Posts Tagged ‘career development’

Career Development and Fulfillment is for EVERYONE!

I first met Anne-Lise Gere of Gere Consulting when we were both presenters at Peninsula (VA) SHRM’s annual day long conference September, 2016

I recently had a discussion with a peer consultant, Anne-Lise Gere of Gere Consulting Associates, who frequently works with clients in a traditionally low paying industry. And this low paying industry has the same talent concerns as high powered tech firms, etc. How do they prevent high turnover and how do they keep their people motivated and growing?

What an excellent question. And after pondering this I realized that all human beings have the same need and aspiration out of their vocation. In addition to making an income to live, everyone likes to enjoy what they are doing, getting a sense of satisfaction from their work, and feeling they are growing as a person. This equally applies to someone making minimum wage in what may be considered “under-appreciated” work compared to those college educated professionals making six-figure salaries.

YES! We need to stop right there. No person should ever look down at another human being and consider someone else’s job or vocation as “menial” or “less than.” We should treat the highly specialized surgeon who may be operating on us and the person giving us our meal at a fast food restaurant with the same respect. We should equally respect a health care aide making about minimum wage, often working alone in a client’s home taking on physical and emotional challenges, as much as the CEO of a large company grappling with global commerce.

Think about this – how many of us routinely interact with corporate CEOs? Very few. We all interact with people making minimum wage several times per day. Isn’t it pleasant when these people serve us with a smile because they sincerely enjoy what they are doing and want to deliver an excellent client experience?

People working in traditionally lower paying jobs are often very critical since they are in customer and client facing roles.


Here are three important points to consider for providing skills and career development and fulfillment programs for those lower wage employees:

1) More often than not, your lower wage employees are the ones in client-facing roles. An energized satisfied employee can provide excellent service to your clients so they keep returning, whereas an unhappy employee will turn clients and customers away.

2) The cost of recruiting, replacing, onboarding and training replacements for departing experienced employees can often be up to one full year of salary. Constant employee churn is very costly and can indeed impact your bottom line. For example, in home care, consultant Anne-Lise Gere estimates it to cost at least $2,500 when a caregiver leaves within 3 months, and this does not take into account the potential churn in clients dissatisfied with losing their caregiver.

3) Some of your entry level and lower wage employees have ambition and the ability to progress into management and leadership roles. Do not discount them. When doing my career development projects for my clients, I often profile mid-level managers and even senior leaders who got their start in the company in minimum wage jobs.

Indeed there is a value proposition and strong business case for engaging all employees in skills building and career development activities.

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Total Engagement Consulting by Kimer offers consulting services in diversity and career development, including its innovative “Total Engagement Career Mapping” offering for engaging employees in meaningful company-tailored career planning.

I thank Anne-Lise Gere of Gere Consulting Associates for her valuable input and insights for this blog.

My Three Hot Human Resources Areas for 2017!

With the tremendous focus on transgender employees in the workplace, I have added transgender woman and outstanding consultant and trainer Elaine Martin to my team.

With the tremendous focus on transgender employees in the workplace, I have added transgender woman and outstanding consultant and trainer Elaine Martin to my team.

Of course I do need to write a self-serving blog now and then, touting how my areas of expertise are going to be super hot in 2017. Actually, I do believe in what I am writing. Here are some of the areas where I do have a deep expertise which I believe are going to be major areas within HR in 2017, and I hope my clients old and new will not hesitate to contact me to discuss how I can assist them in these areas.

AREA 1: Transgender employees in the workplace. With many more well known transgender people visible in the world (Laverne Cox, Chas Bono, Caitlyn Jenner, Janet Mock…), with government contract regulations needing to include transgender protections, and with more companies covering gender transition medical costs, more people are now fine about transitioning in the workplace. Does your company have the right policies in place to support transgender employees? And do you have a plan to educate coworkers and company leaders when one of your employees goes through transition? Do take my 12-question Transgender Diversity Organizational Self-assessment.

Blog author Stan Kimer on the phone presenting a power point presentation on his innovative career mapping offering over the phone to a prospective client.

Blog author Stan Kimer on the phone presenting a power point presentation on his innovative career mapping offering over the phone to a prospective client.

AREA 2: Talent / Career Development. I keep hearing in workshop after workshop that one of the top challenges for HR is recruiting and retaining top talent. Replacing and onboarding a departing employee is very expensive, with costs between 75% and 150% of annual salary. One major reason people leave is because they feel their company is not doing enough to help them develop their skills and talent. I offer an innovative yet proven career mapping methodology that has received rave reviews from my clients that use it. It can easily be clipped on to whatever learning activities you currently have and costs only a few dollars per employee. Link to read an outside article about my process from Ziprecruiter and Take my 11-question Skills and Career Development Organizational Self-assessment.

AREA 3: General Diversity and Inclusion Strategy and Execution. Even though my deep expertise is in LGBT (Lesbian, Gay, Bisexual, Transgender) diversity (see AREA 1 above,) I am conversant in all areas of diversity and keep on top of the ever changing diversity landscape. Key diversity topics now include Global Multicultural Competence, Generational Diversity, Diversity of Thought and more. And to begin 2017, I have a new alliance partner, Kannetic, with an application platform developed with an expert panel of nearly 100 diversity experts (including myself), which provides insight into the impactfulness and effort required to implement various concrete diversity and inclusion actions. No charge one hour demonstration and mini planning sessions will be available to my clients over the next month – contact me to schedule yours! First listing under business affiliations / partnerships.

Knowledgeable consultants with deep expertise in an area and /or with innovative processes and tools can truly help catapult you to HR success in 2017. As a consultant, my goal is to make you as an HR leader shine! So please contact me soon for a no-charge initial consultation to discuss your needs and my offerings in any of these areas: stan@totalengagementconsulting.com or call 919-787-7315.

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