Monday, November 30, 2009

Human Resources-Employee Relations

Mike's Carwash pulls it off through better management of employees that in turn makes these employees more productive and less likely to leave. And where did this process start? It started with management training. Exit interviews and other resources showed that their managers needed help in the areas of applicant screening, interviewing, and hiring practices. And so Mike's Carwash started to provide intensive management training that includes follow-up training at the workplace.

And the results? Stay tuned.

Monday, November 23, 2009

Human Resources-Employee Relations

"And one of the worst of those has always been car washes, jobs where, as Bruce Springsteen put it, all it ever does is rain, where workers quit as soon as they find something better."

But hold on a minute-what about Mike's Carwash, headquartered in Fort Wayne, Indiana? This company has more than 200 full time employees, 37 locations, and generates more than $50 million dollars in annual revenue. Annual turnover at Mike's is about 10 percent and average tenure is 8 years Half of the vacancies are filled from within. Hourly employees are provided with healthcare benefits, tuition reimbursement, paid vacation, a profit sharing plan, and a 401(k) retirement plan.

Entry level employees receive up to 90 hours of training and individualized employee-development plans to prepare them for promotion opportunities. They also receive financial education so that they can understand the company's financial statements, which are open to all employees.

So how does Mike's pull this off?! Stay tuned.....the answers may surprise you.

Tuesday, November 17, 2009

Human Resources-Employee Relations

"Better hiring practices and employee management can make significant differences in turnover, retention and engagement--even in industries that have historically been seen as offering low-wage, high-turnover, dead-end jobs." (Source:Human Resource Executive Online)

Can all of this be true at one of the worst places to work in the United States? Stay tuned.....

Thursday, November 12, 2009

Encouraging Quotes

"Fall seven times, stand up eight."

Japanese Proverb

Monday, November 9, 2009

Encouraging Others

John stands on a chair-Bill and Michael grab John's left arm and right arm respectively-it is easy for them to pull John off of the chair. Now, let's say that Bill decides to try to lift John back onto the chair-much harder to do-moral of this example? It is easy to pull someone down-in other words, it is easy to criticize another person, it is easy to put that individual down, it is easy to make fun of him.

It is harder to lift him up-it may take a little more effort to encourage another person, but the world is screaming for more people out there to do this "heavy lifting."

How about making a commitment to to become a RELENTLESS ENCOURAGER!

Thanks for reading. I appreciate my readers!

Wednesday, November 4, 2009


When you interact with your family members and your co-workers, do you act like Lee's brother or do you act like the hockey coach? Do you encourage them, do you cheer them on, or do you hold them back by telling them all of the "reasons" why they can't do something?

Monday, November 2, 2009


Every reader of my blog (including me) has a "hockey coach" in his/her life-someone who has told us what we can't do-someone who has told us that we are not smart enough to succeed in school, we are too old to go back to school, we are not qualified to accept that promotion, we are not capable of starting our own company, etc. ad nauseum. However, each of of us also has someone who, like Lee's brother, encourages us-they cheer us on, they help us study for that exam, they encourage us to go for that promotion, etc., who do we listen to? Are we listening to the right person, just like Lee did all of those years ago?

In your opinion, which of the following is the most effective way to recognize an employee for a significant accomplishment at work?