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randomly guessing with generic “what is your greatest strength” questions, right? If the problem is that your culture and leadership style need work to be more employee-friendly, then the lunches I mentioned can be great. If you’re humble enough to listen to criticism and learn, your employees will typically tell you what they need and want. Countless studies have shown that workforces that are happy, and feel supported by their employers, are more productive than the disgruntled masses at other companies. The third step is to change the narrative. Once you’ve actively made changes and created a more employ- ee-friendly culture, some of this news will get out on its own. Happy employees will tell their friends and past col- leagues about the great stuff happening at their job. It’s free advertising! Extra Help Unfortunately, bad news spreads much more quickly than good, so you might need some extra help and there are a few paths you can take: 1. Use social media, like LinkedIn, to highlight the em- ployee-friendly changes you’re making and display your new and improved company image. 2. Call a well-respected vendor or recruiting resource to help get the word out. Vendors and recruiters tend to have their fingers in all parts of the industry, which can help spread a message a little bit more quickly.
3. Call one of the few wonderful publications in our in- dustry (like Board Converting News ) and talk to them about doing a feature of some kind about the tangible changes in your facility and the positive impact on your employees and production. These publications are always looking for a good story to run, and this can put a lot of extra eyes on your company’s story of change and improvement. Conclusion Whether deserved or not, a bad reputation can make it nearly impossible to find the right talent for your facil- ity. In some cases, this creates a self-perpetuating cycle where the wrong people are hired because the facility is desperate, and then they leave and continue to spread bad rumors about the facility. At the end of the day, the only way to overcome a bad reputation is to identify the source problem, make neces- sary changes, and then change the narrative. By doing these things, you’ll find yourself in a much better position to hire the best the industry has to offer. Stay strong! Roy Oberg has been recruiting specifically for the corrugat- ed industry for 35 years. Located in Dallas, Texas, Oberg and Associates, LLC opened in 1996 and established itself as a dominant recruiting resource for the North American corrugated industry. Its client base is comprised of multi- plant integrated companies, as well as single and multi-fa- cility independents. Visit obergassocaites.com for more.
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September 28, 2020
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