Improving People

Polishing the Stagecoach: Don't Let Training Fall Behind the Trainee

Polishing the Stagecoach: Don't Let Training Fall Behind Your Trainees 

Copyright 2011 by Jim Sullivan

What You Get Paid For: An Open Letter from the Owner to the Crew


What You Get Paid For: An Open Letter from the Owner to the Crew

By Jim Sullivan Copyright Sullivision.com

I believe in people and think they are more effective when given principles rather than procedures, strategies rather than tactics, whys rather than wants. --Harvey Golub

Top 10 Ways to Find, Recruit, and Retain Seasonal Employees

The Top 10 Ways to Find, Recruit & Retain Seasonal Employees

by Jim Sullivan

The Liferaft  Exercise

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The 6 Best Ways to Lose an Employee

Quote for the month: “I was going to read The Power of Positive Thinking, but then I thought, ‘what the hell good will that do me’?” –English comedian Ronnie Shakes

OK, we’ve created employee retention strategies and ways for building bench strength. Now, let’s focus on how to lose employees. It’s not that hard. You and I do it every day. Here’s my Six Best Ways to Lose and Employee:

The Plus Side of Firing Low Performers (Addition by Subtraction)

by Jim Sullivan

“Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” –Jim Collins, author, Good to Great

The ABCs of Effective Employee Incentives

“America’s most underutilized resource is recognition.”  --Dick Kocenivich, Wells Fargo.

Recruiting Your Way Through A Recession

By Jim Sullivan
“There’s three things in business that will kill you,” says writer Gary Hamel, “denial, arrogance and nostalgia.”
I was thinking about that comment last week when a Dallas-area Regional Manager friend of mine said, “Well, if there’s a silver lining in this challenging economy, it’s that the labor crunch has eased up a whole lot. Now we can focus a little more on the customer instead of hiring.”

Finding Keepers: 13 Smart Recruiting and Retention Strategies

By Jim Sullivan
1.Select the right person in the first place. Today’s hiring mistakes are tomorrow’s turnovers. Clearly define the results you expect and the talent you need. I know it’s easy to say and hard to do, but don’t lower your standards. Make it a privilege to join your team. Don’t hire from desperation, especially new crew or managers. The fact is that first rate people hire first rate people. But “second rate” people hire fourth rate people.