Attracting and retaining talented employees is one of the biggest challenges
facing every industry today. And one of the major reasons for low retention
rates is the employment of bad managers, according to an expert.

"Managers are the most influential factor affecting employee retention,"
said Mohammed Benayoune, Director and Head Coach of Canada-based training
group Achievement Centre International. "Most of the time people leave
managers, not companies. When somebody resigns most probably the resignation
is due to the boss. And there are statistics that back this up."

Benayoune said a survey by professional services firm Towers Perrin found
that the main reasons employees stay at a company include having a good
manager, a challenging work environment and career advancement.

The honesty, consistency and motivation provided by a manager were always
almost top priorities. The money factor, Benayoune added, did not usually
appear on the top list.

Another study by Sirota Survey Intelligence found that employees who felt
their manager did not respect them were three times more likely to leave
over the following two years than those who felt respected.

MAIN CONSIDERATIONS

General factors that employees in the Middle East are looking for:
- Long-term career path with multiple options
- Good leadership
- Professional development
- A challenging work environment that leads to personal growth
- Respect and appreciation of their personal contribution
- Sense of mission and purpose
- Financial rewards and job security (for expatriates)
- Fast promotion to higher managerial positions (for nationals)

Financial rewards that employees in the region are looking for:
- Salaries in line with the market
- Benefits such as housing, transport, health cover, school fees and annual
tickets for home leave for self and dependents
- Bonuses: Quarterly bonuses linked to company, department and individual
performance are found to work better than annual bonuses
- Company loans for house or car purchase
- Escalating rates of end-of-service benefit

Source:
Karen Remo Listana on Friday, March 21 , 2008
Emirates 24/7
http://www.business24-7.ae

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

I just finished your survey on grocery stores. I am about to take a look at
employee retention resources on your website. I am a state employee who is
extremely frustrated with the constant turnover in our unit. I know the
root of the problem, but no one else seems to care. I have submitted ideas
and pointed out the obvious, to no avail. I am seeking another position and
I am willing to take a pay cut for the opportunity to get out of here. I am
tired of training new employees (which takes a year) only to have them
leave. There are jobs of equal pay that do not require travel in your
personal vehicle with mileage reimbursement at 44 cents per mile. I really
can't blame them…so I'm leaving as well. Maybe your site will have
something I print out to bring to the meeting!

P.S. Sign up for our free Navigator Newsletter
www.chartcourse.com/emailnavnews.htm

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

Navigator Newsletter #134

PERSONAL NOTE FROM THE CAPTAIN

Thanks to all of you who asked about the weather
here in Atlanta this past weekend. In all the years
I have lived in Atlanta this was the scariest I have
seen it. On Saturday I was standing in my driveway
looking at rotating clouds thinking a tornado was
heading for us. Fortunately, it passed over and missed us.

Spelling/grammar errors: Jan is out this week, so I
had to edit my newsletter. So, there is bound to be
errors. I know many of our Navigators LOVE to find
those little mistakes. I really appreciate it and ask
“forgiveness” in advance.

Also, take two minutes and tell us what your favorite
grocery store is. See survey below.
============================================
BEANS, BACON, BOLOGNA, AND BEAUTY PRODUCTS:
America’s Favorite Retailers Have One Thing In Common – Great Service

One of the first jobs I held was with K-Mart. Back then
K-mart was one of the top retailers in the country. I was
proud of the fact that of all the sales people working
at our store, I generated more sales than any other
person.

My success was based on one reason. I was good
at announcing “Blue Light Specials.” Most people
reading this probably don’t know what a Blue Light
Special is, but when I made my announcements
shoppers came running to my department with money
in their hand. I don’t want to say how many years ago
that was, but that was a long time ago. Wow, have
things changed since then. Now K-mart is at the bottom
of the list.

In May of 2007, the Quality Digest completed a customer
satisfaction survey of the best and worst retailers as
ranked by consumers.

TOP 10

Wegmans
Trader Joe’s
Nordstrum
Publix
Amazon.com
Kohl’s
Whole Foods Market
Costco
Barnes and Noble
Bath and Body Works

BOTTOM 10

Dick’s Sporting Goods
Sears
Best Buy
Albertson’s
Big Lots
Circuit City
7-Eleven
Home Depot
K-Mart

In addition to ranking the best and worst retailers, the
survey analyzed the primary reason shoppers choose
one retailer over the other. As a business consultant
who specializes in hiring, service, and employee
retention, I consider this is the most important aspect
of the survey.

Consumer trends and brands change rapidly.
What is popular today soon becomes ancient history
tomorrow. However, there are two factors that consistently
build customer loyalty no matter what business you are in.

Which is more important–the price of the product, or the
shopping experience? Quality Digest asked people to
choose between two factors that would cause them to
recommend a store to others. The first factor was “value”
which equates to the feeling they “got their money’s worth.”
The other factor was the “shopping experience” which
included a gamut of elements such as friendliness and
helpfulness of employees, checkout lines, cleanliness,
and location of the product.

Front Line Employees Provide the Key to High Customer
Satisfaction Scores

In the end, the number one reason people choose a
retailer was the “shopping experience.” The survey
further showed the major contributor to the shopping
experience was “employee helpfulness.” Value and price
is important, but in this survey as well as others, the
number one reason shoppers come back over and over
again is the shopping experience.

