Fry Orthodontics
Yvonne Graf, CEO
Olathe, Kansas
Testimonial on Hiring Process

Via Voice Mail

"Hello Tom, this is Yvonne at Fry Orthodontics...

I just had to check in,and tell you the Good News! We just hired several new employees. We went through your recommended Hiring Process, with the different type of ads, that generated over fifty responses...which is unheard of...

Twenty-three sent resumes, and we selected thirteen of these for interviews. We asked six to come back for second interviews. We then selected three from this group. During the interviewing process,we told them all about their accountabilities, their schedules, and the Company Standards, including what to wear.

For the first time ever, we had an Orientation Day. It was out of this world! We have never done anything like it before. I spent the whole day with them. I started the day off by making a presentation about the Company Story. We had a photo album put together, which really helped to tell the story. I took them around, and introduced them to everybody, very casually. Then, I took them out for an extended brunch, and discussed their Goals and Aims, not just ours.

We had a blast! At the end of the day, they said: "The time just flew by... we didn't even look at our watches. I just can't believe how much fun this was, for a first day at work! We are so glad to be here!"

At the end of the day, we had them sign the relevant documents: The Employment Agreement, The Commitment Pledge, and their own Performance Agreements. It was clear that we had bonded on a level far beyond "working for a wage". I really felt we had joined together to accomplish the same Mission!

I really want to thank you for your advice in this area. I think it will result in just what you promised... a much higher contribution from these employees, and much less turnover for our company. This alone more than justifies the investment in your services. This is a New Era for us!"

Old Smokey's
Kevin DeLucenay, CEO
Ashley, Indiana
Testimonial on Weekly Leadership Meetings

By Voice Mail Message

"We had our Commitment Meeting a couple of weeks ago, and I thought the employees were gonna carry me out on their shoulders!!

For the one-on-one meetings, I have been taking all my direct reports to lunch once a week: Finance Manager on Tuesday, Marketing Manager on Wednesday, Service Manager on Thursday, and one other employee, randomly selected, every Friday. That means all my managers get an hour one-on-one with me each week, and all the other employees get an hour with me every 8 to 10 weeks. The company buys the lunch.

The Finance Manager has one employee. The Marketing Manager has 2 employees. They are doing the same thing, taking their employees out for lunch once a week. The company pays for this, too. My Service Manager has 6 employees, which makes weekly lunches a little tougher to do. Right now, the service employees simply come in one day a half-hour early that day.

The Rules of Engagement include: The Supervisor is in a "listen only" mode. The Agenda is up to the employee. The Supervisor is not obligated to do anything about issues that are "verbalized", but not put into writing. On the other hand, any issue submitted in writing gets some kind of answer within 48 hours.

Each Supervisor also has a Department Meeting with all of his/her employees once a week.

You would not believe the changes in the company, just from these Weekly Meetings. I think every one of my people would follow me to the Gates of Hell, if I led them there. Talk about proud to work for our company!"