Do More with Less – Or is it Less with Less?

Monday October 31st, 2016 at 10:00am
Written by Chuck Mouranie - Partner and Managing Director

Organizations are constantly challenged with increased market pressures and declining budgets. This is even more prevalent as we approach a slowing economy. In order to optimize staff efforts, tough decisions are required, potentially resulting in layoffs, elimination of benefits, reduced customer support, or closing facilities.

The result of this “more with less” philosophy ultimately causes increased stress on existing staffs. It tends to place more burden on the highest performers who remain from downsizing. Eventually, these performers become disenchanted with the organization, yielding reduced customer satisfaction and inevitable revenue reduction. Another downside of this decision is when valued employees give up on the company or organization and seek employment elsewhere.

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How to Grow Your Own Talent

Monday October 17th, 2016 at 10:00am
Written by Jim Bitterle - Consulting Managing Partner

Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.

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Finding the Right Talent Doesn't Have to Feel Like Hunting for Unicorns

Wednesday August 3rd, 2016 at 12:00pm
Written by Kevin Watson - Director of Business Development

Has your organization ever gone “Unicorn Hunting?” If so, it probably played out like this:

  • Somebody within the organization decides that you need to go find a mythical and elusive unicorn
  • You post ads trying to get a unicorn to wander in off the street and when no unicorns appear, you send people out to try to hunt for one
  • After a lengthy and futile search you get frustrated because you don’t find any unicorns
  • The moment you decided to give up on the hunt, you finally find a unicorn
  • Five different people want to weigh in on whether this is the best unicorn you are going to find and the best way to capture the unicorn
  • By the time everyone agrees that this is in fact the best unicorn, and agrees on the best way to capture the unicorn, the unicorn has wandered off
  • After several months of searching for another unicorn, you decide to go find a horse instead (which is WAY easier)
  • Once you find a horse you like, you realize that the horse can do just about everything you needed the unicorn to do, and that you never really needed a unicorn in the first place

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5 Tips for Keeping Your Top Talent

Wednesday June 1st, 2016 at 1:30pm
Written by Karin Knutson

Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.

What is the best approach keeping your best talent and avoiding having them swooped up by your competitors? What makes employees want to stay? Here are a few things to consider:

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How to Develop a High-Impact Succession Plan

Wednesday March 23rd, 2016 at 9:01am
Written by Jennifer Giannosa - Senior Consultant

In its basic form, succession planning is a way to identify and develop professionals entering a leadership position. Transition is undoubtedly something every organization experiences - the ebb and flow of people entering and exiting various roles. Some organizations have mastered a process of continuous succession planning. Yet, many small and medium size businesses remain unprepared for sudden or imminent changes that require immediate action.

EDSI has identified a succession planning process to successfully address changes like retirement and loss of key people. The process focuses on the collection and analysis of specific data, allowing for highly customized solutions. One major focus of this process is certainly communication. Communication builds trust and subsequently reinforces a message to employees that their skills and experience are valued.

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What Does it Mean to be a Young Professional?

Wednesday March 2nd, 2016 at 7:30am
Written by Theresia Kody - Business Services Representative

I have been part of many conversations recently about young professionals: being a young professional, how to attract young professionals to specific employers, what do young professionals want in a position, etc. A common theme I heard in each of these conversations was the varying definition, view, and expectations of a young professional. I found it interesting that this term is used so frequently in the workforce, yet is shaped by perspective, which is then key to understanding someone’s view. From here, I turned to a few college seniors to hear their perspectives and asked them to refrain from using the internet.

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Message from Michigan: Bet on Talent

Tuesday December 22nd, 2015 at 9:00am
Written by Will Owen - Regional Director of Operations

The casino floor at Soaring Eagle Casino and Resort offers many gaming options for its loyal patrons; its variety presents the opportunity for customers to choose the way they may “hit it big.” At the Michigan Works annual conference, there was only one option that participants were able to bet on – PEOPLE. The clear message from Michigan Works was that employers and agencies must focus their efforts on developing, utilizing and retaining top talent to ensure future success.

Conference speakers provided constant reminders that employees and jobseekers need to be looked at individually to determine what strengths they bring to the organization. Jim Abbot told the crowd that talent can come in all shapes and sizes, and it’s the responsibility of the employer to utilize the unique talent properly. This thinking reminded workforce development professionals in attendance to see through the eyes of the jobseeker and to search for the true needs of the employers they assist.

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Attracting and Retaining Skilled Talent

Saturday May 10th, 2014 at 10:34am

Written by Karin Knutson - Director of Sales with EDSI Consulting

kknutson@edsisolutions.com

Finding talent is difficult.  Finding specifically skilled talent is even harder.  With fewer young adults pursuing manufacturing careers, this challenge is not going to go away in the near future.  Many factors and misperceptions can shed light on reasons why fewer young adults seem to be pursuing manufacturing jobs as careers: it’s dirty, parents aren’t encouraging it, schools are pushing college degrees, it doesn’t pay well, no flexibility, etc. But many communities and companies are working hard to reverse this thought process. This article provides a few tips on how you can attract and retain the skilled talent you need now.



Attracting Talent

Working Environment/Company Culture – A defined company culture will assist in developing a team atmosphere. This, along with an updated working environment, can add huge benefits to employee morale. Take a picture of your break room. Would you want to have your lunch there?  

Internships – This is a fantastic way for you to “try before you buy” with different candidates and see how they work in your company environment, while allowing them to demonstrate work ethic and potential.

Developing the Local Pipeline – Look to your local community colleges and tech schools and build relationships with the faculty and curriculum staff. They know their students best and can help to identify which ones could be good candidates for your organization. They also should be open to hearing your company’s specific workforce needs and adding any needed essential skills to their curriculum. Also, consider committing to hiring a certain number of their graduates for internships to deepen the relationship.


Retaining Champion Employees

Keeping Your Seasoned Employees on to Train Newer Employees – There is no better way to train new or less seasoned employees than with On-the-Job training with your subject matter experts. As a possible added benefit, your subject matter experts are sometimes open to continued employment on as part-time basis, saving you money.

Career Ladders – This lets your employees know that once they hit a certain level of skill competency, they can move up the company ladder. Knowing there are opportunities to grow with the company can create significant self-motivation. Show your employees the skill attainment they need with a simple check list and have their supervisors confirm when skills and responsibilities have changed.

Up-Skilling and Training Incumbents – Don’t only look externally for candidates when you just might have your own great pipeline in your entry level employees. Assess who has gained the most skill since joining your team and up-skill them to replace any open or needed job position. Invest time and resources into your current employees.


We know that many companies are facing the reality of low or shrinking training budgets. But, think about the cost to your company of losing a long-time client over poor quality or having an injured employee due to inefficient training. (It is guaranteed that good, quality training will cost much less!) Pull the numbers from a manufacturing line being down for a day, or even an hour, without your one “go to” employee there to fix it. Look at the profits from getting that huge order because production is on time and quality is at its benchmark. The majority of these situations are a direct reflection of decisions on hiring and training employees. By hiring the appropriate candidates, properly training your existing team, and providing a quality culture and work environment, your company is making an investment in its future success!

Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.

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EDSI understands our vision and helps us get there. Throughout the project, EDSI has helped to define more clearly what we need, redefine deliverables and propose feasible solutions. Monica Markovich; Program Manager, Educational and Training Programs - Indiana Department of Workforce Development

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