US Manufacturing is on an optimistic trend in both job growth and fueling the economy. Manufacturing has been hiring more consistently than any other industry and recently had their best month in the last five years. 

Historically around 9 percent of the nation’s jobs are in manufacturing.  But last year, the manufacturing sector added 13 percent of new jobs.  And last month, they added one-fifth of the 243,000 net jobs for the economy. And with US Manufacturing export on the rise, this has also added additional jobs in other industries such as shipping, warehousing, and auto sales.

So is US Manufacturing making a comeback? Or just coincidence?  Some doubt that it will ever gain back as much market share as it had in the 1960’s.  However, there are a number of reasons that US Manufacturing is becoming more competitive.  China is currently seeing an increase in production costs, while there is an increase in flat wage growth in the US.  The corporate borrowing rates are near historic lows and there is also acceleration in the US natural gas production that is lowering key costs for U.S. factories.  

“Labor cost is not the only factor that is under consideration when you are locating. Taxes, energy costs, the advantage of being closer to the customer,” said Chad Moutray, chief economist for the National Association of Manufacturers.

That is good news for America and good news for North Carolina.  North Carolina is home to manufacturers such as Cree who  are fueling economic growth for our state as well.  With more opportunities to enter the work force, it feels good to be able to say, “Made in North Carolina.”

For more information about Greene Resources’s Manufacturing Division, Productivity Staffing,  please contact: jillian@productivitystaffing.com.

Statistics from this article are credited to two articles published by the News and Observer on February 15, 2012.

Well folks, it is that time of year again. Fans are devotedly sporting their team gear, office conversations turn back to the recent game injury, and rivalries are heightened.  March Madness is here.  This month of constant basketball can teach us a lot about the game.  As job seekers, we can also take lessons from these games and transfer them into valuable learning experiences.

There Will Be Upsets. Take this year for example; #15 seed, Norfolk State, beat #2 seed, Missouri. Upsets happen.  As job seekers, it is important to learn from these mistakes, brush yourself off and try again. Getting discouraged when you are rejected from a position is easy to do; but it will end up just delaying your success.

It’s Not Over ‘Till It’s Over. In basketball you learn to never count out a team until the buzzer has sounded – same for the job search.  You may be applying for a position that seems out of your reach, maybe you feel like you bombed a question in your interview, but it is important to continue with 100% effort until the end of the process. Make sure to make a strong impression from your resume to your thank you and follow up.

Sportsmanship.  We have all watched that player who gets angry after a foul is called; but just like in a career search, a bad reaction leaves a lasting impression.  Rejections from positions will happen, but resist the urge to send the nasty email or badmouth the company.  Always be grateful for the opportunities you have been presented.

Be prepared, mentally and physically. When a player is physically there in the game, but is not truly there in mind – you can tell.  Let this be a lesson for us. A successful job search requires both mental and physical preparation.  Mentally, understand such things as the type of position for which you are applying and your strengths and weaknesses for that type of position. Prepare also for the physical requirement of the job search. Understand how time consuming and exhausting the search can be and prepare accordingly. Appropriate preparation will ease the difficulty of your job search.

So now I challenge you. When watching your next basketball game, try to notice other valuable lessons that can relate to your job search. We would love to hear about them.

The Giving Tree, a children’s classic by Shel Silverstein, has woven a theme of selfless giving throughout the entirety of the book. Whatever the boy needs, the tree is able to provide: apples to eat, branches to swing, shade on which to sit.  I don’t think I fully understood the reach and extent of selfless giving of this book until I became a parent.  As a parent, there is an innate initiative to work tirelessly to meet the needs of my children.

But what if working hard isn’t enough? What if I wasn’t able to meet all the needs of my children and myself? One selfless parent comes to mind: Meet Michael. He is a loving father and single parent to his daughter.  While she was growing up, Michael worked the third shift so he could be home with his daughter after school.  He slept while she was in school and on nights he worked, his daughter slept at her Grandparents.

Michael made sure to select health coverage for his daughter; unfortunately he could not afford it for himself.  “I’ve always been healthy.” He said. “That was a risk I could take.”

That risk proved to be costly both for his health and financially.  In 2010 Michael ended up in the ER 5 times, with total medical bills exceeding $80,000 and the doctors told him he was at risk to lose one leg if not both.

Michael is not alone.  44 million people do not have health insurance. Another 38 million have inadequate coverage.  That is almost 1/3 of all Americans living without health insurance.    

While there is no denying the benefit of health insurance, the challenges of attainment continue to grow.   With the current economy there are issues such as increased unemployment, reductions in employer-provider health care, rising healthcare costs, and state budget restraints all compounding making it difficult for many people in the United States to afford health insurance.

