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THE PERSONNEL PERSPECTIVE

The Personnel Perspective logo


CONTACT INFO

Address

575 W. College Ave. Ste. 101
Santa Rosa
CA, 95401
United States
Phone
(707) 576-7653
Fax
(707) 576-8190
Primary
Karen Alary

About The Personnel Perspective

The Personnel Perspective has provided support to the Wine Industry since 1987. When you work with The Personnel Perspective, you draw on a seasoned team of management consultants with focused expertise in executive search and recruitment, strategic human resources, organizational transition, compensation plan development, and management training and coaching. You can use our diverse knowledge, skills, experience, education, training and insight to help you leverage your staff to maximize your company's growth, stability, and productivity. 

With our help, you can confidently recruit and retain key employees; minimize risk and ensure compliance; enhance productivity and accountability; and align HR initiatives with business objectives.

Certified Small Business Enterprise(SBE) and Women-Owned Business Enterprise (WBE)

Our Services Include Executive Search & Recruiting, Management Training & Strategic Human Resources


We are a group of senior level management consultants with focused expertise and experience in the Wine Industry. We work with our wine clients providing strategic consultation, leadership and management training and coaching, sourcing and placing key employees and supporting them in times of growth and transition. 

We build your business by helping you leverage your greatest assetâ¤|your people. Hiring them. Motivating them. Training them. Retaining them.

Click on the links below to read more about our extensive services.

Wine Industry Recruiting  -  Crafting Ultra-Premium Placements Since 1987

The Personnel Perspective has successfully placed talented, highly qualified individuals with our Wine Industry clients for over 20 years. With our strong industry roots we have developed not only an extraordinary database of high caliber candidates but also an extensive referral network of industry professionals which we utilize during every search process.

Training Solutions

You can take your company's success to an entirely new level by providing both management training for your staff and focused individualized coaching to key leaders. We provide these services to develop your employees so that they can achieve your business goals.

Your goals, culture, and needs are unique.  We understand that, and provide training programs customized specifically for you. Our training approach is low on theory and high on practical application.  That means you can look forward to training events that are engaging and highly interactive, with an emphasis on participant involvement and experiential learning. To ensure success, we employ case studies, management models, small discussion groups, and role playing. We also create action plans to insure retention of learning and transition of skills in the workplace.

Our programs include Management and Leadership Training, Supervisory Training, Employee Training and Individual Coaching.  Many are provided in Spanish as well.

Trainings include:

  • Supervisory Skills
  • Management Skills
  • Leadership Development
  • Legal Issues in Management
  • Prevention of Harassment in the Workplace
  • Performance Management and Evaluation
  • Progressive Discipline and Documentation
  • Managing the Difficult Employee
  • Communication
  • Change Management
  • Conflict Resolution
  • Team Building
  • Promoting a Positive Workplace
  • Behavioral Interviewing
  • Customer Service
  • Time Management
  • Meeting Facilitation
  • Supporting a Bicultural Work Environment

 HR Strategic Consulting

To maximize your success, your current systems and procedures need to be aligned with the achievement of your business objectives.Using our facilitated strategic planning, you can clarify and prioritize your critical issues, and develop a clear and concise plan to achieve your objectives. If you need on-call HR resources for addressing compliance, employment and management related issues, we can help. We custom design and implement HR solutions, programs, and procedures to solve your unique concerns.

Strategic Planning

Using facilitated strategic planning, you can clarify and prioritize your critical issues, and develop a clear and concise plan to achieve your objectives. Our trained facilitators will help you develop your plan, plus we can help you leverage the critical interdependent roles that Operations/Production, Human Resources, Sales/Marketing, and Finance play in the success of you organization.

Organizational Design and Structure

To maximize your success, your current systems and procedures need to be aligned with the achievement of your business objectives. We can help you make sure the two match up.  We then work with you to design an infrastructure uniquely suited to reaching your goals, and assist your management team to enhance their effectiveness within the new structure.

Other Services Include:

  •       Compensation, Incentive & Bonus Plan Design
  •       Performance Management & 360 Review
  •       HR Compliance Reviews
  •       Employee Handbooks & Key Policy Development
  •       Outplacement & Career Counseling
  •       Retreat Facilitation
  •       Conflict Resolution  
  •       Mediation
  •       Employee Opinion Surveys

 

Download(s):

Carolyn Silvestri founded The Personnel Perspective in 1987. In addition to providing the vision and overseeing all aspects of the business, she manages the recruiting function and provides expertise and counsel to CEOs and other Senior Managers on Human Resources related issues. Carolyn has over 25 years experience in the wine, manufacturing and technology industries in human resources as a Corporate Director of Human Resources and as a consultant. She holds a B.A. from the University of California, Santa Barbara.

News Archive


Personnel Perspective Is Offering 2 Free Hours of HR Consulting to Businesses Affected by the Wine Country Fires
19 October, 2017

The Personnel Perspective has been part of the local business community since 1987.  As part of our commitment to rebuilding, we are offering up to two free hours of HR consulting services to businesses in Sonoma, Napa, Mendocino, Lake and Solano counties who were affected by the recent fires.

The Personnel Perspective is also working with our local wine industry businesses to answer employment-related questions and provide support and resources as needed for their employees. You can reach us at 707-576-7653 or info@personnelperspective.com.


November Seminars: Supervisory Fundamentals, Sexual Harassment Prevention, Tough Conversations, Conflict Management and More!
14 September, 2017

Supervisor’s Toolkit I: Supervisory Fundamentals

November 1 @ 8:30 am - 4:00 pm

Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management. By the end of The Supervisor’s Toolkit, you’ll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.

Supervisor’s Toolkit I: Supervisory Fundamentals en Español

November 7 @ 8:30 am - 4:00 pm

Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management. By the end of The Supervisor’s Toolkit, you’ll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.

Sexual Harassment Prevention for Supervisors en Español

November 8 @ 8:30 am - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive, AB-1825 compliant training on harassment prevention.

Supervisor’s Toolkit II: Tough Conversations en Español

November 9 @ 9:00 am - 12:00 pm

Meaningful conversations aren’t always easy, but they are a crucial part of leadership. Deliver constructive feedback with clarity and deal with high emotions in the workplace. As a manager, sometimes you need to have conversations that you’d rather not have to have. Dealing with performance issues or habitual patterns like chronic lateness can be tough and may stir up emotions, but these conversations are crucial in the workplace and need to be handled in the right way. This practical course will give you the confidence to recognize, plan and manage these conversations, as well as the opportunity to practice using constructive feedback techniques to achieve more positive outcomes.


Supervisor’s Toolkit III: Conflict Management en Español

November 9 @ 1:00 pm - 4:00 pm

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

Supervisor’s Toolkit II: Tough Conversations

November 16 @ 9:00 am - 12:00 pm

Meaningful conversations aren’t always easy, but they are a crucial part of leadership. Deliver constructive feedback with clarity and deal with high emotions in the workplace. As a manager, sometimes you need to have conversations that you’d rather not have to have. Dealing with performance issues or habitual patterns like chronic lateness can be tough and may stir up emotions, but these conversations are crucial in the workplace and need to be handled in the right way. This practical course will give you the confidence to recognize, plan and manage these conversations, as well as the opportunity to practice using constructive feedback techniques to achieve more positive outcomes.

Supervisor’s Toolkit III: Conflict Management

November 16 @ 1:00 pm - 4:00 pm

 Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.


Join Us for Our Upcoming Seminar: Sexual Harassment Prevention Training for Supervisors
09 August, 2017

Sexual Harassment Prevention Training for Supervisors

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive, AB-1825 compliant training on harassment prevention. 


