| Matt Stevens Joins Marketplace |  |
Upstate recruiting professional Matt Stevens has joined the Marketplace recruiting team in the firm's Greenville office. He will oversee interviewing, testing and recruiting for clients across the Carolinas, focusing primarily on Upstate South Carolina.
A native of Nashville, Matt formerly headed recruiting for a specialty manufacturer and served as district manager for a property management company. He is a graduate of Bob Jones University and is active with organizations including the Greenville Chamber of Commerce and Bob Jones University Alumni Association. |
| Upstate South Carolina Earns More Kudos |  | |
The honors keep coming for Upstate South Carolina, as more people around the country discover the progressive business climate and outstanding quality of life available here. Some recent honors:
- Greenville: Top 20 Healthiest Markets in the US 2010 (Builder Magazine)
- Greenville -- #1 Emerging US Logistics Growth Center (Business Facilities)
- Simpsonville -- Family Circle's 10 Best Towns for Families
- Greenville-Mauldin-Easley -- third Strongest Job Market in the US
- South Carolina: Top 6 workforce & Top 5 cost of doing business in US (CNBC)
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15 Sites for Amazing Holiday Deals |  |
If you like a deal, Kiplinger is back with its annual list of Web sites that will help you save money on holiday gifts - from clothes to electronics, plus sites that provide coupon codes, compare prices or feature free-shipping deals.
To find the best deals on the Web (or before you brave crowded stores), click here for their Fabulous 15 List. |
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Contact Us | |
If your company is looking for top quality talent to add to or maybe supplement your existing staff, we hope you'll give us a call. From light industrial to IT, office administrative to accounting, we have the people you need to succeed. Please email us or call 864.286.3900.
Ray Lattimore
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| Avoiding Generational Conflict In The Workplace |
 In all organizations, there is the potential for conflict between generations. The diverse interests and beliefs of Gen Z, Gen Y, Gen X and Baby Boomers can create friction or jealousy, and undermine healthy, team-oriented environments.
To foster inter-generational respect on your team:
Embrace Diversity: Promote a culture of inclusivity, and trust and respect follow. Include all generations in important initiatives.
Adjust Your Attitude: Treat each person as an individual, and keep personal prejudices out of your thinking. Don't presume older workers are change-resistant, or Gen Yers have a poor work ethic.
Have a Winning Attitude: Focus on "what is best for our future organization" by developing listening skills and open communications.
Listen With An Inquiring Mind: Listen to learn something new from each person to whom you speak. We all hear better when trying to learn rather than to tell.
Train To Communicate: Besides technical skills, teach communication skills. Communicating openly, honestly and with a purpose in mind is fundamental to building success. |
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Winning The Salary Game
 Since salaries are a major expense for most businesses, here's how to get the biggest bang for your salary buck.
Know the market. Keep salaries competitive so as not to waste recruitment and training costs due to turnover. Free online search engines provide salary information compiled from many sources. Give bonuses. Keep base salaries steady but packages competitive. If your company does well, employees do too - which is fair. Be flexible. Accommodate special situations. In return for flexibility, employees may accept lower compensation than they could get elsewhere. Hire smart people. Even if they move on, better to have passing brilliance than permanent mediocrity. Remove commission caps. Embrace a system so that the more people sell, the more money they make.
Explore outsourcing. Outsource non-essential functions. Often, you can improve efficiencies and productivity by outsourcing core positions as well. Shake things up. If employees feel indispensable, they'll behave that way. Use individual talents to the maximum. Be candid. Talk openly and honestly about how the company is doing. Employees will share ideas or ride out tough times when they feel a part. |
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Receptionist?
Or Director of First Impressions?
 I called a company recently, in a hurry, dreading the voicemail tag we all expect in business today. Instead, a friendly voice answered. "Good morning, Acme Enterprises, this is Janet. How may I help you?" Quickly, my need was diagnosed and I was cordially connected to my party. Wow. Once off the phone, I thought about how Janet made me feel great by doing her job in a competent, friendly manner. She made me an advocate of her organization. With many first contacts to organizations via phone, don't overlook the critical impressions those contacts make. Get put on a long hold or treated badly and you'll likely question whether to do business there again. To turn your receptionist into a true Director of First Impressions: - Find the right personality. Someone who is competent, capable, outgoing, and enjoy interaction.
- Teach them. Train them to know what's expected when they answer your phones.
- Value them. Give them the respect. While often paid the least, they are the brand ambassador of your organization.
- Celebrate them. Acknowledge the critical role they play in helping your organization achieve its goals, and honor their efforts.
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