Meet the giving tree.  Meet the team from the Alliance Medical Ministry.  Their mission is to serve working uninsured adults of Wake County in need of affordable health care. Alliance Medical Ministry’s Primary Care Clinic employs a paid staff of physicians, physician assistants, nurses, and medical assistants. Board-Certified physicians in Internal Medicine or Family Medicine provide the medical foundation for patients at Alliance. Approximately 250 clinical and non-clinical community volunteers supplement the staff and have donated over 6,300 volunteer hours to serve and treat 13,395 patients in 2011.

Through their work they provide comprehensive medical care which includes acute and chronic medical care, pharmacy services, health education, disease management, and pastoral counseling. 

Founded nearly a decade ago to address health care needs of the working uninsured, the Alliance Medical Ministry provides a primary medical care home to more than 8,000 low-income adults, with 98% having an annual household income of less than 200% of the Federal Poverty Guidelines.

In 2010, Alliance conducted 12,388 patient visits (22% increase over 2009) and dispensed over $1,500,000 (171% increase over 2009) in prescription medications at no-cost to patients.

The impact of the Alliance Medical Ministry has been astounding.  For people like Michael, it has been life changing. On the road to recovery, having lost over 45 lbs and his hypertension now controlled, Michael is a walking testament to the branches of outreach of this giving tree named Alliance Medical Ministry.  Alliance Medical Ministry, you are our hero of the month.  We are honored to recognize you with our Great Job Spotlight this month.   Thank you for giving passionately.  And thank you for your commitment to providing medical care for our working neighbors of Wake County. Great job!

Alliance Medical Ministry is a registered 501(c)(3) non-profit corporation supported by hundreds of individuals, corporations, congregations and foundations. All gifts to Alliance are fully tax-deductible as outlined by the Internal Revenue Service.  Alliance invites you to tour the clinic for a first-hand view of the programs and services offered. Please call 919.250.9254 to arrange a visit. Their  success is a direct result of the support they receive from individuals, companies, foundations, area hospitals and congregations.  For more information on the Alliance Medical Ministry http://www.alliancemedicalministry.org

Facebook: http://www.facebook.com/#!/pages/Alliance-Medical-Ministry/102367708227

 The Greene Resources “Great Job Spotlight” is a monthly blog highlighting those in the community who are making a difference.  As stewards of the community, we hope you will find their stories inspiring and contagious

Upcoming grads, it is that time of year… What’s your next step? Are you entering the corporate world? Or is this your opportunity to backpack Europe? No matter the path you choose, your next step is an important decision.   For those of you who are entering the working world for the first time, there are crucial things that must happen in your job search.  The following are suggestions and tips when making the transition from student to employee:

• Start early.  It is already March, which means this is a crucial time in your search.  Companies are beginning to consider what positions they will have open in the next few months, so this is the best time to start applying. Do not get discouraged right away though, some positions are posted and need to be filled within a week, while others take time and rounds of interviewing.  Starting early will allow you time to determine what you are truly looking for, companies you are interested in, and the process that works best for you.
• Be realistic.  You are just out of college, which means that you have a great degree and a few years’ experience under your belt.  Consider how lucky this makes you.  Take your education and background and use that as a stepping stone when searching for a new position.  Consider the positions and companies that will offer you the most opportunity for growth.  These experiences and personal development will allow you to continue to build on your resume.
• Understand the value of your network.  You may think your professors are just the ones to give you tests, advisors are just there to offer their opinion, and your parents are, well, your parents.  But have you considered how these people can help you land your first job?  It is likely that all of your connections have created a large network which can be valuable resourcesin your search.
• Stay calm.  Before you know it, you are taking your last exam and then you are walking across the stage accepting a diploma – where did the time go?  It is easy to let May come and panic set in, but remain calm.  No matter how difficult the process is, remember there is light at the end of the tunnel – unneeded stress will just make the job search more daunting.
• Do not compare.  You are likely not going to be the first classmate with a job, nor will you be the last. It is easy to get caught up in friends’ and classmates’ plans but try to keep your situation removed from theirs.  Everyone is looking for something different and will go about the process differently.  Be supportive of each other, not competitive.

Entering the working world for the first time will bring independence and success along with challenges and lessons learned.   Be open to new experiences and embrace your next chapter.