The Personnel Perspective Announces Two New Additions to Their Team: Kelly Jordan & Carolyn Ryzanych
07 July, 2017

Kelly Jordan and Carolyn Ryzanych have joined The Personnel Perspective team.

Jordan, a trusted adviser to North Bay organizations for over 10 years, has been appointed Director of Client Services. Jordan brings her expertise of partnering with businesses to identify smart and effective solutions, and ensures delivery of timely, quality services. 

With over 20 years of Human Resources experience, Ryzanych has been hired as a Senior Bilingual HR Consultant. Ryzanych brings an innovative and solutions-oriented approach to her work, and has a strong background in providing strategic human resource solutions and managing the full spectrum of HR practices.

Click here to meet the rest of our staff!

 


The Personnel Perspective Announces Two New Additions to Their Team: Kelly Jordan & Carolyn Ryzanych
07 July, 2017

Kelly Jordan and Carolyn Ryzanych have joined The Personnel Perspective team.

Jordan, a trusted adviser to North Bay organizations for over 10 years, has been appointed Director of Client Services. Jordan brings her expertise of partnering with businesses to identify smart and effective solutions, and ensures delivery of timely, quality services. 

With over 20 years of Human Resources experience, Ryzanych has been hired as a Senior Bilingual HR Consultant. Ryzanych brings an innovative and solutions-oriented approach to her work, and has a strong background in providing strategic human resource solutions and managing the full spectrum of HR practices.

Click here to meet the rest of our staff!

 


Join Us for Our Upcoming Seminars: Tough Conversations, Conflict Management & Sexual Harassment Prevention
02 June, 2017

Supervisor’s Toolkit II: Tough Conversations

 

Meaningful conversations aren’t always easy, but they are a crucial part of leadership. Deliver constructive feedback with clarity and deal with high emotions in the workplace. As a manager, sometimes you need to have conversations that you’d rather not have to have. Dealing with performance issues or habitual patterns like chronic lateness can be tough and may stir up emotions, but these conversations are crucial in the workplace and need to be handled in the right way. This practical course will give you the confidence to recognize, plan and manage these conversations, as well as the opportunity to practice using constructive feedback techniques to achieve more positive outcomes.

 

Supervisor’s Toolkit III: Conflict Management

 

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

 

Sexual Harassment Prevention Training for Supervisors

 

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive, AB-1825 compliant training on harassment prevention. 


Supervisory Training - Supervisor’s Toolkit II: Tough Conversations
28 February, 2017

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

Participants will learn:

  • How to address conflict within their team
  • Steps for delivering constructive feedback
  • Ways to handle challenging employee responses
  • How to identify team dynamics that cause conflict
  • To develop skills that will facilitate working towards a common goal and enhance teamwork

This is a highly interactive workshop that allows participants to practice and create an action plan to apply feedback and conflict resolution skills directly to their work.

This workshop is ideal for:

  • Supervisors and managers who want to continue to develop their management and leadership skills.

Dates:       March 23    June 29    November 16

Time:        9:00 – 12:00

Fee:           $275

Location:  Finley Community Center, 2060 W. College Avenue, Santa Rosa

Register by emailing info@personnelperspective.com or visiting http://www.personnelperspective.com/seminar/supervisors-toolkit-ii-tough-conversations-4/


Is Your Harassment Prevention Training Up to Date?
25 August, 2016

Harassment Prevention Training for Supervisors

September 13   

8:30 am - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive, AB-1825 compliant training on harassment prevention.

Register online or via email.

More details available here.


Train Your Employees for SuccessOn-Site Trainings Available We customize trainings for your company's needs and culture. Popular additional topics include: • Diversity • Conflict Resolution •
01 July, 2016

Our most-requested public trainings are back by popular demand...be sure to register early to save your seat! 

 

9.13      Harassment Prevention for Supervisors                                                2 hrs

11.2      Supervisor's Toolkit I: Supervisory Fundamentals                           1 day

11.16    Supervisor's Toolkit II: Tough Conversations                                   3 hrs

11.16    Harassment Prevention for Supervisors en Españo                      2 hrs

11.17    Supervisor's Toolkit I: Supervisory Fundamentals en Español        1 day

12.6      Harassment Prevention for Supervisors                                          2 hrs

Register online or via email.

 

Download 2016 Training Calendar Flyer

On-site trainings, customized for your company's needs and culture, are also available. Contact Arlene Smith.


Do You Need to Have Tough Conversations?
13 June, 2016

Supervisor's Toolkit II: Tough Conversations Training

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today's supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving workplace conflict.

Participants will learn:

  • How to address conflict within their team
  • Steps for delivering constructive feedback
  • Ways to handle challenging employee responses
  • How to identify team dynamics that cause conflict
  • To develop skills that will facilitate working towards a common goal and enhance teamwork 

Date:       June 21, 2016

Time:       8:30 a.m. - 11:30 a.m.

Location:  Finley Center, Santa Rosa, CA

About the Trainer 

Diana Laczkowski, Senior Associate of The Personnel Perspective, leads this training. Diana has over 20 years experience in management consulting, leadership training, and human resources management. Her special expertise is conflict management. In this program, she combines her business, management, human resources, and training expertise to create a unique and practical training experience. You will be glad you attended this critical learning program! Diana holds a BA Degree from the University of Colorado and has a certificate in the Conflict Resolution program at SSU.

Register by emailing info@personnelperspective.com or online.

Click here for more information.


California's New Requirements Regarding Harassment Prevention Policies and Training - It's Time For Action!
21 April, 2016

California recently made changes to the Fair Employment and Housing Act (FEHA) requiring more from California employers in regards to harassment prevention policies and required training programs. These changes are in effect as of April 1, 2016.

 

FEHA applies to you!
The Fair Employment and Housing Act (FEHA) applies to all California employers  and prohibits harassment and discrimination in employment based on race, religion, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender, gender identity, gender expression, age, sexual orientation, and military and veteran status.

What's New!
Click here to read the new requirements....

 

2016 Public Training Calendar

 

Our most-requested trainings are back by popular demand...be sure to register early to save your seat! 

 

2016 Training Calendar Flyer

 

 


18 February, 2016

 
 
Article by Shelley Brott, Senior Associate of The Personnel Perspective
 
Employee retention is a HOT management topic. Forward-thinking employers know that emphasizing employee retention is a key strategy, as losing excellent employees and hiring and training new employees can be very costly and time-consuming. 

One of the best retention strategies is to start by hiring the right person in the first place. What do I mean by this? Click here to read more....

New Date for Supervisor's Toolkit I: Supervisory Fundamentals
16 September, 2015

September 30, 2015  8:30 am - 4:00 pm

Congratulations, you’re a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others.The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

By the end of The Supervisor’s Toolkit, you’ll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.

  • Transition from individual contributor to team leader/supervisor role
  • Build a great team
  • Motivate & coach employees
  • Manage employee performance
  • Encourage accountability
  • Provide praise and recognition

Time:          8:30 – 4:00

Location:   Paul Hobbs Winery, Sebastopol, CA

Fee:           $495 plus $25 workbook fee

Register here or email info@personnelperspective.com.

 


Do You Need to Have Tough Conversations?
17 June, 2015

Supervisor’s Toolkit II: Tough Conversations Training

June 23 @ 9:00 am - 12:00 pm

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

To learn more...


Do Your Supervisors Have the Tools They Need to Perform Well?
27 May, 2015

 
Congratulations, you’re a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

By the end of The Supervisor’s Toolkit, you’ll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.

