So we're getting ready for our next news wire and preparing to design and lay out our next issue of Security Systems News. That means I gotta be sure all my ducks are in a row...
Plenty of breaking news for the wire on Thursday ... Check!
The top monitoring beat news for my monitoring section ... Check!
A handful of interesting general news stories ... Check!
Special features like How I Use My System and Stats ready to go ... Check!
SSN's hard-hitting NewsPoll for the January issue with lots of chartable data and insightful comments ... Che-- Wait a minute!!!
I got all the data and have some beautiful pie charts now for the January issue and for the premium section of SSN... however, one of the most thorough and insightful comments in the comment section of the poll apparently has no attributed author... It's too bad, too, because someone really put a lot of time into this reposne... Unfortunately, if you don't tell us who you are, we can't and won't reach out to you for more information. Fear not, whoever you are; you're not the only one who commented and didn't leave a name or contact information. In fact, it happens every month. We've been trying to come up with new and exciting ways to remind you to leave your name and contact info, but we're kinda at a loss...
Anyway, here's the posted comment to SSN's last poll...
“During the recession, our employees have had to take on additional responsibilities previously shared by a larger number of employees."
I just gotta say, Amen to that, brother or sister. Seems like we've all had to really step up lately to run more efficiently. Then the nameless commenter goes on, as asked, to elaborate on some of his or her methods for not only attracting and holding onto those quality employees every security exec covets, but also how he or she maintains a paradigmatic work environment.
"1. Appreciation for their efforts is continually communicated individually and to the group.
2. Employees are aware as to 'who is not pulling their share of the load.' The need for increased efforts and results are discussed privately with the less productive employees. If they choose not to improve their job performance, they are replaced.
3. Unnecessary expenses have been reduced or eliminated. It is difficult when employees are asked to sacrifice when they see money 'wasted.'
4. Road blocks are eliminated to make employees' jobs easier. Management has to be even more aware and involved to make it easier for employees to achieve their goals.
5. Investment in employee training is emphasized. Not only does this training make the employee more valuable to the company, but it also makes employees feel like they have a future with the company and they are also improving their skills.
6. Management has to set examples that they are participating in the expense reductions and also putting in the extra effort."
Hear that bailed out financial institution executives...? Anyway, back to the list...
"7. Communication with employees has been increased. Rumors can be devastating. Sales, expense reductions and product/business development efforts are communicated. These communications are two-way communications. We are looking for employee inputs as to how to best increase sales, reduce expenses, improve our products and processes.
8. With prospective employees we are honest about the business slow down and explain the efforts we have taken to improve the company and our products. These changes will continue as the market improves. We are looking for skilled employees who want to part of an aggressive team oriented company. Our pitch is that you control your destiny as never before."
That all sounds pretty dang good... Thorough... I just wish I knew who's tight ship I was getting a look at... Please, if this was your comment, let me know so I can put your contact info in file and reach out to you for insight.