Biz Org & Management..?

When I was in college I took a phenomenal course which had everything to do with Business and nothing to do with emotion.
Business Organization and Management.
The professor looked more like a gym teacher, complete with bald head and parachute pants, but he was a seasoned man of the business world, who had the good sense to achieve the credentials to also teach college level business courses.

"The mark of a successful company is the bottom line, yes, but a successful company must also take into consideration its level of turn over and true overall employee satisfaction. Question for you future college graduates."
I remember that he stopped to adjust the whistle that hung around his neck, yes, he wore a whistle.
"What makes a company truly successful? If their employees stay while stocks are up? While the money is flowing in, while the bottom line is rising and the goals are being reached?"
We stared as a class.
"So what happens when there is a slump in the economy? When the goals are missed due to an economic downturn? When employees are still producing but customers aren't really spending and the money isn't really flowing? How should the company treat those same employees? Company ABC does need to stay a float. They still need to pay the expenses, pay the paychecks, keep the vendors in the black. So Company ABC begins taking away merit raises, bonuses previously projected, stock options, & end of the year parties to keep the bottom line and keep the shareholders happy. Salaried employees are downgraded to hourly and hourly employees must now begin to clock in and out as opposed to their standard 8 am to 5 pm schedule previously worked.
What happens to the employees? How do these changes effect their job performace? How does it effect their attitude? What do employees begin to think about? Guess who starts updating and circulating their resumes, economic downturn or not? They may stay for the time being. They may stay during the downturn... or will they? What happens when the downturn turns upward? Business is cyclical. There are algorithms that can dictate if the winner of the Super Bowl will or will not effect the stock market the following day, so guess what other calculations exist? The trends in business rise and fall like the waves on Seaside."

Thought provoking.

"So," he finished, "Case Study for next class, based on what Company ABC has done, What happens to the employee population once the downturn turns upward? Do they stay? Do they not? What could Company ABC do to preempt the largest turn-over they've seen to date in their workforce? Can they do anything? Have the dice already been cast regarding their employee level of satisfaction and feeling of employee worth? Keep in mind that each time a company loses an employee, it costs them money. Each time they need to hire an employee, it cost money. In the upwards of thousands per interchange. So, what is more cost effective? Leave the bonuses, the stocks, the niceties and deal with the shareholders or take away take away take away, and then spend money, recruiting, hiring, training and waiting for the new employee curve to diminish? 3 possible solutions for next class."

I began thinking about that class earlier this week after speaking to a few people who are in the midst of finding to employment and also after my own few weeks of job searching and interviewing.

Although my case study has since been submitted and graded, received an A by the way, I have experienced the above and would have to say that the workforce is being ruined by the workforce itself. A form of cannibalism almost. Companies are hurting the very lifeline that is keeping them a float. No one is talking about reckless spending to compensate employees, but keeping the employees that are keeping the companies a float is more than just a novel idea.

These are the people who know the company systems, how to handle the difficult clients, the important information that hasn't been documented yet, the name of the head of Customer Support, the personality of the VP and the birth date of is assistant. So when the economic downturn turns upward, and it will, the employee who knows so much and you can't live with out, could be handing in their notice and scheduling their exit interview.

Also, in conclusion, small bit of advice for employers who are seeking to locate and hire new talent:

Please stop using the following terms, phrases and or questions when posting positions, pre-qualifying or qualifying possible hires and interviewing talented, eager, interested, intelligent people for jobs.

#1. Are you interested in unlimited compensation potential?
Translation: OFcourse! Everyone is interested in unlimited compensation potential. BUT be honest, this is a commission paid position only. There is no base to rely on, you are only paid by commission and therefore will be taxed as so and probably receive less than reputable training in how to sell Knives, Bulk Frozen Food, Cleaning Supplies, Water Filters... or whatever other random set of items that can result in unlimited compensation potential.

#2. We are looking for energetic, self starters who want to make 6 figures with in their 1st year.
Translation: Well I HOPE you want an energetic, self starter, what is the other option? Lazy, lacks motivation & needs constant supervision.
This is also a commission paid only position. There is no base.
But unlike unlimited compensation potential, you are required to sell to everyone you know, and then strangers, the ladies at the nail salon, the man behind the deli counter at Stop and Shop. The interview will consist of you watching a video about unlimited potential, no salary caps and somehow the setting of the video will involve a boat, a beach, beautiful people carelessly wearing non-descript styles of clothing with a touch of the early 90's. The person interviewing you will talk about how they reached 6 figures their first year no sweat. The person will be dressed somewhat casually but a tad professional.

#3: Would you like to work at home and earn up to 1k from the comfort of your home?
Translation: Who wouldn't wanna work at home in their pajamas? You will make a small investment to work at home, then begin to stuff envelopes perfectly, as directed by the guidelines included in the package you received because of your small investment, only to never actually have stuffed the envelopes perfectly. You will not make your 1k from the comfort of your living room.

#4: Here at Company ABC we are interested in you being your own person. Being a 'hunter'. Being a force to reckon with. We need a self starter. An independent, yet team player.
Translation: Cold Calling. You need to cold call. You need to collect business cards from office parks that have signs up which say 'No Solicitation.' And unless you are planning on riding a woolly mammoth and carrying spears, really should professionals be referred to as a 'hunter'? How about we call it what it is... Persistence, tenacity, won't take not for an answer?

#5: How do you feel about being a contract employee?
Translation: How do I feel... well there are no health benefits, no 401k, no stocks, there is no longevity, there is no loyalty and there really is no solid future with this position. Also you will need to use your own resources, car, laptop and supplies. You probably will not be reimbursed. When the contract ends, so will the position, obviously. Also, beware that may times, a staffed employee was let go and this 'contract employee' position was generated to replace the staffed employee. Except 'contract employee' costs less money to employ.

All in all, employers can be as selective as they would like to be. That is their right, as they are the employers, but your company is only as successful as the workforce that keeps it going.
That is the same workforce that keeps the money coming in and in turn keeps the company in business and with out them, well the bottom line of a company with no workforce doesn't really make anyone any money, does it?