The phrase ‘Japan Incorporated’ gained prominence in the 1960s and persists to this day. While many see Japan as an industrial behemoth with a diversified set of complex and heavy industries not many know how this came about. MITI And The Japanese Miracle: The Growth Of Industrial Policy, 1925-1975 is an insightful book on the topic with an in-depth focus on MITI, Japan’s famed and mystical Ministry Of International Trade And Industry. MITI practically conducted and coordinated Japan’s industrial policy from 1949 until 2001 when it was folded into the then newly-created the Ministry of Economy, Trade and Industry (METI).
Up until that time MITI was Japan’s blunt instrument of economic policy and industrial structure. It was both revered and feared by the industries and cartels it espoused and nurtured. Staffed by handpicked and elite bureaucrats, this prodigious promoter of Japan’s industry, productivity and exports was the official forum responsible for knitting the country’s moves in the economic arena from its perch in Tokyo. MITI was also feared and disliked by foreign interests for its skillful shielding of Japanese economy from competition and penetration with the aid of both its own guidelines and associated laws.

MITI is “without doubt the greatest concentration of brain power in Japan” according to the book. That is a profound statement by Chalmers Johnson, the author and, now-deceased, Japan expert. I had read Johnson before – in his guise as a critic of the American empire – but picked up MITI And The Japanese Miracle in search of information and context on Japan’s development and industrial super-growth. The book delivered. The amount of information, history, context and analysis here is impressive. It is doubtful that any Japanese tome has as much information condensed about the famed ministry and its staff. With its appendices it sequences the ministers, vie-ministers, bureaucrats and actors in the ministry with astonishing detail. This book includes a contemporary history of Japan’s bureaucracy from the beginning of 20th century until 1980.

Beginning in 1949 MITI set out to enact a plan-oriented market economy system. The `Miracle’ covers the years 1925-1975 from a 1980 vantage point. In the process the author dispels a few myths about the rise of Japan. Exports were not the drivers of Japanese economy as many take as gospel. Exports as a percentage of GNP have typically been 50% of the economies of countries like Canada, UK or France. As such, the author argues that growth and success were children of the developmental school (i.e. state-related) economic growth.
As mentioned, the author ascribes to Japan the `plan-rational’ (versus US or UK’s `market-rational’ for example) term, a state which leads its industrial base. MITI’s economic bureaucracy was dominated by non-economists. Interestingly, in recent months, in response to their economic crises, Italy and Greece have cast aside politicians in favour of economists at the helm. This point is additionally interesting because in the `60s Japanese were, somewhat disparagingly, called “economic animals.” This is oddly untrue since these creatures of commerce were apparently subordinate to the bureaucracy.
Johnson notes about Japan that “Nationalism is an active element in economic affairs.” The state (i.e. MITI in this case) had been engaged in both the transfer of knowledge among enterprises and facilitating the sharing of best practice from one enterprise to another – of course when it determined that it was in the interest of the nation and the state. Imagine that in the wild capitalist West! The book amplifies, through facts supplemented with direct quotations that MITI believed that market power alone was insufficient for national progress and it went as far as seeking on occasion to shift industries and activities wholesale to newer ones. A prime example is how the government and bureaucracy successfully attempted to starve the traditional textile industry of Japan in favour of heavy industry. In post-war Japan of 1947 priority production and heavy industry won over its smaller brother. Much of it was even at the immediate expense of the civilian population. Additionally, the guidelines and policies entailing over-loaning to targeted heavy industries spawned a lessening reliance on capital markets. As a result, longer-term views (not quarterly revenue or annual metrics) were the prime objectives of the Japanese system. This is markedly different from the West where capital availability and stock market equity mean nearly everything.

Interestingly, this was not a clear-cut decision in Japan. As conscious as the eventual decision was in the wake of World War II a robust discussion had ensued with some arguing for investment and organization for a small business economy. Between 1925 and 1975 Japan tried, what Takashima Setsuo the deputy director of MITI’s Enterprises Bureau described, the three methods of implementing industrial policy. These, as explained on page thirty, are `Kanryo Tosei’ bureaucratic control, `jishu chosei’ civilian self-coordination or `yudo gyosei’ which is administration through inducement. Between the early `50s and early `60s Japanese exports went from being dominated by textiles and fibres to machinery and metal products in only the span of 10 years. Such was the single-minded force of the endeavour. Had that argument gone the other way the course of contemporary worldwide sociology might have been altered. As much as the effort was concentrated and all-composing it was not until the `60s that MITI and Japan fully realized that what they were doing was birthing of the industrial policy of a developmental state. The trifecta of elected government, expert bureaucracy and industrialists (which are often staffed from the former) is what gave rise to the rapid growth of Japan.

