Key talking points from our last Hire4Impact Roundtable Discussion

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Creating a culture of productivity and profitability
Speaker: Alec Broadfooot
Company: VisionSpark
Website: www.vision-spark.com
Bio: After completing his MBA and a short career in banking, Alec has owned and operated 3 different businesses over the last 12 years in Central Ohio.

Key Talking points:
Increase productivity and profitability in your business by having the right people in the right positions.
• Evaluate the true cost of turnover
• Engaged vs. Employed workers
• Have a positive impact on the bottom line


Communication techniques for managing multiple generations
Speaker: Adam McCampbell
Company: VisionSpark
Website: www.vision-spark.com
Bio: Adam owns a wide range of experience working in small family owned companies to multi-billion dollar organizations. He understands the pressures on leaders striving to develop a great team.

Key Talking points:
Different generations approach work differently. Traditionalists and Boomers are lifetime employees, while Generation X and Generation Y are transactional employees.
The relationship between a manager and their employees directly impacts how long employees stay and how productive they will be during their employment.
Improved communication between the generations will improve retention and increase productivity.


Best practices for terminating employees and minimize lawsuits
Speaker: Caroline Worley
Company:Worley Law, LLC
Website:www.worleylawllc.com
Bio: Caroline started Worley Law, LLC. in 2009. She is committed to helping entrepreneurs and small business owners fulfill their dreams of business ownership.

Key Talking points:
1. Taking measures at time you hire – Drafting agreements that protect the business. i.e., employment/IC agreements; confidentiality and non-disclosure agreements; protection of trade secrets; non-solicitation of clients and agents provisions, having an employee handbook with rules and regulations of the company, etc.
2. During employment - Keeping a written record of employee reviews and any disciplinary discussions or actions taken.
3. After termination of employment – severance agreements with release language, protection of confidential information, protection of trade secrets, non-solicitation provisions, non-disparagement language, including age discrimination language, if necessary, and other important terms. Making sure that the employee leaves all company property at the location; changing passwords on laptops, PC’s, and alarm systems, getting all keys back, removing all access to info at the company, etc.


The best assessment tool for increasing productivity
Speaker: Fred Crum
Company: Personnel Profiles, Inc.
Website:
Bio: Fred Crum has spent his professional career working with companies to better connect the value of people to their business strategy. As a successful owner of Personnel Profiles, Inc. Fred has leveraged his 38 years of management experience in helping companies hire smartly.

Key Talking points:
• Success in the marketplace will be dictated by how smartly an organization “Invests” in its PEOPLE.
• The selection process is clearly the most important point of action in terms of impacting the productivity & profitability of your business.
• It’s not experience that counts or college degrees or other accepted factors; the only factor that matters is how well a person fits the job.
• Assessment testing to better determine job fit, yields high returns in job performance and employee retention.


Fixing your hiring for lackluster sales people
Speaker: Brent Long
Company:
Website:
Bio: Brent has accepted and is working to live his calling as a life coach, business coach, sales coach, offering training to increase revenue for individuals and organizations in the marketplace.

Key Talking points:
• Sales people require very clear VISION, MISSION, & PURPOSE to get and remain on track.
• They are hanging their livelihood and reputation on the line every time they enter the sales process. They must have very clear, concise & compelling Job Descriptions where everything is measurable.
• The average tenure of Outside Sales is roughly 18 months.
• Learn the two “extra questions” final candidates must be asked. Learn to ask them.


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