over 100,000 job seekers each year in the HVAC, Plumbing and Electrical Industries. The survey results include Residential, Commercial, Industrial, Building Facilities & Maintenance, Wholesale Supply and Engineering sectors.

Check it out.

Friday, July 31, 2009

Go Plumb Young Man


Job prospects are dim... except for the trades. The Manchester Union Leader reports that the New Hampshire Economic and Labor Market Information Bureau forecasts strong job growth for plumbers, pipefitters, roofers, cement masons, diesel mechanics, electricians, boilermakers, carpenters, and sheet metal workers for the next seven years. Accordingly, people who would have never considered the trades are attending trade school and signing up as apprentices.

"Plumbing probably wouldn't have crossed my mind if I had something lined up right out of college -- which five years ago was not uncommon," said 24 year old Nick Moreau.

Plumber Philip Cocchiaro delares, "You learn repair work, you'll always have food on the table."

"You've always got something you can fall back on," advises plumber, Bill Welcome. "You're always going to need a plumber, you're always going to need a mechanic for your car, and you're always going to need an electrician."

We've got a shortage of labor while college graduates have a shortage of jobs and an excess of debt. Maybe some should consider a trade before considering college. This a great time for contractors to approach high school guidance counselors to advise them about the prospects in our fields.

Download this FREE HVAC industry recruiting brochure from the Service Roundtable's Free Stuff page. Check out the other Free Stuff from the Service Roundtable.

Tuesday, July 21, 2009

Las Vegas Roundtable - October 25-27


Service Roundtable members asked for a fall Roundtable. They asked for Las Vegas. We listened.

Hosted at the fabulous Rio All Suites Hotel & Casino, the Las Vegas Roundtable is a wholly new program with an equal focus on HVAC and Plumbing. This power packed two day meeting features some of the most demanded speakers in the industry, plus highly interactive Roundtable breakouts.

Nowhere else in the industry will you get Mark Matteson, Robert C. Viering, Charlie Greer, Ron Smith, and me together for a two day event. You do not want to miss this.

Learn More About The Las Vegas Roundtable

Thursday, March 12, 2009

Free Marketing Ideas - Part IV

Originally Published 2.11.09

9. Load Up On Testimonials.

Testimonials are powerful. Expert testimonials are even stronger. They reassure uncertain consumers who lack the technical ability to judge the quality of your work.

For most companies the problem isn’t getting testimonials, it’s *capturing* them. After a service call, a grateful homeowner complements your plumber or technician. There’s the testimonial. Too bad it’s lost.

At a home show, your customer stops by your booth and tells you how wonderful your company is. It’s great to hear, but unless you capture it, it’s lost.

Now, a new product from Dan and Dave Squires makes it easy to capture testimonials. The product is called Voice Q. Essentially, Voice Q is a telephone comment line that digitizes the comments and instantly emails you a wav file with the customer’s message.

Ironically, the Squires brothers developed Voice Q as a means of improving field efficiency, not increasing testimonials. Dan saw it as a way to eliminate wait time when technicians call in to debrief after a service call. The techs didn’t like waiting on hold while the call taker or dispatcher was on another line. The call takers didn’t like having to drop everything to debrief a technician.

Each tech has a separate line, which is identified by the tech’s phone number and the date and time stamp. Separate lines cost a little more, but search and sort makes it worth the cost. An additional line is available for parts orders.

Voice Q helps improve field efficiency. The office staff will love it. Yet, it works even better as a testimonial catcher.

With Voice Q, the technician can ask the homeowner who gives the complement to call the message line and repeat the message. In fact, he can whip out his mobile phone, dial the message line and ask the homeowner to repeat the message on the spot. In all likelihood the message will be even better if the technician is standing there while the homeowner gushes.

The catch, of course, is the field service personnel. They must be given an incentive to collect the testimonials. Plus, the need to collect them should be reinforced every week until it becomes a habit.

Dave used Voice Q recently to capture testimonials during a trade show from his contractor customers. Click here to hear how clear these sound, despite being recorded in a busy show with background noise.