The evolution of MITI was not uneventful. MITI formed a kind of public/private cooperation that would intermix state with industry. But unhappily 20 years of strife, strike and violence had follow WWII. Nationalism and the wars of `40s and `50s, strikes, demonstrations, bombings and a domineering military all had a hand in shaping what was to be. This is an important context as many observers imagine Japan’s rise to economic prominence as an even and smooth evolution. The miracle of `50s, `60s and `70s were by-products of the Japanese resolve to right wrongs and change the country’s lot. Possibly the Japanese would not have been as resolved to force the nation into prosperity were it not for what had happened including the explosion of two atomic bombs. Chalmers also tracks the bureaucracy involved to the Samurai class and that profession’s sense of public service, albeit with the engrained sense of elitism. At the same time, the bureaucracy was heavily influenced and coordinated by strategic industries which also fund the politicians. This is another variable touching and moving the trifecta. The demarcation point for the rise of deliberate industrial policy is pinpointed as the financial crisis of 1927. As such, for the Japanese economy the depression was the genesis to solutions. Inspired by Germany, where several Japanese bureaucrats had served, and its government cartels Japan opted for cooperation, and not competition, as a model. This lead to an economic growth predicated on lowered costs, but not necessarily increased profit. Recall that short-term profit and market capitalization were secondary to Japanese enterprises. One of the material underpinning of this was the 1931 Important Industries Control Law – incidentally an enduring law along with its successors like National General Mobilization Law – which included the following tenets:

1- Replacing competition with self-control
2- management and enterprise profitability beyond immediate performance
3- Government, State and enterprise cooperation
4- Considering the good of the nation versus foreign

The law legalized self-control and was the basis for some 26 MCI-sanctioned industrial cartels for their designated sectors.
This is structure that MITI inherited and began to organize and mould for its coveted industrial structure, which included reining in, what it deemed, excessive competition, coordination of investment and a public-private cooperation. In this endeavour it was abetted by the Japanese lifetime employment systems, enterprise unionism and the seniority wage system (nenko) all of which yielded greater labour commitment. This ‘system’ only functioned if it all worked together. Yet it bears repeated emphasis that it was not all measured and meticulously planned. Aside from the above-mentioned Japanese sociological imperative there was also 50 years of experimentation and adjustment to work through. The MITI-induced system reminds one of the differences between artificial medicine and supplements and natural goodness. Nature works better and is more effective every time because of the combination of its elements. It is the combination of components (say minerals and vitamins in the right proportion) that work wonders and not just the presence of one particle, such as Vitamin C alone.

MITI did rebuild the old Zaibatsu (cartel) base under another name, but special space is given here to Administrative Guidance (page 266 and on) including not only a definition and consequence, but also the narration of how it was validated and tested by the courts – a rare occurrence in Japan for a law to be legally challenged. Administrative Guidance became especially important after the trade liberalization that was part forced on Japan and was part seen as a necessity to spur Japanese exports. Unsurprisingly, MITI was both used by the government and unilaterally combated to delay the trade liberalization demanded by OECD (Organisation for Economic Co-operation and Development an international economic organization of the industrial world). Japan at first kept some 30 industries protected whilst calling itself liberalized, which was somewhat eventually officially only completed in 1980.
All the achievements of Japan are even more impressive as amazingly the country has very little natural resources, which ironically is likely part of the reason why it set about to do what it did.

MCI (Ministry Of Commerce And Industry) became MM (Munitions Ministry) – to serve the military in the Pacific War – and became MCI again only to evolve into MITI in 1949. This new super economic ministry was assertive and successful, but due to its nature, would also later clash with the fair trade commission set up by SCAP (Supreme Commander of Allied Powers, the American authority ruling Japan following WWII), a tension the author describes as very beneficial to SCAP, as well as the Foreign and Finance ministries in Japan which saw MITI as an overreaching entity.

