NTWS

CHUCK LINK executive director

fl O YOU have an employee who is Y not working up to standard? Or one with poor work habits? Or one who hasn't shown any real improvement for some time? lf so, you may want to follow these six steps. They can make a significant difference.

(1) Know exactly what you want. "Doing a better job" and "working harder" and "getting along better" are too general. You need to be able to specify what you want someone to do differently.

(2) Think in terms of action, not attitude. Yes, attitude is important - no question about it. But attitude is mental, a part of every employee's mind set, and that's outside your area of responsibility. You are not responsible for what your people think or feel. You are responsible for what they do.

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(3) Communicate your expectations. This does not mean "tell them what to do." lt means explain the results you need and why. Then get the employee's agreement to produce those results within an appropriate period of time. It's essential to continue this discussion until the employee says, "Yes, I will (make the change you need) by (whatever the date you settle on)."

(4) Inspect what you expect. Give the employee a chance to perform, and monitor the results. Pay particular attention to the areas in which you are expecting improvement, but don't ignore other aspects of the employee's work. You don't want improvement in one area to be made at the expense of poor performance elsewhere.

(5) Praise every improvement. What may seem to you to be a very small improvement may, in [act, cost the employee a great deal of effort in terms of changing old habits, learning a new way of doing things, or accepting someone else's ideas about the iob. Compliment the employee on every change for the better that you notice, no matter how slight.

(6) Refuse to accept poor performance. If you look for improvement and honestly can't find it, let the employee know. Express your disappointment and ask why nothing has changed. Discuss to the point of agreement how the employee will get back on track. Then repeat steps 4 and 5. Eighty percent of the time you won't have to come back to 6. When a paid holiday occurs during a workweek, employers are not legally required to recognize paid hours not worked in calculating overtime pay. Under the federal Fair Labor Standards Act, employees must be compensated at overtime pay rates for actual hours worked in excess of 40 per week. (State law may supercede federal regulations.) For example, an employee receives eight hours' pay for a Monday holiday, then works l0 hours each day Tuesday through Friday. Legally, overtime compensation is not owed the employee because the individual actually worked only 40 hours. Check with your attorney on this.

FRED CARUSO executive secretary

OUNTAIN States members have something to be proud of in the spring Building Materials Buying Show, said Ed Sandlin, MSLBMDA president. "The show has grown and it represents the breadth and depth of building materials. Exhibitors and visitors tend to be the leaders in our field in this region and much can be learned about the state of the industry by attending. The show is something in which all members can take pride because all had a hand in creating it," according to Sandlin.

For the past few years the board of directors struggled to get the right formula for the convention and trade show. It seemed like the show was out-growing the convention and there were calls by exhibitors to move it to the spring when a buying format would be most effective. It was finally spun-offlast April with the first spring buying show, thanks to the help of supportive and courageous suppliers.

Dealers expressed their confidence in the format by showing up in full force the first year. More than 400 dealers' representing 126 companies from six states came to the show and bought more than $2.5 million worth of materials.

The fall convention has evolved, meanwhile, into an educational and social event geared to management aids and services, information, seminars and recognition of achievements.

The spring buying show has expanded into a major marketing event. Exhibitors find that the cost effectiveness of the show outweighs personal sales calls and advertising. Attendees realize the cost effectiveness and time savings of being able tg speak with a large number of suppliers over a short duration.

The 1987 Building Materials Buving Show was held March 12 and 13 at the Denver Merchandise Mart. More than ti:ifl!it[$ilt:liiil:its$ir.11!g$

130 displays ofTered building materials, hardlines and information systems' Sandlin, Trinidad Builders Supplv' Trinidad, and four new additions to the board of directors, Jim Brunk, Sunrise Home Center, Jackson, WY., Mark Swager, Anderson Lumber Co., ldaho Falls. Id.. Gordon Harbert, Harb€rt Lumber Co., Grand Junction, Co., and Gary Woodward, Woodward Lumber Co., Las Cruces, N.M., were elected at the 96th anniversary convention last fall in Colorado Springs.

Thot's How lt Goes!

"l'm going to start it all liom scratch ---l'll need abour $100,000 worth of' scratc h. "

The Merchant Magazine of pulling togetheramong ourselves and with you.

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