Registration & More Information

 

Supervisor's Toolkit II: Tough Conversations   6.23.15  9:00 am - Noon

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today’s supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

Registration & more information


2015 Public Training Calendar
23 January, 2015

Do you have: 

  • Newly promoted supervisors?
  • Experienced managers who could benefit from additional training?
  • Other key individuals you view as future leaders?

Our Toolkit workshops provide a solid foundation for leading employees to higher levels of productivity and accountability as well as how to address performance challenges. Our Harassment Prevention workshops ensure that managers know how to create work environments that are legally compliant and focus employees on respectful relationships with each other.

 

Our workshops fill up quickly - be sure to register by calling us at 707.576.7653 or emailing info@personnelperspective.com. Check out our website for training details. We also provide customized on-site training programs designed to meet your specific goals, culture and needs. 

Training in Spanish is also available.

 


CALIFORNIA'S NEW PAID SICK LEAVE LAW - IT'S TIME FOR ACTION!
05 January, 2015

California recently enacted the Healthy Workplaces, Healthy Families Act of 2014, which requires virtually all employers to provide paid sick leave benefits to employees.  Some employer actions are required by January 1, 2015, and others by July 1, 2015.  It's important to start thinking and planning ahead.  July 2015 is just around the corner!

What should you do now?

  • Post this new poster on or before January 1 (or ensure that your combined poster includes this information):

    DLSE Paid Sick Leave Posting

  • Begin providing the recently updated "Notice to Employee" wage statement to your non-exempt new hires no later than January 1, 2015.

   DLSE Notice to Employee Posting

  • Start developing your new policies and procedures, or review your current policies for compliance.  We expect that most (if not all) current sick leave and PTO policies will need some modification.

This is a complex and confusing law, and we expect to see continued legal guidance over the coming months.  In the meantime, here are some highlights:

What does the law require on July 1? 

  • Employees who work 30 or more days within a year are entitled to paid sick leave, including part-time and temporary employees.  Paid sick leave can be provided as a stand-alone benefit, or as part of a combined PTO (vacation and sick) benefit. 
  • Paid sick leave accrues at the rate of one hour per every 30 hours worked (including overtime hours).  (Exempt employees are generally assumed to work 40 hours per week).  Accruals begin on the first day of employment or July 1, 2015, whichever is later.  Employees may begin using accrued days beginning on their 90th day of employment.
  • Accrued sick leave may be carried over to the following year, and can be capped at 48 hours / six days.  However, the employer can limit the use of paid sick days to 24 hours / three days per year.
  • Employers also have the option of "front-loading" at least 24 hours / three days of paid leave at the beginning of each year, with no additional requirement for accruals or carry-over. 
  • The law also provides specific guidelines regarding sick leave usage, employee protections, and record-keeping.
  • There is no requirement to pay out accrued sick leave upon termination, unless the employer has a PTO policy that combines sick and vacation time.  However, employers must reinstate unused accrued sick leave if a former employee is rehired within one year.
  • Of course, employers can provide more generous benefits, as long as they meet all the provisions of this law.  

We are available to discuss this law with you to explore how it will impact your workplace, and assist in developing policies to ensure you are meeting your legal requirements.


Communicating Between the Latino and American Cultures: 'You Say Tomato, I Say Tomate'
11 November, 2014

Effective communication is the cornerstone that allows each of us to understand one another. In running any business, particularly in the wine industry where Latinos play such a critical role, it is vital to have clear communication in order to meet the time-sensitive demands of the business. Click here to read the full article.

For information on our November Spanish trainings:

Spanish Supervisory Training 11.20.14

Sexual Harassment Prevention for Supervisors en Español 11.21.14 


November / December 2014 Training Calendar
20 October, 2014

Supervisor's Toolkit I - Supervisory Fundamentals  

11.5.14    8:30 am - 4:00 pm

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising peoplTrainere for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

 

Sexual Harassment Prevention en Español

11.20.14   8:30 - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention. 


Workers

Supervisory Skills en Español  11.20.14  8:30 am - 4:30 pm

Investing in your Bilingual Lead Personnel will have a significant impact on productivity.
This one-day workshop focuses on effective communication and addresses how to set performance expectations, listen actively, communicate feedback, and provide constructive criticism. It is also designed with the goal of maximizing the transition of learning back into the workplace and helping Lead Personnel transition from an individual contributor to managing peers.

 

NEW: Supervisor's Toolkit II - Conflict Resolution 11.20.14   8:30 am - 12:00 pm

Managers face conflict and solve problems every day. Supervising employees with different personalities and work approaches can create confusion, disagreements and conflict. Resolving internal conflicts with individuals or between team members is a key skill for today's supervisor. Addressing conflict early supports high levels of performance at the individual and team level. This workshop will provide you with a process for having those challenging conversations and honing your supervisory skills. The focus will be on learning and practicing the steps necessary for giving constructive feedback and resolving conflict that shows up in the workplace.

 

Sexual Harassment Prevention - English  12.2.14   8:30 - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention.

 

These trainings fill up quickly - register by calling 707.576.7653 or emailing info@personnelperspective.com.


How Engaged Are Your Employees?
11 June, 2014

Engaged employees generate 33% higher profits, operate at 50% higher productivity, and score 56% higher in creating customer loyalty.

The economy has greatly impacted the way your employees view their jobs. Though we think employees may be just happy to have a job, studies show that two thirds of the current workforce is not engaged and half of the disengaged employees have no plans to leave or aren't even looking.

So what is this doing to your productivity or to help your company realize profits? 3/4 of layoff survivors say their own productivity is declining and customer service has worsened. With the changes in our economy over the past few years it is critical that you and your managers recognize signs of disengagement and learn new skills in managing employees.

Spend a few moments and take our quiz to see where you stand. The answers may surprise you.

Employee Engagement Quiz

1. Do people come to work enthused with fresh and innovative ideas that can improve the organization? 
2. Are people crystal clear about what is expected of them at work? 
3. Do your supervisors recognize the early signs of employee disengagement?  
4. Do your managers know what really drives employee engagement? 
5. In terms of managing talent, do your managers know how to increase employee
commitment and motivation?  
6. Have you implemented a communication plan to share both positive and challenging
updates? 

If you answered NO two or more times, improving your organization's understanding of how to engage employees can make a huge impact on your goals, productivity and profit. 

Click here to learn how to engage your employees.


Sexual Harassment Prevention Exercise June 6th, Santa Rosa
23 May, 2014

Sexual Harassment Prevention

Spanish Session: 6.9.14

Santa Rosa, CA 

8:30 am - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention.

Attend our training and learn ...

  • What sexual harassment is
  • Specific supervisory responsibilities and liabilities
  • How to handle dating or flirting in the workplace
  • Why employees won't tell you there is a problem
  • What the implications of texting are

How to respond to a complaint of harassment 

 

For more information: Click here.

________________________________________________________________________________

 

Supervisor's Toolkit

June 12, 2014

Santa Rosa, CA

8:30 am - 4:00 pm

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

Participants will learn how to:

  • Transition from being an individual contributor to team leader/supervisor
  • Build a great team
  • Motivate and coach employees
  • Encourage accountability and ownership
  • Address challenging employee behavior and attitudes
  • Have difficult conversations with employees
  • Respond to employee reactions to feedback
  • Provide praise and recognition
  • Use "toolkit" supervisory tools that can be applied back on the job immediately 

This training is ideal for:

  • New managers and supervisors with 0-3 years management experience
  • Experienced managers with new responsibilities, goals, and/or teams
  • Field supervisors, team managers, frontline managers, and team leaders seeking greater influence and management skills

Click here for more information.