Get expert testimonials by asking your peers in other towns to provide expert testimony about your quality and craftsmanship.

Take the customer and peer testimonials and transcribe them or place them on your website for people to click and listen. Even better, incorporate them into your on hold message so that prospects hear your customers rave about you (if they must be placed on hold).

Voice Q isn’t free, but it is affordable. It only costs $3/month for a line ($5 for separate debrief and parts lines). Check it out at http://voice-q.com/.

Help me test it by calling the new Service Roundtable and Comanche Marketing comment line at 810.320.3118. Leave me a message about the Service Roundtable, Comanche Marketing, your best clean joke, whatever.

You don’t need Voice Q to collect testimonials. It just makes things easier. When you learn from your field service people that a customer paid a complement, you can call or email the customer and ask if he or she wouldn’t mind repeating it in an email you can quote.

At a home show, you can hand the complementary customer a business card and ask the customer to send you a quick email with the same message. Some will and you lose nothing by trying.

Expert testimonials are easier. Simply email your peers in different markets. Start by offering each peer a testimonial of your own. Be sure to tell everyone you contact that it’s okay to say no.


10. Give Creative Titles

Let’s say you are starting a new career. You just got your first job. You can’t wait to tell your mother.

“Hey Mom, I just got a job!”

“Why that’s wonderful. I can’t wait to tell the ladies in the bridge club. What’s you title? I know it will take a few weeks before you’re named vice president, but I’m sure you’re important.”

You puff up your chest, stick out your chin, and proudly proclaim, “I’m a ‘Helper.’”

What a proud day for your mother!

Titles are cheap. At different points in your life, they matter to people or to customers. Let people have creative titles if it will help them feel better about themselves or better represent themselves.

Instead of “Helper,” call the kid an “Assistant Installation Technician.” Give him a title he can brag about with mom and more important, with his girlfriend. And give him a business card. Give him a real business card with his name and title, not a blank line for the kid to write his name in.

At Turbo, I had an intern working with me during the summer. I ordered business cards for him and gave him the title of “Student Engineer.” There was no obvious reason for him to have business cards. He didn’t meet with customers and was unlikely to run into any. His main use of the business cards was to hand them to girls in bars.

You probably think giving him business cards was a waste. Maybe it was. Yet, the business cards were cheap and the title was free. A couple of years after he graduated, he returned to Turbo as a full-fledged mechanical engineer. Did the good feelings and identification he felt with the company while a “Student Engineer” have anything to do with the return? Absolutely. And the cards and title reinforced both.

When I worked at Decision Analyst I used to joke, “What do you call a salesperson at Decision Analyst?” “Vice President.”

In truth it wasn’t a joke, it was a business strategy. While I did my share of true research, business analysis, and consulting at Decision Analyst, I was fundamentally a high level salesperson. Before I could perform an engagement, I had to win one. I had to sell. Since I called on corporate CEOs and Vice Presidents, I had an easier time when I was a Vice President.

Taking it the other direction, the late Tom McCart gave himself the title of “Assistant Buyer” when he was selling for Ron Smith at Modern Air. It was an ice breaker. Tom would hand prospects a card at the start of a sales call. When a confused prospect commented on the title Tom would answer, “Well, I’m here to help you buy the best comfort system for your home.”

Do you have an employee who wants a more prestigious title? What about a more creative one? Will a title help your employee feel better about his job? Will it help him sell more? Don’t be stingy with the free stuff. Make your better salespeople vice presidents if that will help them sell more.


11. Have Employees Park Their Trucks At The End Of Their Driveways, Perpendicular To Traffic

This runs counter to conventional wisdom. Park your vehicle in the driveway of the customer’s home so the billboard is perpendicular to traffic and to every other home up and down the street.

Do you see any billboards placed parallel to the highway? Of course not. They are all perpendicular. If you decaled the truck for the advertising impact, turn it perpendicular to traffic, not parallel.

I hear the gasping now. You say the homeowner will be mad. Okay. Get permission.

“Mrs. Homeowner, I parked on your driveway to get the truck out of the way of traffic. I don’t want it obstructing a driver’s view if a kid is riding her bike down the street. Is it okay where it is, or should I move it to the street.

