The economic horrors experienced in 2009 will not suddenly disappear with the new year. Though there are more signs that the recovery has begun, it will take years before most of us are whole. If you are still standing, 2010 will be filled with new and trying challenges. One big one will be your workforce.

2010 will be a period of transition from survival to recovery and growth. For most, there is no more fat to cut in your organization. Employers have cut people, wages, benefits and programs. Employees who survived the layoffs are shell shocked, scared and tired-just like their bosses who had to make and execute these excruciating moves. Now employers must somehow begin to rebuild. Those that continue to operate in a hunkered down mode will soon find themselves behind the competition, having survived this crisis only to fail down the road.

To move forward, you need a strong, engaged workforce. Employees will need to give their all for you. Unfortunately, a number of surveys point to pent up frustration and anger among American workers. The layoffs, pay cuts, furloughs, and benefit reductions have taken a toll. Employee loyalty has been tested and many workers have indicated they will be looking for new employment when the economy recovers. Just when employees are needed most, they have become disengaged.

The level of productivity in your organization correlates directly to the level of employee engagement and both are dependent upon having good managers. Study after study shows that organizational excellence requires managers who are best at getting the most from their people.

Now imagine what it would be like for you to be experiencing:

• Productivity that trends upward
• Workers that are motivated and engaged
• Employees who perform at an exceptional level
• Candidates that want to work for you and your organization
• Communication that is open and honest
• Employees who get along

If that does not describe your experience, why not? Your managers cannot afford to be making bad hires, focusing on problem employees and tolerating poor performance.

We have developed a new training program designed to teach managers how to excite star performers, increase the level of performance, resolve tough challenges, and make managing easy. Based on the principles in my new book, Uncomplicating Management, we can give your managers and supervisors the tools, experiences and skills they need to be successful. Call me at 207-967-0837 for information about making your managers star performers.

Employers must post their OSHA Form 300A. (Summary of Work- Related Injuries and Illnesses) where employees can see it from February 1 to April 30 each year.

Under the revised Massachusetts Data Security Regulations, Massachusetts' employers that own or license personal information must be in compliance with the Standards for the Protection of Personal Information of Residents of the Commonwealth ("regulations") established by the OSCAR by March 1, 2010.

Sexual Harassment Training Mandates: Maine and Massachusetts employers must provide all their employees copies of their sexual harassment policy; Maine employers with 15 or more employees must conduct sexual harassment prevention training for all new employees and additional training for supervisors and managers. Contact Dacri & Associates for sample policies and Sexual Harassment Prevention Programs and Training-207-967-0837.

I have developed a number of tools and booklets to help you manage your workforce. These include:

• Sexual Harassment Prevention Toolbox
• Preventing Discrimination & Harassment Guide
• Strategies to Survive a Tough Economic Downturn Guide
• Guide To Massachusetts Employment Laws for Managers
• Employment Laws for Maine Organizations