It's Your Move

Ten Commandments In Business You Haven't Seen

It's Your Move.
(Blog by Bernie Reifkind)

1. Thou shall never forget that in business everyone acts out of their own self interest first. If anyone believes or tells you otherwise then this person is either delusional or lying.

2. Thou shall trust, but verify. However, once trust has been broken it can never be fully repaired. Thereafter, trust is an illusion only if it benefits one's self interest.

3. Thou shall not assume that a subordinate, boss, co-worker or client has complete comprehension of a communication or an order. Most people hear what they want to hear or are too busy anticipating their response. Communicate as if you are speaking to a small child or foreigner.

4. Thou shall never sign an agreement unless every item is clearly spelled out and agreed upon and only if it will better serve one's own self interest.

5. Thou shall never be time pressured by anyone to make a decision even at the expense of potential loss. Decisions should be made only after all of the facts both tangible and emotional have been discovered. Being rushed to make a decision is dangerous. Beware. Enough said.

6. Thou shall take and make every business decision personal. In business, when you are told that it isn't personal, it is. Act accordingly by either accepting or taking an action but never fool yourself about your emotions. Deal with it, allow yourself the time to heal, then move on.

7. Thou shall surround themselves with the ony very best talent and work with only the very best clients. If your co workers, boss or a client is too difficult to work with, fire yourself as soon as you can. Failure to do so will lead to a miserable working experience. Life is too short to surround yourself with C average players.

8. Thou shall be bold in all business endeavors. Ask, respectfully for what you want. You may not receive a desired outcome; however you never know unless you ask. In addition, dream huge and never let someone tell you that it can't be done. If it hasn't been done before, then all the more reason to dream it.

9. Thou shall never compose and send an emotional email or letter unless at least 48 hours have gone by. If one still feels the same after 48 hours then continue with extreme caution. Never forget that the written word is permanent.

10. Thou shall have the right to earn as much money as possible, without guilt. This is America, the land of opportunity and you have the right to earn huge sums of money as long as your pursuit contains and maintains unshakeable honesty, integrity and humility. Never feel guilty about cash flow that you have earned. The market pays you what you are worth.

Nursing Shortage: It's Your Move!!

According to the American Association of Colleges of Nursing:

" The United States is in the midst of a nursing shortage that is expected to intensify as baby boomers age and the need for health care grows. Compounding the problem is the fact that nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care."

In addition:

"The U.S. shortage of registered nurses (RNs) will increase to 340,000 by the year 2020. Though this is significantly less than earlier projections for a shortfall of 800,000 RNs which was made back in 2000, the study authors note that the nursing shortage is still expected to increase by three times the current rate over the next 13 years."

So what is your organization doing to recruit and retain your nursing?

For immediated assistance, you need to click here: http://www.psihealth.com/get_started.php?PHPSESSID=0430a109ddc965b7b0bbfa7b72bdae4e

Bernie Reifkind is CEO of Premier Search, Inc.

What Your Employees Are Afraid To Tell You

by Bernie Reifkind, CEO of Premier Search, Inc.

If you are a boss, then chances are that you have no clue about what your employees would like to tell you.

In every organization large and small, there is a direct and proportional relationship between how high up you are on your employee organizational chart and how little you truly know about what your subordinates are scared to tell you.

So what is stopping your employees from being frank with you? Fear.
Fear of losing their job, their title, their bonus, their raise, their status, their future. It’s a scary thing to talk to the boss.

Of course, it’s completely normal to hold back things from the boss, but isn’t it a little troubling? Fear is a powerful emotion and some employers are phenomenally skilled at exploiting their power over their employees. They rule by fear.

You probably treat your employees better than you treat your own family, yet I am sure that your employees are exceedingly anxious about saying out loud what’s truly on their mind.

So what are some typical things that employees are afraid to tell you? Jane Cranston – (EzineArticles.com Expert Author) offers the following:

1. “We Want Specific Direction”
Though you may know what to do, most people would rather be directed.

