Policies that Increase Labor Demans

I was at a great seminar this week sponsored by CALED - Keys to Successful Economic Development. Bruce Stenslie of Ventura County made a nice point about workforce development, identifying that there are TWO ways to increase workforce/job expansion, one is to increase labor SUPPLY -- i.e. to produce more and better trained workers, the other is to increase labor DEMAND by being more innovative in job situations, benefits, perqs so as to increase the worker's interest in going to these jobs. With the common complaints these days about the Gen X/Millennial workers, this is a place of great opportunity. Work from home situations, family involvement, child care resources, advanced training opportunities, team contributions, a vision of the big picture -- all of these opportunities will increase a business' supply of great workers and retain them to grow and prosper. With the turnover costs of hiring new employees at almost 7 times retention costs, figuring out how to make good workers want to be at your company is a boon. Also see Sac Bee yesterday on best 100 places to work, VSP of our fair city made the cut!

Gallup Management Journal explores what it takes to get top quality employees in today's tight market and it turns out that a good manager is better than more money! "Job seekers are slightly more likely to say that a quality manager (56%) or quality management (55%) is extremely important when looking for a job than they are to say the same about compensation."

http://gmj.gallup.com/content/103114/Job-Seekers-Ask-Whos-Boss.aspx

I was persuaded to take a job once by someone who promised me he'd be, "the best boss I ever had." And he was (so far.)

Especially with the next generation of workers, who value relationships and their own development more than putting in the time for the paycheck, "nearly half of job seekers say the opportunity to learn and grow, the opportunity for advancement, and earning promotions based on merit are extremely important when looking for a job."

And feedback about performance is especially important to workers, especially the ones who have the most potential to excel at your company. People who like to know thy are doing well are the ones who put in the effort to actually do well. Gallup notes, "employees are more likely to be engaged in their jobs if someone at work encourages their development, if someone talks with them about their progress, and if they have had opportunities in the past year at work to learn and grow."

Finally, the sense of purpose and commitment that comes from working with others and contributing to a greater goal encourages workers, and therefore company, success. "Similarly, more than 4 in 10 job seekers say the quality of their coworkers and a great work team are extremely important when applying for a job."

So focus on promoting to management people who are good managers, who can tell what motivates others, who aren't afraid to give feedback -- both praise and guidance -- and who focus on the fairness of merit based rewards.

Our Sense of Well-being and Economic Development

Over the long weekend it was apropos to read in the Sacramento Bee results of a survey that studied the public's sense of well-being. One's own sense of well-being and personal happiness does not always uptick even with large growth in personal income, and in fact a sense of well-being is not always tied to factual reality at all.

So there are things that matter more than money. And that gives public policymakers an opportunity to guide economic and other community development in a direction that would make people happier, more productive, and fold over into increasing our prosperity both economic and emotional.

The article cites a few of the questions asked of residents in 26 US cities the results of which could guide economic development and community planning in a more significant way to improve our lives on a wide spectrum of factors. Questions such as: Do you feel safe? Do you have confidence in your city's leadership? Is your city tolerant of people who are different? Would you tell a friend to move here?

Not just money, salary and taxes have an impact, but a community where people are emotionally engaged and attached to their homes, neighborhood, leadership, and future vision can help lower and keep talented workers, increase local investment, and rally support when difficult decisions face a community.

The article gives an interesting example of how to adjust our public policy based on the results of such a survey. For example, if people hate commuting and give a high priority to socializing with coworkers, as was found, then promoting carpooling creates a policy that can satisfy both needs thereby increasing people satisfaction and commitment.

Article: Thursday, November 22, 2007 page A15, by Frank Greve,fgreve@mcclatchydc.com.

The Hiring Process

I'm working with three high level, long career, professional people who are job hunting right now. The horror stories are incredible. With Internet submission of résumés, people infrequently get even any recognition that materials have been submitted; after discussing skill sets and expertise, employers will rarely illuminate for the candidate a "range" of what the expected salary might be; and then there are the formulaic questions repeated to each candidate, creating no opportunity to share information about actual skills, only skills of self-promotion.

And then there's the other side of the coin generation X -who has interests in and needs from their future employer that are very different from the needs expressed and sought by the previous employee generation.

Here is an interesting article discussing the message to then organizations and when it has a not very illuminating and perhaps even in net hiring process: http://www.governing.com/articles/10kmiller.htm

Leaders -- everyday characteristics

Here's a great article about the everyday characteristics of leaders. I dare say they can't be faked, but they certainly can be nurtured. My favorite, of course, ... #6 -- invite participation and create meaning more significant than one can alone.



http://news.yahoo.com/s/bw/20071011/bs_bw/oct2007sb20071010093227

Workplace Safety Seminar

The State Compensation Insurance Fund, http://www.scif.com/news/100907-ErgonomicsCompliance.html is having a safty seminar covering ergonomics, occ. health and safety and saftey management systems info on Tuesday 10/16 at the Raddison, 500 Leisure Lane, 8am -12. Contact Angel at 916-924.6812 or amartinez@scif.com

The SCIF is (by their own definition) a self-supporting, non-profit enterprise that provides workers' compensation insurance to California employers at cost with no financial obligation to the public. Yep, like always, the business owner isn't getting it for free.... Still, having in place a safety policy and reviewing it and making it known to your employees can reduce you liabilities and therefore your costs.

Sacramento Economic Development Strategy

The City of Sacramento's Economic Development strategy plans for the next few years can be found at:

http://www.cityofsacramento.org/econdev/msc/EconDevStrategy.html

Be sure to look at the information gathered from community focus groups like small business owners as well as neighborhood and quality of life advocates.

City Council Meeting on Redevelopment/Economic Development

I thought this coming week's council agenda looked particularly interesting. http://sacramento.granicus.com/AgendaViewer.php?view_id=6&event_id=2

The city is dedicating a lot of resources to stabilizing and improving our economic agenda to address quality of life issues and a strive for a super educated workforce -- beause that's what makes an economy sustain.

Check out where the new hot spots of redevelopmnet reside, and support or improve these ideas and projects as you are able.