Contact Jeannette Feldman at 707.576.7653 or info@personnelperspective.com to schedule these vital trainings.


Seeking Professional Guest Engagement & Hospitality Specialists
07 May, 2014

You can feel the energy throughout the Wine Industry as visitors flock to tasting rooms throughout Sonoma and Napa Counties.  As Wine Industry Recruiters we are experiencing a significant increase in requests for Hospitality Management professionals.  One thing that we hear from our winery clients is their desire to differentiate the guest experience they offer.  The goal is to have each guest enjoy a unique, personalized experience never to be forgotten and to be shared with friends and family.  And so you see creative position titles to capture these goals and to introduce a culture they hope to convey to each visitor. 

We have several positions available both in Napa and Sonoma County for Hospitality Professionals.  The following is one that is not only unique but offers significant growth down a focused career path.  Please contact us if you are interested or know of someone who is looking to join a select team in a warm and engaging culture.  

Professional Guest Engagement & Hospitality Specialists 

An extraordinary and unique Napa Valley winery, with a continued commitment of producing world class wine and providing guests with experiences that redefine modern luxury, seeks career oriented hospitality professionals to join their charismatic team. 

A deliberate atmosphere encompassing warmth, culture, genuineness, exoticism, luxury and brilliance is felt on every level of the organization. They are growing and are on their way to becoming the world’s most beloved luxury wine brand. 

Their dedication to higher standards which are grand in scale yet at the same time grounded and genuine is fostering an atmosphere that is turning guests into loyalists.

The ideal candidate is seeking a career, is interested in learning all facets of a business, and sets personal and professional goals that include management, responsibility and success.

As an initial team member you will be responsible for creating memorable wine experiences for their most loyal guests. This includes engaging hospitality; personally greeting and warmly engaging each guest on the core winemaking and hospitality philosophies; personalized follow up; and careful record keeping ensuring a continued relationship. 

This winery is a steward of careers where each individual is hired with long-term retention and growth within the company in mind. Extensive wine knowledge, a strong work ethic, polished presentation, comfort with public speaking, and being an enthusiastic team player to share your passion for wine are all required. If you are extraordinary, creative, interested in building a career, and are well-practiced in top flight customer service in the wine industry, fine dining, luxury hotel operations or equivalent, please contact us. 

Please apply online at http://personnelperspective.com/Job-Apply.asp.


Spring 2014 Training Calendar
23 April, 2014

Additional Sessions Added by Popular Demand!
 

Sexual Harassment Prevention

English Session: 5.6.14

Spanish Session: 6.9.14

Santa Rosa, CA   8:30 am - 10:30 am

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention.

Harassment Graphic

 

Attend our training and learn ...

  • What sexual harassment is
  • Specific supervisory responsibilities and liabilities
  • How to handle dating or flirting in the workplace
  • Why employees won't tell you there is a problem
  • What the implications of texting are
  • How to respond to a complaint of harassment 

____________________________________________________________________________________________________________

 

Supervisor's Toolkit

June 12, 2014

Santa Rosa, CA  8:30 am - 4:00 pm

 

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

 

Trainer

Participants will learn how to:

  • Transition from being an individual contributor to team leader/supervisor
  • Build a great team
  • Motivate and coach employees
  • Encourage accountability and ownership
  • Address challenging employee behavior and attitudes
  • Have difficult conversations with employees
  • Respond to employee reactions to feedback
  • Provide praise and recognition
  • Use "toolkit" supervisory tools that can be applied back on the job immediately 

 

 


Do You Have the Right Tasting Room Team?
24 March, 2014

Spring is here and as the sun shines down, people look to get out of the house and enjoy the outdoors. What better place to do that than wine country! As they make their way to your tasting room ask yourself this, do you have the right team in place? Will your staff provide your guests with a memorable experience, one where they leave the tasting room with a better understanding of your wines, and a few bottles to enjoy down the road? 

In order to prepare for busy times ahead it is good practice to analyze what is needed in your organization. A critical component of this practice is to take a look at your staff and determine whether you have the team you need to drive continued success. Ask yourself the following questions; Are there any key positions that need to be created? Does any staff carry too much responsibility? Do workloads need to shift? And does this mean a new hire is necessary? It may be time to fine tune your organization in preparation for a successful year. 

Once a need is recognized it is another thing to begin the process of bringing on key employees. It has been reported that real costs of replacing an employee can total up to 150% of the employee’s annual compensation figure due to time spent on the search from an internal source, loss of productivity, and utilizing temporary staff. The Personnel Perspective has been working with winery clients on filling key positions for over 24 years. We understand the time and energy that goes into an effective and successful search and we dedicate ourselves to delivering only star candidates. 

Having a successful team in place will help result in a successful year, one where you will see your business and your employees thrive. Finding your best team may seem like a challenge but don’t let it stop you from achieving your goals. Contact us today to speak with one of our recruiters and learn more about how they can help you build the team to succeed.


Effective Meeting Management Workshop
12 March, 2014

Businesses waste millions of dollars every year due to the inefficiencies of their meetings.

Precious time spent in meetings is inefficient and unproductive. As a result the quality of thinking and decision-making is greatly diminished. Yet, often very little is done to remedy this poorly executed use of people's time. Good meeting skills are essential for accelerating the productivity of the costly time spent in meetings. 

This workshop will give participants the best practices and strategies for running efficient and effective meetings. Two areas will be addressed in this workshop - practices for setting up a meeting for success and techniques for keeping a meeting on track and productive.

This 5-hour workshop will address the following areas of meeting management:

Desired Outcomes 

* Agenda Planning

* Stakeholder Analysis

* Meeting Processes

* Managing Audience Participation

* Decision Making

* Effective Meeting Invitations 

* Follow-up / Accountability

Our presenter, Susannah Baldwin, is a master trainer in the areas of leadership, facilitation, and presentation skills, with twenty years of experience implementing large-scale corporate initiatives, designing and facilitating strategic and operational planning meetings.  Susannah spent ten years in a management development firm, working with Fortune 50 companies, consulting and training in collaborative leadership. 

Contact Jeannette Feldman at 707.576.7653 or jeannettef@personnelperspective.com for more information on this vital workshop.

 


Essential Trainings for 2014
14 January, 2014

Do you have:  

  • Newly promoted supervisors?
  • Experienced managers who could benefit from additional training?
  • Other key individuals you view as future leaders?

Our Toolkit workshops provide a solid foundation for leading employees to higher levels of productivity and accountability as well as how to address performance challenges. Our Harassment Prevention workshops ensure that managers know how to create work environments that are legally compliant and focus employees on respectful relationships with each other. 

Date       Workshop                                                         Length

Feb 4      Harassment Prevention for Supervisors                2 hours

Mar 6     Supervisor’s Toolkit                                             1 day

Apr 24   Supervisor’s Toolkit II                                           1 day

May 6    Harassment Prevention for Supervisors                 2 hours

Sept 30  Harassment Prevention for Supervisors                 2 hours

Nov 5     Supervisor’s Toolkit                                             1 day

Nov 20   Supervisor’s Toolkit II                                           1 day

Dec 2      Harassment Prevention for Supervisors                2 hours

 

For more information: http://personnelperspective.com/Training-Calendar.asp 


Special Discount for WIN Members!
06 November, 2013

We are offering two public training workshops this month that will strengthen the knowledge and skills of your supervisors and managers. Supervisor's Toolkit is a one day training where mangers learn how to influence their employees, manage their performance and provide critical feedback. This training is a great management 101 refresher for experienced managers and a solid foundation for those transitioning into a supervisory role. The English speaking workshop is November 14th and for Spanish speakers on November 12. You can call 707 576-7653 or email us at info@personnelperspective.com.