2. “When You Give Us Detailed Praise, We Understand it, Remember it and Work Harder For You”
Rather than saying “Great job” or nothing at all, try “I really appreciate the amount of thought and effort you put into this project, thank you.”

3. “We Know Our Jobs Better Than You Do”
Once you can accept that there are skills you do not have. you can focus on what will make real money.

4. “You Do Too Much”
Most people are capable of more than you think they are but if you insist on micro managing or doing tasks yourself, you will never find out just how much.
Profit risks: Micro managers never have time to look at the big picture and are constantly putting out fires. Good workers get bored, insulted or leave.

5. “There are Slackers We Wish You’d Get Rid Of”
Everyone knows X doesn’t pull his/her weight, is late, calls in sick, dumps work on others, is negative or is just incompetent. You may be the last to know but your staff wants (expects you) to do something quickly and decisively.

Ms. Cranston brings up some valid points but the bottom line is: what information are you being deprived of and more importantly, what are the immediate and long term risks associated with not knowing what your employees are afraid to tell you?

Statistics are useless: how about a little common sense?

It certainly helps to remember that each of your employees is a human being trying to earn a living-whether or not they are doing a good job-it’s ultimately about the paycheck. Most people would rather be doing almost anything else than work, but even for those who are financially secure, most of us need to know that we belong to something larger than ourselves. In this we find stimulation, hope and achievement. Open your eyes.

Ultimately, just knowing that there are things that your employees would like to tell you just may be enough. Maybe you can allow them the space to come forth and speak but if you’re like most of us, realize that the feeling of fear is very real and concealed within that fear is the key that unlocks the future of your company.

Bernie Reifkind, CEO of Premier Search, Inc.

The Virtue of Courage by Bernie Reifkind, CEO Premier Search, Inc.

How do you define courage?

According to www.webster.com, “Courage” is defined as “mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty.”

This definition appears to be a reasonable and rational explanation to a word that in reality is redefined at every moment of our lives. One person’s courage is another person’s routine. One person’s courage could save the lives of thousands at the expense of their own. Is sacrifice necessary to define courage?

Sometimes courage is simply opening your eyes.

It takes courage to get up in the morning and go to work every day. It takes courage to change jobs. It takes courage to further one’s education. It takes courage to ask for someone’s hand in marriage.

Is the concept of courage so mundane as to be just an assumption? We are all afraid of something at various times in our life. At times, we are faced with huge obstacles. Some of us do not even realize that- what they are doing at this very moment- takes great courage.

In reality, courage need not be defined nor measured.

Courage is being true to yourself right now.

The Best Business Strategies for 2008:

2007 is history.  So get over it.

Do you want to really make an impact in 2008?  Here are the 10 best business strategies to catapult your career to new heights.  It's what separates the professionals from the rookies:

• Be Bold.  Take calculated risks and show em what you got.  Your mindset: NO FEAR. 
• Don't confuse efforts with results.  The only thing that matters is results.  At the end of the day, no one cares how hard you worked.
• Trust, but verify.  Enough said.
• Maintain and build upon realtionships. It takes years to develop trust and only seconds to destroy it.  Your word means everything and so does your reputation.  Should an issue arise, deal with it immediately.
• Hire and cultivate talent.  Surround yourself with integrity, you can teach skills.
• Choose a workplace wisely.  Do your homework and never rush into making a decision until you have exhausted all of the resources available to you. 
• Don't worry about things that you cannot control.  This may be the best single piece of advice that you will ever learn.
• Recover quickly and you'll always be successful.  It's not about falling down, it's about getting up.  Dust off the bruises and get back into the fight.
• It's not about being right, it's about being paid.  If you're in a service business, deliver your best and if things go wrong, make it right. Lose your ego. 
• Do not be held hostage to the past.  Reinvent yourself everyday and be open to new strategies that may lead you to new frontiers.

I am Bernie Reifkind, CEO of Premier Search, Inc.

Employee Retention: Fact or Fiction by Bernie Reifkind, CEO Premier Search, Inc.

Fiction:             Money and security are the most important reasons that people change jobs.

