Archive for the ‘Thoughts from Andrea’ Category

Think your competition doesn’t know? Think again!

Monday, April 19th, 2010

A few weeks ago I attended a networking event geared towards developing better business strategies.  It was somewhat of an eye opener – not really the content of the event, what was more interesting was the comments from one of the attendants of the event.  He was shocked that most of us were comfortable, or maybe resigned to the fact that our corporate information is so easily shared or accessible.  He seemed to believe, still, that anything you develop as business should remain confidential.  My first thought was ‘wow, how niave!’.

As a business manager I understand the necessity of competition.  Competition is what makes the economy grow, gives customers choices to suit their needs, and lights that fire under you when you need to step up your business proposition.  Of course I know what my competitors are offering – I research them, just as I’m sure they are researching my offerings.  It surprised me that this gentleman seemed to be so set on hiding or trying to control, or maybe just feeling in control of what the competition knows or doesn’t know.  I hate to be the bearer of bad news, but your competition always knows!

The internet has played a large role in this change. We have evolved over the last 10, but particularly 5 years to be a nation consumed with finding more information.  This has included our desire to be on top of the news, on top of trends, knowing what the latest sports score is, and of course what businesses are doing well, so that you can do as well as they are doing!  We’ve got so many outlets to share information so freely – Linkedin, Twitter, Facebook, general websites, and even just plan old email!  On top of that, your customers are more aware than ever before.  Years ago, the business options may not have been there in your area, or you knew someone from a friend of a friend of a friend that you thought you’d give a shot, or you tried the other competitor simply because it was time to try out the newest person in town.  It was all a lot simpler, and yet harder for the client to really find out the core values and propositions companies were able to offer.

With information about anything, everywhere, selling your business offerings has become less about the information you provide (or try to hide!), and more about the connections you have or make with that prospective client.  This can include face to face, retaining clients with smart customer service or loyalty programs, or even impressing them with your savvy on your website, and your many connections on Linkedin.  The way in which we source information, use information, and connect with people has changed.  Have you changed with it?

Follow me at @andrea_duggan

What employers can learn from the Jay Leno – Conan O’Brien succession plan!

Tuesday, January 19th, 2010

If you don’t know about the employment war at NBC, where have you been?  Quick recap to catch you up if you are not in the know. In the fall, The Tonight show torch was passed on from Jay Leno to Conan O’Brien.  NBC, at the final moment unsure of it’s ‘career succession plan’ which was years in the making, decided to ‘make a new job’ for Jay, doing the same thing.

Now comes the problem.  Jay, the older wiser, long loved employee, is not doing as well as  thought in his new role.  His overall productivity (jokes and parodies) just isn’t working in his new role, and hence his profitability (measured in ratings, and advertising dollars) are sliding as well.

Conan on the other hand, has spent the last few years preparing for his new role, and now replacing the older employer (Jay) he is constantly being measured against the success of his predecessor – who is still working for the company!  People being people, always expect the ‘newbie’ to be and do the work the same as the ‘old guy’ did it, and it doesn’t help to make a mark when the old guy is still around to compare too.

So, NBC has a real employee nightmare or quoting from a recent tweet I saw, a real ‘Tonight-mare!”.

In the ‘real’ world, companies can’t afford to behave this way. Companies need to be smart in today’s economy.  We’ve had tremendous change over the last year, and we will continue experience workplace change, from now until 2018 when the remaining baby boomers are predicted to retire.  As a successful company, now is the time to set the path for those qualified people you recognize as ‘Top Talent’.  Succession planning is a great idea. As an employer, you want to be sure that you have the right person in place for the job, who is ready, knowledgeable and capable, when your current key person retires.

Start evaluating what your current top talent is doing.  Before your key person is set to retire, say 18 months prior, ask them to keep a few notes on what they do well, and what they think would be challenges for a new person to take on in that role when they retire.  As an employer keep detailed performance reviews so you have a good picture as to the extent of the skill needed to fill those shoes, expertise that you likely take for granted!  Also keep notes on things you’ve recognized you need moving forward. Discuss with your future retiree if they see anyone internally as potential candidates – sometimes this is obvious, other times, not so much.  Take time to begin to mentor that person, allow them to take on a few tasks that your current top talent does, allow them to slowly be involved in the decision making and problem solving as well.

You aren’t able to identify someone for succession planning in your company? Not to worry.  Top talent is out there!  Keep notes and detailed performance reviews as mentioned above, and work with your retiree to find that perfect replacement.

Follow Andrea @andrea_duggan

2009 has been a roller coaster…

Monday, December 7th, 2009

2009 has been a roller coaster ride for a lot of us.  It’s been a year of ‘change’ to say the least!  Since most companies have taken this time, to regroup, resort and reconfigure their businesses, we at Armor have decided that this is a great time to do that as well.

Armor has been in business for over 38 years, founded in Brampton by Lou Duggan.  He has seen many ups and downs in the economy, weathering many economic fluctuations.  The key to our success has always been to remain flexible, and understand that change is necessary.

As many of you may (or may not) be aware, we are in the midst of great change!  As of fall 2008, we sold our industrial/general labour based service branches.  These branches are now run by individual owners who worked for Armor, who have shown great success in servicing our industrial clients and assisting our many associates. With all that change, it was time for Armor to reinvent itself, and what a perfect time to do so!

Armor, always people focused, in both our associate side, and our client side, wanted to take it a step further, beyond just the normal expectations of a search firm, or office staffing provider.  We wanted to be ‘linked’ and to provide our clients and associates a ‘link’ to their futures. This also works hand-in-hand in the social web experience we are turning to more and more to ‘link’ everyone together.  With tools such as Facebook, MySpace, LinkedIn and even Twitter, plus many more social networking sites out there, we know that the recruiting world is changing too – and we’re ready for that change!

Make sure to come back, and watch for updates on topics we’re passionate about in staffing.  We want to be the resource you can trust and turn to for any information you need.  If you’ve got suggestions, or would like information on something, don’t hesitate to get in touch with us!

We’re ready and looking forward to providing you with staffing solutions for a connected world.