Mention your WIN membership and receive a 10% discount!

 


Beware of Excused Absences
11 September, 2013

With school being back in session we thought it would be helpful to bring to your attention several leaves of absence you should be aware of and may receive requests for from employees with school age children.  

Please don’t hesitate calling us for more detailed information on any of these leaves. 

School Activities Leave

Employers with 25 or more employees must grant leave to an employee requesting time off to participate in school activities.  The employee must be a parent or guardian and there is a limit of 40 hours per school year or 8 hours per month.  The employee must give reasonable notice to the employer and the employer may request documentation demonstrating the employee’s participation.

School Suspension Leave

If an employee is requested to appear at school following their child’s suspension in connection with a disciplinary action an employer must allow the employee time off.  Again, the employer can ask for documentation certifying that the parent or guardian’s presence is required.

Kin Care

Most common will be requests from employees to take time off to care for a sick child.  If an employer provides paid sick leave, the employee is eligible to use half of their accrued sick time to care for a child, parent or spouse/domestic partner. For employers offering PTO, an employee may be eligible to use all of their accrued time for this purpose if the policy does not designate a portion specifically for vacation and/or sick time.


Successfully Qualifying & Hiring Your Retail Operations Manager
16 July, 2013

Tasting rooms have become significant profit centers for wineries. Long gone are the days when tasting rooms were opened more as a public relations tool or to encourage tourism. They continue to serve this function, but tasting rooms have evolved into an important source of wine sales and revenue generation. A winery’s tasting room is a reflection of their brand image, and therefore, the décor and the merchandise must support the brand image.

Click here to read more.


Tips for Recruiting on Your Own
03 July, 2013

Sourcing someone who will make a sound contribution to your organization and also fit well into your culture is challenging. If you are faced with this time consuming project and can’t use an external recruiter, we can offer a few suggestions that might help.

Look In-House First

Considering internal candidates can boost morale and provide opportunities to your employees.  You have a much better sense of who you are hiring into the role than if you hire an external candidate.

Ask Your Employees for Referrals

Your current employees are such an important asset in so many ways.  They know the company culture and know who will fit into your culture.  Utilize this important resource.

Pay Competitively or Better Than Your Competition

Pay is an important factor no matter what other motivators job seekers may have.  Make sure you pay fairly or you won’t attract the caliber of employee you are seeking and will face losing that employee when a better opportunity comes along.

Use Your Benefits to Your Advantage

The same theory as pay goes for benefits.  Make sure you are offering competitive benefits.  Take the time to periodically review the benefits that you offer and check in with your employees to find out which are most valuable to them.  Educate your employees on the cost and value of the benefits you offer so they appreciate your efforts in looking out for their needs.

Use Your Website to Attract a Candidate

Your Web site should convey your values and goals.  Make sure you have a section that attracts potential candidates to your organization.  Provide key information about the posted position and your company that will engage the candidate and ensure that they will want to contact you.

Hire the Candidate with a History of Success

"Past behavior is the best predictor of future behavior" and success.  Although it is sometimes good to consider the person who may offer some skills and experience that are “outside the box,” if you don’t have a lot of time to train then hiring a more sure thing can be wise.

Check References

Make sure you take the time to check references and do a background check.  The time it takes to do this is invaluable so don’t skip it thinking you know enough about the person or have a great recommendation from someone you trust.  

Future Hiring Efforts

If you know you will be charged with filling any other key positions in the future you can start now to grow your candidate pool.  Invest the time you have in developing relationships with potential candidates and those you can network with for candidates in the future.  The goal is to have a candidate pool available before you need it.


Internships - Paid or Unpaid?
18 June, 2013

The summer months seem to be the time of year when many of our clients call with questions around interns. Do they have to pay their interns or can they be unpaid? What if the intern states that they don't want to be paid, but just want the experience? 

We thought it would be helpful to provide you with information that may help prevent any misunderstandings surrounding this issue. We've provided a link to guidelines from the Federal DOL as well as additional factors from the California Division of Labor Standards Enforcement (DLSE) surrounding Internship Standards. Finally, we have provided practical tips suggested by the California Chamber of Commerce. 

We suggest putting an agreement in writing including a general understanding and purpose of the internship, how expenses will be reimbursed and any other items specific to the internship. Have the intern sign the agreement to ensure mutual understanding.  

Click here to read about Internship Guidelines.


Special Discount for WIN Members - Supervisor's Toolkit 6.25.13
04 June, 2013

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.  

By the end of The Supervisor's Toolkit, you'll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity. 

Participants will learn how to:

  • Transition from being an individual contributor to team leader/supervisor
  • Build a great team
  • Motivate and coach employees
  • Encourage accountability and ownership
  • Address challenging employee behavior and attitudes
  • Have difficult conversations with employees
  • Respond to employee reactions to feedback
  • Provide praise and recognition
  • Use "toolkit" supervisory tools that can be applied back on the job immediately

This training is ideal for:

  • New managers and supervisors with 0-3 years management experience
  • Experienced managers with new responsibilities, goals, and/or teams
  • Field supervisors, team managers, frontline managers, and team leaders seeking greater influence and management skills
See our listing of upcoming workshops for developing your management skills. Our workshops fill up quickly - be sure to RSVP todayby calling 707-576-7653 or emailing info@personnelperspective.com.

 

Additional Details:

 

Location: Finley Community Center, 153 Stony Circle, Santa Rosa

Fee: $495 plus $25 workbook fee per participant

 

Time: 8:30 am - 4:00 pm

Workbook fee is waived for WIN members - be sure to mention your WIN membership when you register.

Registration: info@personnelperspective.com


Top Executive Recruiters Agree There Are Only Three True Job Interview Questions
08 May, 2013

The only three true job interview questions are:

1. Can you do the job?

2. Will you love the job?

3. Can we tolerate working with you?

That's it. Those three. Think back, every question you've ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions. Each question may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

Click here for a great read.


The Results Can Be Dramatic
24 April, 2013

It was no surprise to read a Wines & Vines report this month stating that job postings in the hospitality segment of the Wine Industry rose by 30% in March and pushed the overall index of job postings to the highest level experienced since 2007! They reported that hiring in winemaking and sales and marketing also rose. The fact that hiring is significantly up, made us want to share some thoughts and ideas that may help our clients and potential clients understand their recruiting options.

When considering retaining external executive search and recruiting services vs. conducting a candidate search on their own, the client needs to consider goals, skills, time and money. Often clients tell us they want to try and fill a position on their own but it is not unusual to receive a phone call a few weeks later from that client sharing that they have been unable to find the “right” person. They have a couple of people they feel could do the job but just don’t feel like the people they are considering are the best that are out there.

Click here to continue reading...


The Wine Industry Is Hiring!
10 April, 2013

IT Manager

A Napa Valley family owned wine business is seeking an IT Manager who brings a strong mix of hands-on technical experience and functional IT leadership to plan, manage, evaluate, administer and coordinate the winery’s strategic and tactical technology plans to support their long-term business needs. This will include hardware, software, network data and other assorted dimensions of IT. Click here for more information.

Operations Manager

A Napa Valley family owned wine business seeks a Plant Operations Manager to develop and implement operational plans and policies to reach optimal operating efficiencies, established plans and schedules and cost objectives. Click here for more information.

Human Resources Manager

Maverick Enterprises, an innovative North Bay supplier to the wine, beverage and food industries with plans for growth, seeks a highly competent HR professional to oversee all HR functions. This individual can skillfully and effectively provide practical, consistent and proactive support, direction and training to other managers and supervisors on HR procedures, policies and best practices. Click here for more information.


Workshop: Implementing a 360° Feedback Survey
12 March, 2013

The 360 survey is a powerful leadership development process which furthers the success of your organization by:

  • Providing managers with insightful, valuable feedback on job related skills critical to success in their roles
  • Helping individuals understand how others perceive their management strengths and identifying development needs
  • Establishing open communication channels around management support needs
  • Supporting individual introspection and providing a solid base for development

Ultimately, the 360 process provides a roadmap for development and increased effectiveness as individuals advance their careers in management or leadership.

 

 

Additional Details:

Location: Finley Community Center, Santa Rosa

 

Fee: $195

 

Time: 8:30 am - 10:30 am

 

Registration: info@personnelperspective.com

 


Attendee Quotes:

 

"The feedback has been absolutely positive from the entire team. Your educating us about the procedure & how to give feedback put the team at ease. Many of the members had "life light bulbs" go on and now understand the pearls of wisdom they received from the feedback process."

Workshop Participant

"Implementing the 360 process actually helped the team see how respected and valued they are by our organization. I would recommend this process for any team or individual who is ready to take it to the next level."
Workshop Participant

 


Supervisory Training en Español 3.1.13 - Last Chance to Register!
15 February, 2013

Investing in your Bilingual Lead Personnel will have a significant impact on productivity. This one-day workshop focuses on effective communication and addresses how to set performance expectations, listen actively, communicate feedback, and provide constructive criticism. It is also designed with the goal of maximizing the transition of learning back into the workplace and helping Lead Personnel transition from an individual contributor to managing peers. 

Workshop Objectives

  • Clarify the roles and responsibilities of a front-line supervisor or lead including differences between the two roles.
  • Provide skills practice in communication, conflict resolution, feedback, coaching, problem resolution, teamwork, and promoting accountability.
  • Bridge current cultural gaps to build a work environment that fosters mutual respect.
  • Provide effective methods for instructing, motivating, and improving the performance of employees.
  • Transition previous individual contributors to managing their peers.
  • Encourage open communications and dialogue.

Our Spanish workshop is conducted by a bilingual professional trainer who understands and honors the Hispanic culture as well as the needs and expectations of U.S. owned and operated businesses.

 

Our trainings fill up quickly - be sure to RSVP today by calling 707-576-7653 or emailing info@personnelperspective.com.
 
Date: March 1, 2013
Location: Finley Community Center, Santa Rosa
Time: 8:30 - 4:30
Fee:$575

Hiring the Best
16 January, 2013

Hiring is up! This is good news for all of us! We are very busy meeting great candidates and growing our talent pool for your consideration.  For those of you who are faced with the arduous task of doing your own search, we want to offer our support and knowledge in completing a successful hiring process.

Why Using The Personnel Perspective Benefits Your Search:

  1. We have a vast network of industry candidates and client relationships
  2. You are guaranteed a focused, collaborative client partnership
  3. Our searches are conducted through a strategic team approach by accomplished executive recruiters and search specialists.
  4. We use a highly confidential process allowing us to access top talent; those who depend on our discretion and professionalism.
  5. Working with us exclusively elevates the perception of your opportunity and guarantees our commitment to you.

Contact us to discuss your hiring needs today!


Starting Off The New Year
07 January, 2013

A New Year has started, meaning a clean slate and a fresh start. As you look ahead and plan for a successful 2013 make sure you take some time to look at your staff and ask yourself whether you have everyone in the right place and whether there is a need for a new role. Don't let a staffing issue slow you down. With the right people on your team your year can be all that you want it to be. 

The Personnel Perspective has been placing key people in critical positions in the Wine Industry for over 25 years. Last year we saw a lot of momentum with Direct to Consumer roles and Social Media Management roles. We think both of these areas will continue to be of great importance to many wineries and organizations in the industry and we have been uncovering some of the "star candidates" who are out there looking for the right opportunity for them. These people are not looking at job postings, but are relying on us to contact them with a position that best fits their skills. One of these people may be the perfect candidate for you. 

We would be happy to come out and meet with you to learn more about the position you are looking to fill. Contact us today and we will set up an appointment. We look forward to making this year your most successful year yet!


THERE IS NO BETTER TIME THAN NOW
18 December, 2012

There is no better time than now to express our appreciation for your loyal support and friendship and to send you our wishes for Hope, Joy and Prosperity during the Holidays and the New Year.

Happy Holidays!

The Personnel Perspective Team

dove of peace


Hiring During Your “Busy Season”
12 October, 2012

Harvest is here and we know you are busy. Long hours and stressful days can really start to add up. You are doing EVERYTHING to stay up to speed with all that is going on while trying to remain upbeat and informative to all the traffic coming through the doors and into the winery. A busy time indeed, but are you too busy? Are you starting to think that you may need some help? Should you add another person to your staff? “Not now” you think, “I don’t have the time”. Or do you?

Since 1987, The Personnel Perspective has been providing search and recruitment services to our many valued clients in the wine industry. We have a large network of industry contacts, and we are continuously expanding that network, while finding and adding more outstanding candidates to our database.  We have access to quality candidates not actively seeking a new position but depending on us to inform them of opportunities that match their skill sets, and we can “sell” your organization for you to these qualified people.  This allows us to bring that “star candidate” to you that you may have never found on your own or through another firm. You can continue to do what needs to be done during this busy time of year and know that the best fit for you and your organization will be sourced through our efforts.

The right hire can have an immediate impact on your success and maximizes the opportunity to accomplish your goals. If you are looking for the best and the brightest – those people who are top performers and will immediately have a direct impact on your bottom line – you should contact The Personnel Perspective.


The Importance of Translation: English to Spanish
28 September, 2012

The wine industry is supported by a large number of native Spanish speaking employees. We have found that providing training in Spanish as well as translating key information is vital to ensure that ALL employees are on the same page concerning expectations and obligations, both for them and for the company. Having a company policy translated into Spanish accomplishes several important goals: 

  • Eliminates the language barrier for Spanish speaking employees to clearly understand company expectations.
  • Ensures that Spanish speaking employees understand exactly what the company and employees' rights and obligations are.
  • Maintains employee accountability because the policy has been translated into their native language.
  • Shows good business practices of making sure all employees are well trained and well informed. 

But how do you know if it is a good translation? This is perhaps the most important question of all. Effective translations are geared toward specific target markets. If the majority of Spanish speakers are from Mexico and Central America, then it is important to use expressions and idioms that are pertinent to these cultures. The Spanish spoken and read by these cultures is quite different than that from Spain and South American countries. Mimi Lemanski, our bilingual associate, grew up in Mexico City and has both a bilingual and bicultural understanding of this particular Spanish. She has also worked with Central Americans and traveled throughout Central America. 

In her career Mimi has taken a rigorous one year course to be certified as a California Court Interpreter. (Only 24 were accepted in the program out of an initial 500+ that applied with only 19 students completing the course.) The written exam requires a graduate level understanding of both English and Spanish. The goal with both written and verbal translation is to communicate clearly and effectively with your audience and not to use a level of language that would be challenging or intimidating.

 


Empowering your Spanish-Speaking Supervisors and Managers
13 September, 2012

As today’s workforce population grows and shifts more and more employers find themselves hiring and promoting Spanish-speaking supervisors and managers. Regardless of language, success as a manager comes from developing skills that include effective communication, motivating employees, dealing with difficult people, managing gossip, and delivering feedback. Language barriers, however may hinder growth and ultimately lead to disorganization, unease, and a lack of productivity. 

Successful business leaders have learned that conducting specialized training sessions for their Spanish-speaking employees provides both short-term and long-term results and benefits.Mimi Lemanski, a Bilingual Trainer & Consultant with The Personnel Perspective, explains what today’s business leaders have come to understand: 

“If we don’t understand how a different culture learns, how effective can we be? Understanding Latino culture, and how they fit into the American business model, builds loyalty among employees and good will in communities, which ultimately results in meeting production and financial goals.” 

As a consultant with The Personnel Perspective, Ms. Lemanski provides Spanish/English and English/Spanish bi-lingual and bi-cultural training, translation and interpretation.  Her bi-cultural skills are particularly valuable in a bi-lingual work environment where she provides coaching for employers to enable successful communication of sensitive issues.  

The Personnel Perspective offers training and coaching in Spanish. Contact us today if you would like to talk to us more about these services.


Keeping up with Human Resources
20 August, 2012

There are many facets of human resources and at The Personnel Perspective we find our clients are looking for assistance on numerous topics. Some of these include recruitment and finding that perfect candidate, training and team building, and compliance; everything from pay practices to social media policies. In an effort to provide relevant and trending information to our clients on a regular basis we created The Personnel Perspective Monthly Newsletter. Click here to check out this month's issue (our first edition) and learn more about the high cost of hiring, employee engagement, and the benefits of using a recruiter. And, if you would like to receive our newsletter each month, click on the link below.

To subscribe to our email list: info@personnelpersepctive.com

 

 


Help is Here!!
23 July, 2012

There are so many components to a business; sometimes trying to manage all of them can be overwhelming. Delegating responsibility to others is one way to deal with constant daily activity, hiring consultants is another. As a full-service human resources firm we have heard many reasons why our clients have needed our help. If you find yourself shaking your head yes to any of the statements below give us a call; we would welcome the opportunity to talk with you to see if we can help make your day run more smoothly.  

CONSULTING

  • We don’t have an HR manager.
  • We don’t have an employee handbook or policy manual.
  • Morale is low.
  • We have had some lawsuits or complaints.

ORGANIZATIONAL DEVELOPMENT

  • We are having lots of turnover.
  • Our employees feel there is favoritism.
  • We are constantly reactive. (vs. proactive)
  • Our employees are struggling with change.

COMPENSATION

  • People are unhappy with their pay.
  • We don’t know if we have been paying our employees correctly.
  • We want to reward our employees.
  • Our employees have a strong sense of entitlement.

TRAINING

  • Our management team is not on the same page.
  • Our managers are not good with people.
  • We’re seeing some inappropriate behavior.
  • We need to do some team building.

RECRUITING

  • Our last three hires have been mistakes.
  • I don’t feel I know how to interview well.
  • We have not been attracting the right candidates.
  • The last person we hired was really a bad fit.

Managing the Difficult Employee
09 July, 2012

What would you say is your biggest challenge in managing your staff?  My guess is that many of you will say it is dealing with that “difficult” employee.

Think about a difficult employee you have encountered.  Who are they?  What makes them difficult?  Your difficult employee might be one who is argumentative, resistant, angry, always negative,” too nice”, or withdrawn.  Difficult employees come in many different forms; we all have our own personal definition of what makes someone difficult. 

Many of us have a hard time dealing with the difficult people in our lives. Often times, supervisors avoid tackling the issues related to these employees, making situations even worse. Others may find they can’t help but get stressed and emotional with their difficult employees. Neither of these are productive approaches. As leaders, we need to increase our confidence and effectiveness in dealing with all of our employees – difficult or not.  Here are some tips for dealing with the difficult employees in your life.      

For more information...

 


The High Cost of Hiring Mistakes
22 June, 2012

Does this sound like you?  A key employee gives two weeks notice and you instantly jump into action.  You hastily write a job description, post it on the net and begin to collect the resumes that flow in.  You toss out the obviously unqualified ones and pick a few to interview.  Within three weeks you have a warm body in place.  You heave a big sigh of relief and give yourself a pat on the back.  But wait, within short order it becomes apparent that you may have made a terrible mistake.  Now what? 

Intuitively you know hiring mis-matches are a drain on your organization, but how much does a “bad” hiring decision really cost you? Beyond the obvious tangible costs such as salary, benefits and training, it’s the hidden costs that really make a difference.  Lost sales opportunities, poor customer service, relationship damage, low staff morale, lost productivity, and management frustration can secretly cripple any size organization. Calculations of total replacement cost range from 75% to 150% of annual compensation and can be significantly higher (200% - 250%) for managerial and sales positions.  

Here are the three most common hiring and recruiting mistakes: 

1.    Failure to think strategically. 

Effective job design fosters efficiency, accountability and job satisfaction. An open position is an opportunity to perform an organizational assessment. Take a fresh look at the current goals and workflow.   Do you really need to fill the job?  If so, what are the job duties, responsibilities and results expected of this position?  Do you need new skills? More seasoned management? Can the position take on more?  Is it overloaded?  Is it aligned with the right department(s)?  

2.    Failure to pre-screen and prepare candidates.

A 20-minute phone call can save hours of time.  With a few well planned questions you can determine if the candidate has the basic skills, knowledge and experience required.  You can gain a sense of an applicant’s salary expectations and prepare them for an interview if you choose to proceed. 

3.    Reliance on the interview

According to aUniversityofMichiganresearch study, “The typical interview increases the likelihood of choosing the best candidate by 2%.  In other words, if you flipped a coin you would be correct 50% of the time.  If you added an interview, you would only be right 52% of the time”.

When you think about it, this makes sense.  Everyone is anxious to say what they think the other wants to hear.  Qualifications tend to be exaggerated.  Working conditions tend to be put in the most positive terms, often ignoring or minimizing the realities.  

Why you should consider working with hiring and recruiting professionals:

Too often organizations just don’t have the time and resources to dedicate to performing a well thought-out search and selection process.  There can be tremendous loss of productivity and opportunity costs when your managers or internal HR staff spends their time with the details of the hiring process - from developing a sourcing strategy, to prescreening and reviewing applicant’s backgrounds, conducting reference checks, scheduling interviews etc.  Estimates range from 30 to 100 hours or more per position.  Is that the best use of your valuable internal resources?  Given the high costs of hiring mistakes and the impact even a few bad hires can have on running your business, working with expert recruiters can easily pay for itself in a very short period of time.

Contact us today with any recruitment needs you may have: 707-576-7653.


Recruiting a Strong Team
25 May, 2012

We have been hearing very good things from our winery clients: business is up, wine club membership is increasing, and direct to consumer sales are growing. Expanding the team with a skilled, strong support staff is essential in keeping the momentum going! 

Our year started off strong with calls for qualified Tasting Room, Hospitality, and Direct to Consumer Managers and we continue to receive requests for these roles. But, as we successfully place these managers our clients turn to us in need of individuals with specialized skills necessary to support these managers and become an integral part of the team.  Some of these positions include Customer Service Specialists, Administrative Professionals and senior level Executive Assistants. 

Complimenting and rounding out the management team are positions we have recently filled including Controllers, Marketing Managers, and Operations Managers.  Positions we are currently working on include an Accountant and a Customer Service Specialist. Review a list of current job postings by going to our website at: http://www.personnelperspective.com/Job-Opportunities.asp.

If you are looking to add a key manager to lead your group or if your current challenge is to find that critical staff member to support the team contact us today to learn more about our recruiting services.