Fact:                 The most important reason that people stay or leave is their boss.  Are you providing an awesome place to work?

Fiction:             Employers should have a policy of fairness and should treat every employee the same way.       

Fact:                 Every employee is a dynamic individual and is motivated by tangible and non-tangible factors.  Your job is to find their “hot buttons.”  Some people respond with honey, others need vinegar.

Fiction:             With regard to an organization: A rule is a rule and we all must follow it.

Fact:                 Sometimes rules are outdated and can hinder true creativity.  At times we must break through the “tried and true” to increase efficiency and effectiveness.  Do you maintain rules that are stale?

Fiction:             The goal for employees is lifetime employment. 

Fact:                 Lifetime employment is over.  The average career will likely encompass two or three “occupations” and half-dozen or more employers. Hold on to your superstars.

Fiction:             Job mastery is essential to job performance.

Fact:                 We live in a world of ambiguity and change.  We need to thrive in ambiguity and master “the dance” of job requirements and job politics.

Fiction:             Employee talent is easy to recognize.  You either “have it” or you don’t.

Fact:                 Sometimes employee talent is there and you can’t see it.  Some things to look for in discovering talent:

a.      Passion

b.      An ability to inspire

c.       Loves action

d.      Thrives under pressure

e.      Emanates fun 

f.        Creativity

g.      Know how to finish the job

Fiction:              Employees should be happy that they have a job.   

Fact:                 The deepest human need is the need to be appreciated.  Does your staff know how much you appreciate them?      

Fiction:             The way to create leaders is by training after company seniority and loyalty.

Fact:                 If you have someone great, put them in charge and LET THEM LEAD.  Leading is not about age.  It’s about talent.  Don’t make a superstar “wait their turn.” 

"Help! I Need Some Bodies!"

A Beatles Guide to

finding and keeping

super talent!

-

Its a “Hard Day’s Night” so

here's a "Ticket to Ride” 

-

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5 employment ideas in

Beatles songs:

       

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Help!

It’s Friday afternoon and one of your key employees gives notice that he or she is resigning.  At first your blood pressure begins to rise, your heart is pounding and you break out into a cold sweat and you are thinking, “how could you do this to me?” “You’ve got to be kidding me?”

a.       Keep a level head and do not panic.  Sometimes you can rectify the situation in the coming days. 

b.      Assess your available resources

c.       Take action immediately: call a professional recruiting firm, contact any leads and reach out to your vendors.  Sometimes referrals can come from the most unlikely sources.

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          Come Together

-

-

“Here come old flat top”:  Remain calm even when panic is setting in.  Sometimes, having to replace a crucial employee can actually effect an even better and more efficient operation.  Things can seem flat at times and having the right energy and talent can boost your organization to new heights.

a.       Bring together your staff and let them know of the current situation

b.      When appropriate, solicit their input as to what is needed in the new hire

c.       Find out what challenges need to be addressed

  -

       Hello Goodbye

-

“I don’t know why you goodbye, I say hello”:  The number one reason that most people change jobs is: their boss.  So you’re the boss and you’re doing your job and working long hours and demanding a lot from yourself and your team, but you know what?  Somebody may be very unhappy and you might not even know that you’re the cause of it!

a.       “You say goodbye and I say hello”- you’re not on the same page and you’re not communicating!

b.      Communicate, communicate, communicate!

c.       “I say yes, but I may mean no” : don’t assume that people understand your intentions or plans-if you believe there are doubts-address issues right away.

-

        Can’t Buy Me Love

-

“I’ll give you all I’ve got to give”: Are you giving your team the resources and freedom to do their job?  Are you treating them the way you’d like to be treated?  Are you paying them the most that you can?  Obviously money doesn’t buy love, but it does show love.

a.       Make sure that you are paying competitive wages.

b.      At the same time, don’t be held hostage to an employee that is making outrageous demands.

c.       Be fair with wages and lean on the side of generosity.  Your employees will reciprocate during “crunch” time.