The homeowner will either say it’s okay where it is, giving you permission, or say she prefers it in the street, which means you move it. What’s the problem?

But what about oil leaks, you say. Personally, I’m not happy about oil leaks in front of my house. Once, a couple of plumbers showed up at my house driving the Exxon Valdez installation truck. It was big as a supertanker and left an oil slick everywhere it went. The only reason I didn’t complain after they left and I saw the oil slick was fear that they might return.

If you vehicle leaks oil, there’s a simple solution. GET IT FIXED! Even if you’re too afraid to try parking on the customer’s driveway and asking permission, GET THE OIL LEAK FIXED!

Service trucks are the primary advertising medium for most contractors. Park so more people can see them.


12. Hit The Service Club Rubber Chicken Circuit

Local service clubs (i.e., Rotary, Lion’s, Kiwanis, and Optimists) feature weekly speakers. These clubs are always on the lookout for speakers who can address relevant issues affecting the community and club members. That’s you.

When you speak to a service club, you speak to a room full of community leaders. These are connected people whom others turn to for advice and recommendations. If there’s any group you want to influence, it’s a group of influencers. If there’s any group you want to connect with, it’s a group of connected people.

Search the Internet to find the clubs in your area and contact the club president. Tell the president that you’re trying to spread the word in the community about electrical fires, refrigerant phase outs, ways to save water, practical solar technologies, and so on. Describe the topic and offer to speak on it when the club has an opening.

You will get approximately 15 minutes. Don’t use all of it. Be sure to leave time for questions and answers.

While this is an informational talk and not a sales pitch, it’s inherently promotional. When more people learn about your business, more business opportunities will come your way.

© 2009 Matt Michel

Hire the Yellow Pages Rep

Originally Published 11.4.2008

A whopping 60% of restaurant owners have cut their yellow pages spending over the past two years. Two thirds of the downsizers reported that, “Yellow page reps applied more sales pressure than usual and sometimes even threatening scare tactics.” While really bad yellow pages reps are probably the unpleasant exception, all YP reps are struggling. Think about it… Highly motivated, commissioned, well-trained, professional salespeople in a dying industry. Hire one! Compared to YP sales, you offer unlimited opportunity. Read more.

Thursday, June 21, 2007

Marketing For Employees

I saw a great recruiting sign on the back of a cab in Houston yesterday. The headline proclaimed, "Looking for an office with a view?" The remaining verbiage was about the joy of cab driving, with a number to call. The sign made driving a cab sound more like a vacation than a job.

Dominick Guarino from the National Comfort Institute stopped by the Service Roundtable World Headquarters today. I mentioned it to him. He said he's been advocating technician recruiting ads that describe the requirements, emphasize the duties, build up the training, and stress the benefits without mentioning the industry.

Mike Hajduk from Callahan Roach Business Solutions also dropped by. He mentioned that John Garofalo (at least, I think it was John) used to take his car to a different lube shop whenever he needed an oil change. He would look around and see who was really hustling and seemed to have a great attitude. He would ask these guys if they would like more freedom and better pay.

Well, duh. Who wouldn't?

With the door open, John gave the guy a business card and suggested he give him a call.

With a shortage of labor, marketing should not be limited to recruiting customers. Use to recruit employees!

Tuesday, June 19, 2007

Read My Latest Rant

I'll never forget my first Gen X employee. During a minor crisis, I asked him to work late. He said, "No."

“Uh, what did you say?” I asked.

“No.”

Apparently he had other things to do and work just wasn’t that important.

As an aging, appreciating (well, per the bathroom scale I'm appreciating), WASP, I have a tough time with Gen X. I couldn't understand the programmer who turned down a healthy incentive to work over a weekend when we were trying to launch a new product. He wanted to work on his deck. We were paying him enough to hire someone else to build the deck and come out ahead.

Didn't matter. He wanted to build a deck.

If Gen X wasn’t enough, now we've got Gen Y.

Read about the challenges and positives of managing the new labor force below...

Here Comes Gen Y The Hell Should I?