As deliberate and planned as it all seems Chalmers also devotes time and attention to the more doleful aspects of it all. It is not all business in industrial Japan. As one can see, family connections (keibatsu) and nepotism existed. These took the form of classmates working together, alumni of certain universities (especially Tokyo Law) hiring from the same, industry making room for MITI retires and the more traditional familial connections.
As a non-national reading Johnson’s book his probe into the world of MITI and Japanese economy is somewhat awe-inspiring. He has assembled an exhaustive genealogy of MITI and related bureaus, which entails so many names one marvels. One also notices that the names begin to blend into one another and that they are all male. That says something about the Japanese patriarchy. Readers should also be warned. The book contains many Japanese terms – a function of Johnson’s familiarity with the subject-matter – and one may find it necessary to use the Index to refer back to the first explanation of the meaning of the Japanese terms. Speaking of which, the bibliography and indices are unparalleled in referring back to source material.
As indicated, the book contains much insight not just on MITI and its particular methodology, but also on the wider economic and trade policies and its supporting structure in Japan.
Another measure of the success of MITI’s coordinated `mixed economy’ with state as an actor was how several countries adapted it to their own benefit. This type of plan-central model was emulated by Korea, Taiwan et al.
A major caveat, which the book understandably does not address as the focus here is MITI, yet is relevant, is exceptionalism that does exist among Japanese conglomerates. The author allows that for every Nissan or Mitsubishi working closely with MITI and being a part of the industrial structure, there is a Sony or Honda which showed little interaction with the Japanese government beyond what is normal anywhere.
At some point in the late `60s and early `70s MITI lost its luster and currency in Japan. Its waning popularity was a function of scandals, some conflict and even its opposition to progressive law making. One such anti-progressive posture was its pushback against proposed laws to combat industrial pollution. It was somewhat restored when in 1973 and 1974 the Arab/Israeli war ensued, with the world falling into the grip of the Arab oil export embargoes. It, and its associated energy policies, allowed MITI to demonstrate its importance once again. Japan diversified its quest for oil to Iran and Mexico, and away from the Arabs, including the promise of and the construction of a large Petrochemical facility in Southern Iran in exchange for reliable oil supplies. Japan being Japan it had the benefit of little in the way of natural resources such as fuel or ores. The country was dependent on foreign energy.
Nonetheless, by 1980 Japan was one of the richest nations on the planet and began formulating its industrial and trade guidelines on that basis.

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UK-based Sage is one of the largest providers of business management software.*
Those following the company know that the firm has been making marketing moves for the last few years focused on the naming and branding of its products. Approximately five years ago the company, which has a slew of products, assigned strategic products to one category (Sage Accpac for example), products that would go into maintenance to a ‘Value’ line (Sage Pro for example), divided everything into Small and Mid-Market and finally decided to push the name ‘Sage’ more and more over its better-known sub brands, which had mostly come under the Sage umbrella following acquisitions.
In North America more people were familiar with Accpac or MAS, ACT or Simply Accounting than they were with ‘Sage.’ Consequent to the decision to rebrand to the mothership the firm began giving more prominence to the word ‘Sage’ on its packaging and on its websites and also pushed the name ‘Sage’ more in its advertising and radio spots. A new logo and simplified design was also introduced.
Of course, some would argue the best rebranding is making one’s products better and better, but to be realistic marketing does move things.
Part of the problem is that now Sage has more than one Sage 50 or 100 across the globe. These products would have the same name, but are not the same products. Additionally, 50 is not upgradeable to 300 is not upgradeable to 500. That seems confusing and a recipe for many customer questions to come. To make things even more confusing several Sage products are not being transitioned to the new naming convention. Sages SalesLogix will remain… Sage Saleslogix. Sage’s bright hope for the future X3 (formerly Adonix) is remaining X3.
The Sage move has been controversial. Sage employees, partners and customers have questioned the move and raised several flags. Sage’s relatively new North American CEO, Pascal Houillon, has been insistent. He used to manage part of the European business in France and is bringing North America in line with the European nomenclature. Last year he had to move to address Sage ecosystem concerns and seems to have somewhat allayed fears about the change.
It is a brave change. Products that have sold millions of licenses are being called something else going forward. Is it worth it? Is it a case of short-term pain for long-term gain? In that case, it is a risk and a brave change. Did I already say that?
The cynic might say that a new CEO would want to have his stamp all over his new job. Another point-of-view is that an ‘outsider’ can look at things more critically and more objectively. The new CEO has less allegiance and nostalgia towards a set of products. 
The ‘Connected Services’ mantra, which describes Sage’s partial and largely incomplete attempt to sell its plethora of products (say Fixed Assets and CRM) horizontally is now also part of the same marketing effort.
 
*I used to work for Sage.