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Get Back

-

Get back to where you once belonged”: When a company is growing and hopefully thriving, it’s a good time to remember the basics that got you to this point.  Are you remembering the details?  Are you providing the level of sacrifice, service and production with the same (if not better) level of professionalism as you did back in the day?  How are you treating your human capital?

a.       Get back and remember that your employees are the most precious aspects of your business.

b.      You will attract talent and retain your best people by “getting back” to the basics of what made you successful.  Always pay attention to the details of why people work for you.

c.       When you are actively recruiting for a new employee, get back to the days leading up to your own employment and remember what led you to your present job.

 

I am Bernie Reifkind, CEO of Premier Search, Inc.

                                           www.psihealth.com

Promises, Promises Promises

A promising scenario in the life of a recuiting professional. 

             

Promises, promises, promises....

A recruiter finds an outstanding candidate for a client with a critical job opening and the candidate has expressed sincere interest in the job.  A resume is then requested. 

So what happens next?  A promise.

Monday

Candidate:        Candidate: “Yes of course, I’ll send you my resume-I will email it to when I get home.”

Recruiter: “Great!  I’ll call you when I receive it!”

Tuesday

Recruiter: “Hi, I haven’t received your resume………are you still sending it?
Candidate: “Oh I’ve been so busy…….I’ll email it to you tonight when I get home.”

Wednesday

Recruiter:          Leaves a message on candidate's voice mail: “Hi, I still haven’t received your  resume………and I do not want to push you, so can you please tell me if you are still interested in applying?  Are you sending me your resume? 

Candidate:         No response………..yet………….the candidate calls back late at night and leaves a voice mail message knowing that you’re at home sleeping: “Hi…..I have been so busy……..and I am returning your phone call.”

Thursday

Recruiter:          Calls the candidate and finds out that the candidate is in meetings all day and is not available.

You get the picture.

A rookie recruiter would keep chasing this candidate to get the resume when in fact:  this candidate is not really interested in making a change.  If this candidate really wanted to send a resume or investigate an opportunity nothing would stop them.

So why do candidates "lie" to recruiters about sending their resumes?  Because they can. 

It’s very flattering to receive a phone call from a recruiter about changing jobs.

When people make a promise to send a resume,  it’s easy to do so because they believe in the moment that they are telling the truth……..it feels good to think that change is on the way.  However it’s very difficult to call and say that they have changed their mind.

Friday

Seasoned Recruiter:       “Respectfully, this will be my final phone call to you.  If you are still interested in sending a resume, terrific, however until that happens I will assume that you are not interested and I will move on.  Good bye."

Conclusion:                  People (as they should) act out of their own self interest and (within reason) do what they want to do.   Don’t chase people.  Hold them accountable to their word and then judge them by their actions.

I am Bernie Reifkind, CEO of Premier Search, Inc.  "Its your move."

Employment Secrets Revealed

Link: .

Email Has Replaced The Telephone

It's almost 2008 and the fact is: email has replaced the phone. Email is the number one business tool.

Why do I say this?  Our company email server exchange is down and our business is almost paralyzed, (at least for the next few minutes.)

Have you noticed that most of us would rather send an email then pick up the phone? 

Calling someone takes effort:  you have be "on" so to speak.  You have to be polite and use the right tone and more importantly you have to think in real time rather than composing your thoughts and typing away.  Thinking on your feet is way too hard.

Emailing has replaced the telephone.  Is this a good thing or bad?  Neither.  It's just a fact.

It's a fact made very clear the minute your server goes down or something happens that effects your ability to send and receive emails.

So here's what I suggest that you do when you are unable to send an email:

• Pick up the phone and make your calls- the way we did it in the 90s.
• This is going to kill you:  pick up a pen and write a letter- oh and don't forget to put a stamp on the envelope.  What a "relic from a different age."
• Use your fax machine......even though it's so yesterday.
• Go home.

By the way, if you do decide to go home-check your email when you get there.  You're probably going to receive a termination email from your boss!

I am Bernie Reifkind, CEO of Premier Search, Inc.