Don Kolojek - HR Educator, Advocate and Strategist

About Don Kolojek

Don is an experienced human resource consultants who has a proven track record of helping businesses hire the right people, and get them doing the right thing. Don's passion lies in helping organizations increase productivity and decrease defects and costs.

You can reach Don directly at 440-240-2583.

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Here are my most recent posts

Essential Practices for Boosting Your Companies Talent

By | Human Resources | No Comments

Building on our last management article titled Identifying and Avoiding the Top Hazards of Why Employees Underperform, we are now going to look at what are the primary practices for boosting your companies’ talent, in order to give you more freedom to do what you want to do and leave your competition in the rear view mirror. Now more than ever you have the opportunity to optimize your organizational talent. While cost cutting may be inevitable; it is important not to fall into some of the common traps that will put you at a disadvantage when there is a change in the economy. The bottom line is that you need to know your human capital inventory well enough to make the best decision, and have the courage to take calculated risks to upgrade when the opportunity presents itself. Our team has identified four essential practices for boosting your companies’ talent. These…

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Identifying and Avoiding the Top Hazards of Why Employees Underperform

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In our last article we discussed some of the aspects of Management Derailers, now we are going to address how Strategic Workforce Planning may also require you to hire from outside your organization and to look at what happens when that new employee who seemed like a sure bet does not perform as you expected or need them too. We’ve all been there. After an extensive and thorough search for a line manager, one candidate stands out. This candidate has the right experience, solid qualifications, a relevant work history, and they gave an impressive performance during the interview process. They said the right things, put forward some great ideas, and generally presented themselves very well. You hired them. Three months later, you begin to question your decision. Your new hire’s team appears disgruntled, morale is low, and output and productivity are well behind the figures from the previous quarter. After investigating…

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Management Derailers: A Critical Issue to Every Business

By | Strategic Planning | No Comments

Last week we started this journal series with a discussion on Why Strategic Workforce Planning Matters to the Small Business. Now we follow that up with these questions: Are your managers on track to deliver the results you need? Is your organization on track to deliver the results you need and want? In these times of change many challenges are presented daily for organizations, particularly for front-line managers, whose people will be responsible for implementing those changes. Pressure to perform is high, as are emotions, and everyone is expected to do more with less. Ironically, the times when you need your managers to perform at their very best are the very times they are most likely to fail. The challenge of change is compounded by the fact that the higher managers rise in an organization, the more likely they are to develop blind spots that increase their risk of failure. This…

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Getting thru the Maze of Strategic Workforce Planning

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In our last article we began to discuss the some of what goes into the planning process of the Strategic Workforce Planning process. Now we are going to delve into what makes it work and the mechanics of getting thru the maze of strategic workforce planning that will ensure your success. Assess your current talent inventory Who’s on first; What’s on second? Once you understand future demand, the amount of change needed, and the optimal timing of that change, you should take inventory of your current talent pool. This will eventually help you determine how to transition people into these new roles. It will also give you insight into who won’t fit into the new organization and help you create an exit plan. There are three key questions you need to answer: How well will the worker “fit” the new job? You need to know if she has the behaviors and…

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Why Strategic Workforce Planning Matters to the Small Business Owner

By | Strategic Planning | 2 Comments

Here is what the numbers are telling us as to why strategic workforce planning is so important to you and your business: Although 92% of companies have some level of strategic workforce planning, only 21% of companies take a strategic, long-term approach. 75% of all hiring is to replace someone who quits. According to the Harvard business Review, 93% of business leaders say the “wrong” people are holding them back. Using a traditional resume and interview approach only has a 25% success rate to hire the right person This is important to you because it is the difference between Success and Failure, it is the difference between working on your business and growing it or working in it and being a slave to it. It is your choice. If you choose to ignore it just be aware that this is in fact a time bomb that will have a devastating impact…

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What Poor Sales Selection Decisions Really Cost You

By | Human Resources | No Comments

What gets measured gets improved. Many small to mid-sized companies inadvertently live in “La-La Land” when it comes to hiring salespeople.  They hire from the gut until they are forced by competition or frustration to hire quality sales talent on a consistent basis. This leads to bad hires. The result is reduced revenue growth and mediocrity.  Average is for people who want to be mediocre. What gets measured gets improved. It is difficult to make a real change until a catalyst rocks your world.  Make what I am about to share with you that catalyst for change. The definition of a “mediocre”. I want to be clear.  None of God’s creations are mediocre.  Every human being has potential.  Most just do not belong in sales. Unfortunately, CEOs, Sales VPs, and HR “professionals” put human beings into sales roles that they are unsuited for. The management who hire human beings who are…

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What Dating Has To Do With Interviewing

By | Human Resources | No Comments

It’s undeniable that the caliber and fit of the people in your organization—their integrity, intelligence, experience, and commitment—is critical to your success. Give great people who fit the opportunity to do meaningful work, and there’s no telling what they can achieve. So, if the people in your organization are the most critical factor in your success, do you spend enough time identifying, recruiting, and (don’t overlook this one) retaining top-caliber people? I’d argue that most organizations don’t, and most research supports my assertion. In fact, more times than not management convinces themselves that they have the right talent so they don’t have to face the reality. A position opens up, and the hiring manager, now short-staffed, looks to fill it as quickly as possible. The problem with that approach is that a bad hire is far more costly to the organization than working shorthanded. A bad hire requires additional management time…

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The process to hiring employees begins with the boss.

Silver Bullet Process to Hiring Revealed – Part 1

By | Human Resources | No Comments

Have you given much thought to your process to hiring employees? Right now business owners are spending on average 60% of their time working in their business, instead of on it. The difference is huge. Working on your business has you growing it, has you doing the things you love to do, it has you doing the things that multiply your strengths. Working in your business has you dealing with people problems, moral issues, customer problems (both internal and external), it has you doing things you’re not good at, and it forces you to be a fire fighter. It drains you. The worst part of it is that it’s happening because of your current process to hiring employees; something you can easily fix. You either did this to yourself or you had help from HR people who have been doing the same thing the same way and never really delivering the…

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Who Is Your Real Boss?

By | Cultural Integration | 2 Comments

One of the questions we ask when we start working with a client is who is your real boss? Everybody everywhere has always had the same answer. It’s my Manager, it’s my President, it’s the Shareholders, and for the small companies it’s the Owners. So when I tell them they are wrong, most of them look confused, the Owners get angry. But this is what we have been taught.  And this is what I share. Who’s Your Real Boss? There is only one boss, and whether a person shines, shoes for a living or heads up the biggest corporation in the world, the boss remains the same.  IT’S THE CUSTOMER. They are the people who pays everyone’s salary and who decides whether a business is going to succeed or fail.  And they do not care if a business has been around for 100 years.  The minute it starts treating them badly…

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Relating to Employees with Distinct Personalities

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Relating to employees with distinct personalities and then being able to motivate them is often on of the biggest challenges by managers and leaders. Learning how to stimulate each individual – especially those with distinct personalities – is the key to a successful organization. Whether it’s a raise, a promotion, or simply the chance to work on a new project, all people are motivated differently – that is undeniable. People have different priorities in the workplace, the intern is hungry for experience, the young sales agent trying to meet goals for that juicy bonus, the VP struggling to balance home and work life. Of course, money is the main reason we all get up to go to work in the morning, but even motivational theories such as Maslow’s Hierarchy of Needs stemming back to the early 1900s detail how and why so many other factors come into play in regards to…

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