Global Fastener News

“We don’t have a skills gap in America, we have a core values gap,” employment development author and speaker Eric Chester told the Pacific-West Fastener Association.

The archetype of the dedicated employee who works his whole career for one company is obsolete, Chester explained to attendees of Pac-West’s autumn meeting in Whitefish, MT.

“We have no shortage of people trying out for American Idol or So You Think You Can Dance, but that’s not true when it comes to industries such as fasteners,” he said.

Most employers have seven core expectations regarding employee work ethic, according to Chester.

1. Positive
2. Reliable
3. Professional
4. Initiative
5. Respect
6. Integrity
7. Gratitude

These values are non-negotiable, but they are no longer taught at home or in schools, explained the author of five bestsellers on workforce issues, including Reviving Work Ethic.

“It isn’t just an age thing or an American thing,” Chester said. “These are issues faced all over the world.”

The workforce isn’t just young people, he explained; it’s also older adults who realize they don’t have enough money to retire.

Employers want people who really want to work for them, which is why they should cultivate a strong work ethic.

“Work ethic boils down to knowing what to do and doing it.”

Chester encouraged employers to ask two questions: Do your workers know what to do? And are they doing it?

Part of the problem stems from how employers find workers, he stated. Typically employers advertise a position and hope to attract the right people. But that needs to change.

“Employers should stopping fishing for great employees and start hunting. We should know exactly what we’re looking for and won’t settle for anything less.”

Where do you find good “hunting” grounds?

Chester advised “hunting” friends (who are typically similar to you), as well as “A” employees (he encouraged companies to make it worth the employee’s while.)

Schools are another good place to “hunt” job recruits, he noted. And not just four-year colleges. Technical schools and junior colleges are great places to find motivated workers. “Google and Facebook hire high schoolers too,” Chester said.

In addition, “hunt” social media.

“It’s one of the most successful ways of finding employees that there is.”

Chester advised companies to leverage employee talents to improve their business social media presence.

“You don’t have to master it, you just need someone in your organization who gets it.”

And finally, “hunt” competitors.

“Am I advising you to poach employees from your competitors? Yes!”

It’s also important for employers to create a pipeline of potential recruits.

“Plan ahead. It wasn’t raining when Noah built the ark.”

Employers should ask what employees want from their companies, the author of On Fire At Work explained.

“Some young people come into a job thinking ‘car.’ You need to make it good enough for them to think ‘career.’”

Great employers don’t try to motivate their workers; they work to inspire them, Chester stated.

Ways to inspire workers include: Compensation (not necessarily more money, sometimes it’s less work); Establishing a target (define what you’re looking for; Communication (“People will stay in a job where they feel listened to. It’s not ‘my way or the highway,’ it’s a conversation”); and Acknowledgement (“In this day and age, we all want attention”).

“Your employee must feel that you care, that they matter.” Web: Pac-West.org