Think for a minute on how much time, effort and money  is spent on attracting and keeping your top clients. Think about the amount of energy expended on  hundreds of prospects that never become customers.  Perhaps you have an entire sales force dedicated to the nurturing of those prospects and new clients. Perhaps you have a defined sales and service process that ensures new customers continue to get attention even after delivery of the product or service.  Perhaps you have an entire customer service department built on the concept of continuing to service the customers’ wants and needs. 

 Now, let’s turn to another customer base – your employees.  How much energy is spent on ensuring their satisfaction?  How many cards and letters have they been sent thanking them for their service? What have we discovered about what gets them up and going to work everyday and how we can make their experiences with us better?  Did they  have a fully furnished workspace upon their arrival? 

 Today, successful companies  require vision, flexibility, speed, innovation, and a detailed understanding of their market to meet the needs of increasingly demanding clients – both internal and external.  Perhaps the most demanding (or should I say deserving) client of them all is the employee.  The better we are at realizing this, the more successful we will become in attracting and retaining top talent. 

 How do you attract and retain top talent?  Well it starts with defining your company’s culture and then communicating it effectively and consistently to the staff.  The following ten principles will assist you in getting started:

 (1)                 See the big picture and help others do the same

You have to know and be able to communicate (a) what your company does, (b) why you work for your company, (c) what makes your company successful, (d) what makes your company unique, and (e) where your company is going.  Know, and be able to express, your company’s mission, core values and beliefs, and vision.

 (2)           Be committed

Managing  is about getting involved.  Being involved is a visual commitment to your employees. It is about coaching, teaching and inspiring others.

 (3)           Get close to your customers

The only thing that cannot be duplicated by another company is the relationship that you and your staff have with the customer.

 (4)           Invest in your people

There is a popular quote that says, “I don’t care how much you know until I know how much you care.”  Your job, no matter your position, is to help make other people successful. 

 (5)           Be positive

Rather than dwelling on the negatives, attack problems with a can-do attitude.  Have a contagious attitude, but one worth catching.

 (6)           Have fun

Don’t be so serious all of the time…lighten up.  In today’s work environment there are too many headaches to have to deal with a manager or coworker who is a headache.

 (7)           Focus on continuous improvement

Ask why a lot. Get rid of things that get in the way and be willing to make a radical change.  Trying harder, while using the same old tools and techniques, is a path to failure. 

 (8)           Do it now

Employees and other customers want answers today.  If an answer can’t be found, at least let them know when it will be found and deliver on time.

 (9)           Commit to honesty and integrity

Your ethics and values will always contribute more to success than techniques and strategies.

 (10)         Create brand recognition

Without brand recognition, employees and other customers will have a hard time differentiating you from your competitor.  Hence, they might as well work for your competitor as to work with you. 

 In order to be successful, you have to be willing to get involved in the activities of your employees.  You have to establish a vision, be consistent with your message, be unique, committed, and most of all, memorable.  This type of leadership will prevent you from being like your competitors.  It will create commitment from your employees and from your other customers. And most of all, it will be fun.

With Valentine’s Day behind us, this has been a week (or at least a day) of celebrating those we love. There are those that enjoy the February 14^th day of giving flowers, a “Be Mine” Hallmark and a box of chocolates.  Valentine’s Day is the tradition of one day of appreciation, admiration and love from someone special – less about the gift and more about the person.

So how about those in your workplace? How are they shown love? Ok, maybe not the “I want to marry you kind of love;” but the “I love your commitment, your ideas, your relentlessness of never giving up” kind of love.  How is appreciation and admiration shown for those building the company?

Michael Hess with CNBC wrote a great article, “6 Keys to Your Employees Hearts.”  In his article, Michael highlights the secrets of companies  that have figured out the keys to retaining the happiest and most productive employees  The commonality is they have all implemented the following “six-people priorities.”

Trust.  A critical foundation block in building of any professional relationship. This works both ways. Employees need to trust you and you must show them you trust them. Whether it’s through autonomy on projects and/or involving them on important decisions, this helps to build and foster a trustworthy relationship.

Responsibility. Know how much your employees can handle and give them just a little bit more. This tells them the work they are doing is valuable. It gives them a chance to shine and for you to identify shining stars.

Culture.  Company culture is the “heart and soul, the glue that holds it together and the spirit that drives it”. As unique as your culture is, it is also defining of the talent you will attract. Great people are attracted to great culture. Invest in yours because culture is important to your employees.

Opportunity. It is human nature for people to want to continue to grow and develop. Most of the time this is in an upward climb; however, it doesn’t always have to be. Investing in learning and development opportunities in specific areas employees may not have experience is also valuable.