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People often ask, “what is the best sales technique (I can use)?” The question is general and unclear.
For the question to be answered one has to understand the difference between effectiveness and efficiency. Effectiveness is about output. Something is effective when it yields the best result. Efficiency, however, is closely related to resources and input/output. A process, in this case a sale, is efficient if a relatively good outcome (a sale? profit? margins? above average numbers?) has been obtained through a minimal amount of resource having been expended.
Think about it. The best sales technique, as far as efficiency is concerned, to give away the customer whatever he or she wants.
Salesperson: “Hello. How much would you like to pay for X?”
Customer: “I would like to buy this car with all the options included for $5.”
Salesperson: “No problem. I will drive it out for you.” Thinks: “Great day, so far I have sold 10 cars today and we have been open for 15 minutes.”
That is pretty efficient. The dealer has sold ten cars in fifteen minutes.

The catch is… well you know exactly what the catch is. It might be the best sales technique, but is not profitable, sane, wise or sustainable.
Think about the way the group discount websites operate. They offer a big discount on something giving businesses the hope that the ‘something’ becomes a loss leader that generates volume or repeat business. I won’t get into the doleful nature of a business that wants to win business by doling out ‘deals’ or the sordid nature of a consumer that purchases solely based on ‘deals,’ but one thing requires particular attention. The ‘group buy’ websites, such as WagJag, GroupOn or Living Social, do not practice what they preach. I doubt any of these websites offers mass discounts to its customers (the businesses that buy into the promotions). After all, GroupOn has investors and sales and margins it needs to protect. It aims to be a long-term business and does not give in to the efficiency of whatever the merchant demands.
So, a better option is to have people find, crave and want you. Apple is the obvious example. Word-of-mouth, utility, group-think and momentum deliver Apple what it wants: sales. It is not price sensitive (Apple is often the most expensive of its category) and not subject to competitive pressures as much as other businesses. People come to it because it has a good reputation. It is known and liked. It knows what customers want and it crafts it.

In the era of modern and instant communication, the Internet and pervasiveness of information a business needs to stand out and draw prospects and customers in. The same goes for persons.
What is your inbound marketing strategy?

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Salespeople have a tough time of it.
Why is it that they don’t always sell more and occasionally not achieve their quantitative goals even though they are on a quota with a variable pay component, et cetra et cetra?
Shocker: Most salespeople do not care for the money above a certain level and are more concerned with something else. What is that ‘something else?’ Acceptance, promotion and stability. Yes, those things should coincide with hitting the quota, but understand that beyond a certain dollar amount most salespeople are ‘okay’ with not making more. That variable amount changes depending on the level or seniority of the salesperson, but most sales folk are concerned with looking good to their bosses, getting love and admiration from their company and winning with customers.
Consider that when you think about motivating the sales team. And think about that when asking yourself what the base/variable compensation mix should be.

Also, consult the salespeople on product direction and marketing efforts and customer feedback. Not only are they the frontline, but also they want to feel wanted. You could be getting a 2-for-1.

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Does humour sell? Below is some evidence. This man is so good that his company is posting his videos online.
What a sales guy.

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I recently read and reviewed Love ‘Em Or Lose ‘Em: Getting Good People To Stay by Beverly Kaye and Sharon Jordan-Evans. The book was a comprehensive digest of progressive management of people.

A review of the book is here: http://www.alighaemi.com/wp/?p=860.

 

I had the occasion to speak to Beverly Kaye about the contents of the book and bring you her answers and thoughts on topics covered by the book.

Bev, if you do not mind let me play the devil’s advocate for my first question. Is the concept of the book anachronistic given the tough times and the high unemployment rate?

Absolutely not!  The issue of engagement and retention is just as important in tough times as it is in good times.  The truth is that talented employees have choices, they can find other opportunities. Organizations or managers who feel they can relax because people aren’t going anywhere… or there’s plenty of talent out there… they will find themselves in hot water – if not already – soon.

 

When speaking with employees, or people in general, they seem to give more emphasis and credence to pay and salary than much of the research, including yours, implies. Am I speaking to a non-representative sample?

Many employees will use “better opportunity” or “higher salary” as reasons they leave, at least that’s what they write on their exit interviews.  But, if you take the time to follow them to their next job you will find that their reasons are often much more specific and many of those reasons have to do with their own manager.  Not feeling valued, appreciated, challenged, even noticed comes out higher on the list every time.  Not saying that pay is not a reason, or not important. It is, but if it is competitive and an individual is being challenged and talents are used appropriately then it will not be a factor in whether one stays or leaves.

 

The biggest criticism one could accord the book would be that much of its advice is beyond the power or reach of front-line managers. Love ‘Em Or Lose ‘Em insists managers are the most influential factor in whether employees stay. Could you reconcile these two notions?

