Monday, February 14, 2011

Doing the Important Things First

I will probably never get as much written in this blog as I want to say.  A huge reason for the lack of writing is family.  Since September my first grandchild was born to one daughter, I went to Orlando with the other daughter and her husband to see the Harry Potter park at Universal Studios, we had a huge Thanksgiving with friends, granddaughter, and her parents, and then everyone was in for a week at Christmas.

My granddaughter was a month premature and although she was fine and came home as if she were full term she was still a month behind.  So for January and February I have been sitting her weekdays to give her some time to grow before daycare.  I can tell you that sitting an infant is a lot of work and takes up most of the day.

As an old friend of mine, Russ McKnight, says it is important to remember the end-game and not just get caught up in the game.  Well said. 

No matter the endeavor in which you are engaged, the first rule is always do the important things first.  To paraphrase a hero of mine, Jim Barksdale, "The main thing in business is keeping the main thing the main thing." 

Same in life.

Thursday, February 3, 2011

Fantasy Corporate Staffing

Peter Weddle wrote recently in about corporations upgrading their staffs through techniques he said were called “quiet recruiting.” Basically he says there are two approaches corporations use:

One approach is to replace older workers with younger workers. To do this and avoid triggering a potential EEOC audit and/or lawsuit the job of the terminated worker is redefined to not require the same level of experience. This is bargain staffing.

The other approach is to redefine the position to require extensive skills and expertise; all-star staffing.

This is how I run my fantasy football team. I try to swap out my average players for superstars. If I can’t get a superstar I will drop a player at a position if I can get a forecast improvement of a point or more. In some companies a “forecast improvement” is getting someone to do the same job for less.

I don’t know any statistics on unemployed IT professionals let alone statistics by age but these tactics could be very hard on the hard-working, average performers with twenty or thirty years experience that are unemployed because of the recession.

This isn’t the same as outsourcing off shore, with which I have deep concerns, and it isn’t about contract labor where experience is a positive. This is about what employees get hired and retained especially after a deep recession where many lost jobs were lost.

This certainly goes further than IT. With all the efforts to move retirement age to 67 and beyond there has to be more protection for older workers. During this recession a lot of 62ish workers retired on social security because there were no jobs. But what if there was no social security at 62 or, as is the case so often, these people need to keep working.

See the article at: