SEPTEMBER 2014
SPOTLIGHT www.dakotasupplygroup.com
Tom's Current
Going To The Mountain “Kids these days.” How many times have you heard oldtimers say those words? Or have you said them yourself? Whether you've uttered them out loud or not, it's likely that you've thought of them as you've watched a table of young people in a restaurant staring at their phones without saying a word to one another or saw the latest pop singer's bleary-eyed mugshot. Before we get too smug, however, it's probably important to think back to our own youth. There's no question that our parents had the same feelings about us (Don't sit so close to the TV! You call that music?). It's the history of human beings: each generation disconnects itself from the last. Today, however, the ramifications of that disconnect are more than just sociological – they're very practical. In all of our publications – including this one – DSG has discussed at length the image problem being suffered by the trade and construction industries. If we can't make these careers attractive to Milennials, we're going to run out of workers, and that concern is no longer speculation – it's a statistical fact.
However, the real point of this article isn't to tell you something you've already heard. Instead, the point is to ask “what are you doing about it?” Are you shaking your fist and yelling “Kids these days!” from your porch, or are you getting out and telling young people, “Kids, these days the trade industries have a lot to offer!” Like the old parable says, if the mountain won't come to you, then you'd better jump in your pickup and go to the mountain. Instead of complaining about how different today's youth are, it's more productive if we can figure out how we can put those differences to work! In a recent article in Advertising Age, author Ashley Rodriguez includes a quote from the president of a career training company extolling the skills that young video game players have developed that make them a natural fit for operating many of today's cranes and heavy equipment. Here's another idea: what if, instead of telling Milennials to put their phones away, we used those phones to communicate important work messages to the entire team at the same time, including a link to a video that shows the best way to perform a task? Instead of working to change young people (the definition of futility), let's work together to change the perception of the trades (something that may require us to make a few changes to the trades themselves). It won't be easy, but I know it will be worth it. Drop me a line if you have some ideas of your own.
POP QUIZ Jason
1. The nickname for Texas Tech’s athletic teams is the “Aggies.” Name one of the two other prominent colleges that also call their sports teams the “Aggies.”
Struckmann of DSG Rochester
2. The word “nye” is used to identify a flock of what type of bird?
on the Mississippi River with
3. Which song by Jimi Hendrix features two numbers in the title?
a 45" flathead.
4. Who was the first special teams player to be named Super Bowl MVP? ANSWERS: 1. Utah State, New Mexico State 2. Pheasants 3. “If 6 Was 9” 4. Desmond Howard, Green Bay Packers, Super Bowl XXXI, 1996
ako tas upp lyg rou doo r pho tos to ww w.d >> Sub mit you r ow n out
p.c om /ds g-o utd oor s
Top 200 Items
Promise Is A Big-Time Hit Recently, DSG used our annual customer survey to get partner feedback on each promise made by the Customer Service Guarantee. Feedback on the Top 200 Items Always In Stock promise looked like this:
CUSTOMER SERvice GUARaNTEE At DSG, we consider every one of our customers to be a partner. After all, your success is the key to our own. To prove that our focus is squarely on the productivity of our partners, we make three promises to you: 100% Order Accuracy; 2 Business Day Stock Credit; Top 200 Items Always In Stock. Together, they make up DSG’s Customer Service Guarantee.
From 2012 to 2013, DSG customers reported a nearly 5% increase in their satisfaction because of this promise. As a result, the level of trust that these partners have in DSG increased as well. Survey data also suggests that our customers are more satisfied with DSG’s order-filling process. DSG’s customer satisfaction index (CSI) in this area is 8% higher than the national average! Want to learn more about all three promises included in the Customer Service Guarantee? Go online to dakotasupplygroup.com/what-we-do/customer-service-guarantee/ SEPTEMBER 2014 | SPOTLIGHT
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The Job site
six characteristics of great leaders What kind of characteristics do good business leaders exhibit that help their employees realize their true potential? It's a question that author Glenn Llopis addressed in a 2013 article in Forbes. He surveyed 100 high-potential employees (those identified as likely to advance) and then spelled out the six most important things a good manager/ leader must do to help his people excel:
1. Make employees feel valued and respected Employees want a transparent relationship with their leader – one that allows them to share their opinions without running the risk of looking disloyal.
2. Sponsor advancement Employees want a leader who is willing to open new doors of opportunity, even though they're busy. At the same time, employees also need to be challenged. All of this takes time, but it's worth it in the end.
3. Genuinely invest in growth and development Employees desire a long-term investment in their growth from their leaders to ensure that their skill sets stay ahead of the curve. This commitment to an employee’s future is a great way to retain top talent.
4. Offer exposure to people of influence Employees who aspire to advance want a leader who will give them a seat at the table. They want a manager who is confident enough to allow their subordinates to be in the same room with their own boss.
5. Don't feel threatened Employees want confident leaders who are not threatened by their potential. It is hard for employees to advance when they have a boss who is only looking out for himself or herself.
6. Encourage risk taking and exploration High-potential employees want a leader who allows them to learn from their mistakes and guides them to overcome the burdens associated with failure. At its core, the article shows that great employees need a leader who gives them respect, encouragement and responsibility. This is valuable information, whether you are leading a fivelocation, fifty-employee contracting business or a three-man shop out of your garage. After all, keeping great employees is almost always easier and less expensive than finding new ones. Source: http://www.forbes.com/sites glennllopis/2013/09/ 30/the-6-most-important-things-employees-need-from-theirleaders-to-realize-high-potential/
SEPTEMBER 2014 | SPOTLIGHT
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Replace Inefficient incandescent bulbs with these moneysaving LEDS from GE! LED to incandescent now in stock! Items pictured are normal DSG stock. Not all items are stocked in all locations. Call us for details.
Type A19 Energy Star A19 Value
Replaces Catalog# 60w Incan...................... LED11DA19/827 100w Incan.................... LED16DA21/827 60w Incan...................... LED11DA19V3/827W 75w Incan...................... LED14DA21/827W
MR16
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SEPTEMBER 2014 | SPOTLIGHT