Recognition. Some people value recognition more than anything else. They are motivated by the company award, trophy, employee of the month status and the list goes on. Recognition for superior achievement is important. However, what “really matters over the long term is ongoing, straightforward, day-to-day appreciation and recognition. Give genuine praise, both publicly and privately, for work well done.”  

Compensation. People work for money. It is important. However, we know money isn’t always the deciding factor. We all know people that gave up a salary with a lot of zeros in it and instead selected a company making less money because they offer many of other elements listed above: Trust, Responsibility, Culture, Opportunity and Recognition.

If there is room for one more on Michael’s list, I’d like to add one more: Personal.  Make it Personal. Whether it is recognition or opportunity, culture or responsibility – make it a personal reflection of you and/or the person on the receiving end.  Because as a real Valentine knows it’s not about the gift, but about the person.

“I remember when my son was thirteen months old.  He was unable to sit up, unable to walk and unable to talk.  I couldn’t help but wonder about his future. What kind of quality of life would he have?  Thanks to the Frankie Lemmon School our lives have changed.  My son is now four years old and eighteen months into the Frankie Lemmon School program.  In just a year and a half, my son has learned to walk and talk.  The Frankie Lemmon faculty, staff and therapist have done an amazing job of not only teaching my son, but unlocking his gifts and talents by tailoring their innovative teaching style to meet his unique needs.” Allie Townsend, a Frankie Lemmon parent.

For children with special educational needs and their families, the Frankie Lemmon School and Developmental Center provides life-changing education and support that leads to successful participation in family and community life and achievement of the child’s full potential.

The school was founded in 1965 by Frank and Georgia Lemmon. Their youngest son, Frankie, was born with Down Syndrome. When Frankie was of age to start kindergarten, there were not any schools equipped to take him or other children with special needs.  Starting the first year with three children, the school was the first of its kind.  It remains today the only special education kindergarten (age 3 through 6) in the Raleigh area.

In 45 years, the school has provided over 1 million hours of education and support to children with special needs and their families. Even more amazing, the school provides tuition-free education for qualified children of all socio-economic levels.

The school has elevated to new heights with its exceptional reputation of highly skilled teachers and state-of-the-art learning tools. The Frankie Lemmon School places particular emphasis on development of communication skills and independence, which are critical for children to participate in community life.  For parents of children with special needs, the school also provides an extensive family support program including information, instruction, advice, advocacy and support.

For a school that gives so much to children, parents and this community, it is an honor to recognize The Frankie Lemmon School & Development Center as our great job spotlight  of the month.  Frankie Lemmon School, Thank you for the difference you are making.   Great job!

The Frankie Lemmon School & Development Center is a private, non-profit 501(c)3 organization and contract agent of the North Carolina Wake County Public School System. More information can be found at : www.frankielemmonschool.org

 The Greene Resources “Great Job Spotlight” is a monthly blog highlighting those in the community who are making a difference.  As stewards of the community, we hope you will find their stories inspiring and contagious.

I am sure you have heard it by now, “the only way you’re going to get a job is if you know someone.” It may not be the only way, but it sure will help.  Utilizing your connections and network is a crucial piece of the job search.  It is important to understand that this relationship can be built through multiple networks, including professional, personal, and social.  

When you begin your job search, brainstorm all the different places you have met people and ways to get in touch with that network now. Old classmates from college? Check your school’s alumni association. Professional associations? Check LinkedIn groups.

Think about all your past experience in your industry and the people you have met. Old bosses, co-workers, clients – all of these connections may be able to point you in a direction that lands you in your dream position.  Your connection could have landed at a company you are interested in or know someone working there.  There is also a high probability you have been involved in professional organizations within your industry.  The connections you made through these organizations are valuable resources in your job search.

The crossover between personal and professional life does exist.  Many of the personal connections you have made throughout the years will be crucial to reach out to during this process.  Family friends, college roommates, friends of friends – these relationships can expand your network exponentially.

Just remember, building your network is an ongoing process that happens anytime, anywhere.  Always remain professional with all connections you make.  You never know which connection might lead you to your next career.

We are now a few weeks into 2012.  This should have provided you with ample time over the past several weeks to listen to the experts present their technology predictions for the next 12 months.   For Greene Resources, these reports and predictions can be a strong indicator of top technology talent hiring managers will seek in 2012.

The year started off with the CES (Consumer Electronics Show) annual technology showcase in Las Vegas covering almost 2 million square feet of space and more than 140,000 attendees.  Much of what was reported was more of last year, but thinner, faster, more mobile, with cloud computing capability.  CNET puts out a Best of 2012 Awards Video that presents CES awards in technology categories from Car Tech to Cell Phones if you haven’t seen the coverage on this event.