Conflict Can Impact Your Bottom Line: Resolve it Quickly and Efficiently
30 April, 2012

Most conflicts can be resolved without defensive responses, angry accusations and continued misunderstandings. When conflict is managed correctly, it's a healthy way to explore different ideas and options, strengthen relationships, and arrive at creative solutions that benefit individuals and the organization. 

Diana Laczkowski, Associate of The Personnel Perspective and resident conflict resolution specialist, recently spoke at a premiere event in Santa Rosa: Biz Now, held April 19th. Before 300 business owners and high level managers, she shared information on conflict in the workplace, how it can impact your business, and how to resolve it properly. 

She asked “What happens when people in your organization don’t get along; when some employees have supervisory power and others have a new level of autonomy through a promotion or change in position”? 

Her response, “Things can go sideways quickly or it can slowly happen over a period of time. You may see individuals challenging authority while others feel there is a lack of respect.  This can impact both morale and the bottom line if it is not addressed, or a formal complaint could result.  People get distracted and their energy is drained rather than being productive”. 

Conflict among employees within an organization can affect everyone around them. Work slows down and even stops when a major conflict is happening. Resolving conflict quickly and efficiently is best, making sure you avoid superficial resolutions. A handshake and an apology don’t always cut it; people tend to go back to their old ways. 

Diana stressed the importance of having a skilled manager or a neutral third party who can listen to each person involved in conflict in an effort to discover what the core issues are, taking time to find out what underlying messages are being shared. These may include statements such as “my reputation is at stake” or “my experience is not being acknowledged”. Building your listening ability is a critical skill for conflict resolution. People need to be heard before they can really let things go. Paraphrase and repeat what people say, making sure you really understand how they are feeling. 

She also finds it is important to have clear roles, responsibilities, and lines of authority. Many times conflict can arise from misunderstandings of what a person’s role is, or what level of responsibility and authority they hold. 

You want an engaged team and it is important to lead by example and keep engagement alive and well. Your business will thrive and grow along with your profit margins. The future is brightest when everyone is working together and getting along. 

If you are interested in more information on our conflict resolution services, please contact Amy Chiurco; Director of Business Development and Client Services at The Personnel Perspective, at 707-576-7653 or amyc@personnelperspective.com.


The Personnel Perspective Establishes a Niche in Direct to Consumer Job Placement
02 April, 2012

Everything we hear and read confirms that establishing a successful Direct to Consumer program is a top priority in achieving your winery revenue goals.  Wine industry D to C sales grew in value by almost 9% last year. Cutting the “middleman” out and selling wine directly out of the tasting room means increased profit. But, critical to a successful program is having the best people with the right skills in place.  Some of the key roles include: Director of Retail Operations, Hospitality Director, Tasting Room Manager, Wine Club Manager, and Director of Direct to Consumer Sales.

As a full-service Human Resources firm, The Personnel Perspective, is able to help you identify the skills needed to meet your goals based on your Direct to Consumer program.  We have established a niche in this area and we continue to expand our talent pool with each new  recruitment we accomplish.  We work with your Public Relations Director or external PR Firm to understand your short and long term goals and then we source the right people to support that plan. 

A few searches we are currently working on include: (See our website for job details)

Director of Retail Sales
Director of Retail Operations
Tasting Room Manager
Direct to Consumer Director 

We welcome the opportunity to introduce you to some stellar candidates with the skills and experience needed to support you in achieving success with your Direct to Consumer program. Contact us to set up a time to meet to discuss what key position is right for your organization. Together we can help you achieve your program’s success.


The Wine Industry is Hiring!
17 February, 2012

Bilingual Vineyard Maintenance Shop Supervisor

This key position requires someone with advanced mechanical ability and skills. Responsibilities will include rebuild, maintain and repair of all vineyard equipment; ordering parts and supplies; preparing maintenance records, ensuring safe work practices, and performing advanced rebuild and repair jobs for all vineyard equipment. Additionally, the Shop Supervisor will oversee a team of mechanics in an environment that promotes efficiency while ensuring safety. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=440

Assistant Winemaker / Operations Manager

This important position requires someone with experience in bulk wine and raw materials procurement, wine blending management and overseeing all production related activities in the lab, cellar and bottling line. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=442

Tasting Room Manager

We are looking for a proven Tasting Room Leader to provide strategic vision for operations, manage outreach and referral programs and work with Visitor Center Management. This new addition to our team will also be responsible for training, mentoring and motivating staff to successfully drive wine sales, club memberships and exceed targeted goals. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=443

Public Relations Director

This family winery is seeking an experienced, results-oriented Public Relations Director to join its Marketing & PR teams. This exciting role will focus on driving visibility to the  portfolio of wines while managing wine reviews, managing relationships and driving consistent dialog among various media outlets while developing thoughtful, creative story angles. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=444

Director of Retail Sales

Join our family of innovative and dedicated professionals as we build on our current success. As the Director of Retail Sales, you will set the daily standard for exemplary customer service, hire/develop/train your enthusiastic staff, implement direct marketing and sales strategies to increase profitability, support visitor center events to assure their established high standards are met. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=445



 

Partial List of Wine Industry Clients

Aubert Wines

Bergin Glass

Bouchard Cooperages

Cakebread Cellars

Chalk Hill

Chateau Montelena Winery

Constellation Wines US

Evening Land Vineyards

Far Niente

Ferrari-Carano Winery

Frank Family Vineyards

J. Lohr Winery

Jarvis Winery

Joseph Phelps Winery

Juicebox Napa

Korbel Champagne Cellars

M. A. Silva Corks USA

Morlet Family Vineyards

Mumm Cuvee

Napa Valley Vintners' Association

Paul Hobbs Winery

Peter Michael Winery

Portocork America

Robert Mondavi

Rombauer Vineyards

Rubicon Estate

Silverado Vineyards

Stag's Leap Wine Cellars

St. Francis Winery & Vineyards

Terlato Wine Group

Treasury Wine Estates

Trinchero Family Estates

Vineyard & Winery Management

Vino Farms 

Warren Winiarski, LLC

Download(s):

Title Name Email Phone
Managing Partner Karen Alary karena@personnelperspective.co
m
707 576-7653
Director of Training and Development Arlene Smith arlenes@personnelperspective.c
om
707 576-7653
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An article on how family-owned wineries plan for future success with the help of non-family employees.


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Accountability, or the lack of, tops the list of serious issues that organizations face.


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Leadership in Action


Our Clients Share Why They Select The Personnel Perspective


I'm 100% Confident I Am Meeting the Top Candidates

"I am 100% confident that I am meeting the top candidates..." Tim Allen, President, Allen & Associates [More]


I was referred to The Personnel Perspective by a peer. I would not consider finding our National Sales Manager in any other way..." Nick Guerrero, Managing Partner, Wines of Vine Hill [More]


Excellent Candidates
In my mind, what sets The Personnel Perspective apart is the fact that they do not try to shoehorn a candidate into a position..." David Hanson, Past President, LaFitte Cork & Capsule [More]


Ensure a Culture Fit
I thank you for your professional diligence in getting the search for our VP of Marketing completedâ¤| Kathryn Lindstrom, General Manager, J Vineyards & Winery [More]


Professional
You went beyond the call of duty on the search for our Brand Managerâ¤| Kate Sorenson, Human Resources Manager, Rodney Strong Vineyards [More]


At Paul Hobbs Winery we have been utilizing the consulting, training and recruiting services of The Personnel Perspective for many years..." Michael Riel, Previous General Manager, Paul Hobbs Winery [More]