I still believe that much of the power rests with the manager and that it is the relationship with the manager that is one of the most important factors in engagement and retention.  When we wrote Love ‘Em… we worked hard to make sure that most of the ideas were low cost or no cost, so I’d challenge you to find that the tilt is in the other direction.  Again, it takes a creative manager, willing to think outside the box, to take any idea we mention and tweak it so that it applies to his direct reports as individuals.  This means you need to know them first!

 

In your opinion, are modern managers getting better at leading their employees or are old-school habits persisting? Do you have any view or research in this regard?

I think the main old-school habit that seems to persist has more to do with the development discussion than the engagement conversation with a manager.  Managers have an erroneous belief that all of their people have a desire to move up in the organization and if those upward spots are not available they avoid that particular conversation instead of staying open and getting to know the career aspirations of their employees.  Career development and opportunities to learn and grow continue to be one of the major drivers for engagement and retention.

 

On the flip side, what would you reckon is the employees’ responsibility in regards to making their jobs and days pleasurable and successful?

When managers around the globe thanked us for the ideas in Love ‘Em  – not rocket science, but ideas that are easy to forget - and asked us my co-author and I wrote a companion book to Love ‘Em, what about employees (they asked)? Don’t they have a role in this? Shouldn’t they be responsible for their own job satisfaction?  The answer is ‘of course they do.’  We took the same 26 strategies and re-wrote the book from the employee’s perspective!  It’s titled Love It Don’t Leave It: 26 Ways To Get What You Want At Work. It makes a strong point that an employee cannot and should not wait for their manager to start the conversation. They need to initiate it as well.

 

Beverly Kaye is currently working on a new book, which is due in 2012. The new book is tentatively entitled Help Them Grow Or Watch Them Go and will be a book for managers to deal with career development issues. For more information visit the website of Career Systems International at http://www.careersystemsintl.com/.

 

Thanks to Michelle Zionkowski and especially to Lorianne Speaks for coordinating and facilitating this conversation with Beverly Kaye.

 

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Just over a month ago I wrote about different marketing techniques and types:
 http://www.alighaemi.com/wp/?p=846

As a follow-up I want to discuss a general Marketing Continumm (feel free to download the slide from the link at the bottom).

1- Preamble – type of marketing? What is appropriate for the business?
2- Objective – what is the definition of success? How will it be measured?
3- Duration – what is the implementation and control/cessation period?
4- Target Market (Who Or Which?) – Includes the P’s (place, price, product/service or promotion) and cannot be ‘everybody’ as that is too broad.
5- Branding – Includes message, byline and logo
6- Milestones – Time measurements that determine the project’s timeliness and success. Be realistic and beware of mission-creep. What steps need to be complete?
7- Repeat Or Recurring Activities – what are they and are they budgeted for time and money-wise?
The slide is here:

THE MARKETING CONTINUUM

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Salespeople: do you know why you should undertake a task? Do you have a reason you can convey to customers that explains why doing something is beneficial? Has your sales manager explained to you the ‘why’ of what you are being asked to do or shortchanged you in the interest of simplicity and saving time and only given you the ‘what?’
Managers: Have you explained the ‘why’ to your teams? People who know why they need to do something, why they need to do it a certain way or in certain timeframe do it better as they are armed with a reason, rationale or logic. Take the time.

Asking ‘why’ also helps instill continuous improvement by questioning why something is done in a certain way and if a better process could come to be. Malcolm Gladwell’s Outliers: The Story Of Success has a detailed briefing on the risks of ‘soldier mentality.’ For example, Korean Airlines’ poor safety record in the 20th Century is partly attributed to pilots, co-pilots and other personnel never questioning an order and never examining the ‘why.’ It makes for interesting reading.

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This is one of the conundrums of selling. Salespeople fear that all customers want is to obtain the lowest price or else… or else the customer will proceed to buy from someone else.

Several months ago I wrote about a pre-emptive approach to selling one’s value, as well as justifying one’s price. http://www.alighaemi.com/wp/?p=747

 

It might bear repeating the lowest price is not always the winning bid. In fact, more often than not the lowest price is not the winner. Product price point is a little like setting employee salaries. So long as the employee believes his or her salary is fair, and so long as it is near industry average and provides a level of comfort the amount goes away as a deciding factor and factors like relationship with one’s manager and co-workers, growth, learning and respect become job satisfaction criteria. In the same way, as long customers feel that they are not being taken ‘for a ride’ and have received fair value the selling conversation will shift from price to criteria like needs’ satisfaction, reliability, after-sales support, prestige, name brand and more.