Every year, Gartner publishes a list of technology predictions for the next few years.  Last week Gartner held a webinar, Top Technology Predictions for 2012 and Beyond.  Gartner believes that these IT predictions will influence actions for enterprises this year and beyond.  The research shows that there are four forces that are shaping the future of IT: social (how we collaborate), cloud, mobile, and information (big data).

So, with these new predictions, what impact will this have for technology hiring in 2012? It wasn’t surprising that Dice.com, the technology careers site, recently reported their list of top tech jobs for 2012 with development positions leading the list with 5 of the 10 spots.  Java/J2EE developers took the number one spot on this list with mobile developers not far behind at number three.  Developers will continue to have options as they explore jobs in 2012. Hiring managers and recruiters will need to move quickly and have a compelling story to attract top development talent.

As the first month of 2012 comes to a close the North Carolina Technology Association will present their annual Outlook for IT 2012.  This event will represent IT leaders from North Carolina, research from Gartner, and an exhibit hall showcasing North Carolina tech companies. Many North Carolina companies attending the event, including Greene Resources, are well underway with identifying and hiring top technology talent for 2012.

Read almost any book or article on leadership and you will find that one mark of a great leader is their ability to select talent – to attract, retain, develop and motivate other leaders.   Whether our business mentality falls under Corporate, Entrepreneur, Small Business Owner, or Non-Profit & Government, our ability to attract the best talent with the right mindset defines our future success.  The following points will help you in this process.

I.  Define your cultural values

 What is company culture?  It is more than a set of policies, a working environment or an atmosphere.  It defines common beliefs and behaviors as well as the way we view and value relationships.  An easy way to define these traits is to simply look at the behavior of the top leaders, particularly the founders or the President/CEO. The strongest cultural influence in any company is the behavior of these leaders. No set of rules will have a fraction of the impact that the example set by the top leaders of the company will have.  It is critical that values guide everyday work.

 II.   Understand what motivates people

 Remember Maslow’s Hierarchy of Needs?  It can easily be applied to attracting and retaining top talent.  There are basic needs that have to be satisfied before higher needs can be satisfied.

1.  Security:  Regardless of the business mindset you seek, you have to be able to address both job and financial security.  Study after study shows that the greatest influence on an employee’s commitment to the company is senior management’s interest in the employee’s well-being.

2.  Inclusion:  People want to feel like they are “in the know”.  Goals have to be understood and shared.

 3.  Control:  Many develop a sense of self-worth related to their range of control

4.  Ego:  People must feel that they play a key role in the company’s success.  Their work must be challenging and have importance.

 5.  Doing the Right Thing:  People want to do what’s right.  The question is not only “Are we doing the right thing?” but “Who are we doing the right thing for?”  The social value of the work needs to be shared and understood.

III.  Make sure your message attracts the right people.  There are four kinds of messages to which people respond.

 1.  Go with a Winner:  Typically there will be multiple advancement opportunities such as in a large corporate environment.

2. Big Risk, Big Reward:  A person will receive good compensation for considerable risk, but their career can advance rapidly such as in an entrepreneurial environment.

 3.  Save the World:  A person has an inspiring mission and an exciting challenge such as in a non-profit environment

4.  Lifestyles:  A person receives more flexibility and better lifestyle benefits such as in a strictly small business environment or government environment.

IV.  Build an engaging workplace

The Gallup Organization has developed a dozen questions that measure the engagement of your employees.    These questions, listed below, can be categorized into four main points of interest including: “What do I get from this role?,” “What do I give?,” “Do I belong here?,” and “How can we all grow?”

1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work properly?
3. At work, do I have the opportunity to do what I do best everyday?
4. In the past seven days, have I received recognition or praise for good work?
5. Is there someone at work who encourages my development?
6. Does my supervisor or someone at work seem to care about me as a person?
7. At work, do my opinions count?
8. Does the mission or purpose of my company make me feel like my work is important?
9. Are my coworkers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone talked to me about my progress?
12. In the past year, have I had opportunities at work to learn and grow?

In the end, a leader will achieve greater business outcomes in the areas of retention, profitability, productivity, and customer engagement by: 

• Having a clear definition of the company’s values and business mindset;
• Understanding the values and mindset of each employee;
• Recognizing each employee’s true motivation to work;
• Helping each employee connect that motivation back to company goals; and,
• Maintaining open and honest communication

It is all about how an employee feels about their work experience.  Commitment to the company is becoming much more of an emotional-based decision with employees searching for deeper meaning in their jobs.