 

There is always someone or something that is less expensive in one’s category. Yet, the cheapest steakhouse is not always the most popular. There are plenty of diners that serve steak, but they are nowhere near as popular as the more expensive steakhouses. Does Prada sell more hand bags or ‘Joe?’ A Chevy will transport one from point A to point B. Yet, people still buy and drives Acuras, Lexuses and even Porsches. Indeed, the most expensive mobile smartphone is the most popular, Apple’s iPhone.

 

Salespersons need to remove the pricing-only mindset from their heads. Sell the value of the product or service and become comfortable that a less expensive alternative exists, and will always exist, and yet there is a market for other (more expensive) options – ones you might be representing.

 

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The A To Z Of Retaining Employees By Keeping Them Engaged, Satisfied And Gratified

 

 

Because everyone likes a good list Love ‘Em Or Lose ‘Em Getting Good People To Stay contains 26 chapters (beginning from A and ending in Z) of strategies, ideas, questions and surveys on how to keep one’s best employees. Written for managers of people, the book offers strategy and advice on how managers can keep their best employees to stay, and stay to be productive and performing.

The book may be considered anachronistic given the tough times, but there is no better time than now to keep one’s top employees and, as such, Love ‘ Em Or Lose ‘Em’s concept would be timeless. Also, remember the book is addressing employees one likes to keep. Whether the book is too liberal or enlightened and how the pressures and deadlines of real life come between theory and practice should not be a hindrance in the adoption of all, several or even just one of these notions.
Personally, using acronyms or colloquial would not be my choice, let alone in a book’s title, but there is a plethora of topics and angles considered here. Here are select notes, which are elaborated on in their respective chapters:

A- In its pages the book features reasons why people stay at their work (page 13: exciting work, career growth, good co-workers, fair pay…), offers ‘Stay’ interview questions (page 15: ask, ask, ask for knowing is better than not and superior to guessing)
B- Managers believe money is the most important factor in making people stay and, not having enough to offer, fear asking employees about their needs and wants. The book argues that, as mentioned, asking is nonetheless a must and indeed managers are the prime reason employees stay or go. One’s manager is where the buck stops. Company culture is important, but managers are more germane. Loyalty is to boss, co-workers and work; not to buildings or brands. Managers need to be held accountable for keeping their employees.
C- Managers need to know their people’s talents, offer perspective, discuss trends, discover options, co-design an action plan and then support it. For instance, a vertical promotion is not always the sole option. A horizontal move may be a better fit and more complementary.
D- The authors argue that everyone is prejudiced one way or the other. As such, conveniences and preferences sometimes masquerade as requirements. Trust the employees and they become trustworthy.
F- The chapter speaks to work/life balance and poses questions such as ‘what is the point of a high-power job that makes you miserable?’ Advice: be caring and flexible. Set clear expectations and explain they need to be delivered, but from there offer flexibility.
G- Not all who want to be promoted will leave if advancement is not available, but good ones will leave if they are not challenged. Other options exist and include lateral movements and relocation. Help your employees with their goals.
H- Managers must hire right fits with patience. Listen to candidates and employees and do not hire in desperation. Embarrassingly, the book references itself and suggests leaving a copy of the book on the table during interviews, thus signalling what a great place the company is. On a more modest note, the authors speak to re-recruiting people.
J- Here is something useful: a ‘jerk’ check list. Do you recognize yourself or someone you know?
K- Have fun at work! It makes people more productive and never compromises results. Of course, it has to be in conjunction with achieving company results.
N- Here the book makes a very good point. If a company loses a piece of equipment, say a computer, the police or security is called in and an investigation is launched. Why is the same care not accorded the loss of an employee? According to the book, and oft-cited statistics, replacing a staff member costs twice the amount of the person’s salary and escalates to three times the annual salary for platinum employees.
T- The book insists on truthfulness and honesty. Managers should be candid and discuss the good and the bad. Confidential company secrets and others’ personal information notwithstanding, information is to be shared. Moreover, the sharing should not be restricted to annual evaluation time. As well, share bad information in-person.

These are just overview samples of the book’s content. One must pick all or the most relevant and commit to them. The book does not drill deeply into any one topic and, therefore, is better suited for quick reference, fast learning and quick practice.

Ultimately, if one believes the content, Love ‘Em Or Lose ‘Em is not just pro employee; it is also pro employer.

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