Hiring good employees and then training them on good
customer service skills remains the driving force of either
creating a positive or negative experience.

Trader Joe’s is a different kind of grocery store that provides
both value and a pleasing shopping experience. Listed #2
on the list, these stores are growing rapidly in popularity.
One interesting customer service technique one store
employs is the Trader Joe’s Fearless Flyer. This unique
marketing flyer generated an additional $40,000 of
business during one weekend.

You can go to my blog and see the Trader Joe’s video
discussing the flyer.

==========================================
ADDITIONAL RESOURCES

Service First Videos

Need a good frontline customer service training program?
We are in the process of revamping and reshooting our
videos. Once the new videos are completed, the price
will increase by $400. You can wait and order the new
program later or take advantage of the current price.
Go to this page to see samples of the videos:

http://www.chartcourse.com/servicevideo.htm
==========================================
TELL US WHAT YOU THINK
YOUR FAVORITE GROCERY STORE

On May 4, I am conducting a workshop on customer
service for the Food Marketing Institute (FMI) in Las
Vegas. FMI is the largest association of grocery stores
and supermarkets in the world. You can help me by
taking two minutes and answering three questions on
our online survey. Here are the three questions:

1) When choosing a grocery store, which ONE of the
three factors is MOST important?
2) Name your favorite grocery store
3) What frustrates you most about grocery stores?

Go here to take the two-minute survey:

http://www.assess.biz/survey_form.asp?m=89&s=2282
=============================================================
CHEERS!

At Key Bank, they start a parade each month gathering
employees in a line, going to a surprise destination.
Once there, they recognize anniversaries, birthdays,
achievements, promos, and introduce new hires.
During the monthly event they hold random drawings
for prizes and gifts. They also recognize star employees
that demonstrate the bank’s values such as teamwork,
respect, accountability, integrity, or leadership.

Source: 401 Proven Ways to Retain Your Best Employees
http://www.chartcourse.com/401-provenways.html
===========================================
TAKE THE NEXT STEP – BECOME A VOYAGEUR

If you have enjoyed my Navigator Newsletter, website, lessons,
and articles, then you will benefit from my special
member’s only Voyageur Business Coaching Program.

http://www.chartcourse.com/voyageur.html
============================================
HIRE AND PROMOTE THE RIGHT PERSON
FOR THE RIGHT JOB

Visit our website to see the latest in hiring and development
reports and assessments. We have over 25 different
kinds of reports for almost every industry. We also
provide a personalized selection service for those
companies who need an in-depth analysis of job
candidates.

www.behaviorprofile.com
============================================
PLANNING A MEETING, LOOKING FOR A SPEAKER?

Keep us in mind if you need a speaker, trainer, or facilitator
for an upcoming meeting or conference. In additional to
Greg, we have several other outstanding individuals at
different fee ranges. Contact Jan King for further information.
770-860-9464
==========================================
UPCOMING SPEAKING SCHEDULE

March 29 – Propane Gas Association – Atlanta
May 4-5 – Food Marketing Institute – Las Vegas
May 22 – Municipal Clerks Association – Atlanta
May 27 – Pizza Delight Corporation – New Brunswick, CA
May 21-23 – Society of Human Resource Managers
Annual Conference — Chicago

Please feel free to forward this newsletter to your friends
and coworkers.

Sign-up for Greg’s Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

+++++++++++++++++++++++++++++++++
Copyright 2008, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

www.chartcourse.com
www.highretention.com
www.behaviorprofile.com

Sign-up for Greg’s Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

The Quality Digest completed a customer satisfaction survey in 2007 of the
best and worst retailers as ranked by consumers. Trader Joe's was ranking
as one of top retailers as providing the best customer service.

Here are a couple of interesting aspects of their service strategy.

Art murals in the men's restroom:

http://www.youtube.com/watch?v=F4Rsi_78FL0

http://www.youtube.com/watch?v=9bxtHOAjhlU

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

Human Resource Management/Talent Management:
Win with One

Companies bent on high performance often manage their employees in a
flexible, more tailored way. Accenture calls this approach workforce of one
because it emphasizes individual needs and potential. Here's a look at how
workforce of one affects the human resources function, and how several
companies have won with one.
https://myoutlook.accenture.com/rd?1=AvcK~wonGP8SUTb9GqUe~yL~Jv0q~wD~&2=1267
3

Talent Management/Human Resource Management:
Being Strategic About People

Good companies have clear business strategies, IT strategies and operating
strategies. But high performers, explain Peter Cheese, Robert J. Thomas and
Elizabeth Craig, also have human capital strategies. In the second chapter
of "The Talent Powered Organization," the authors explain what this means
and why it's increasingly key.
https://myoutlook.accenture.com/rd?1=AvcK~wonGP8SUTb9GqUe~yL~Jv0q~wD~&2=1267
5

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

Navigator Newsletter #133

View newsletter with photographs and in color
http://www.chartcourse.com/Enav-133.html
============================================
PERSONAL NOTE FROM THE CAPTAIN

I just returned from Montreal this week where I was
working with one of the largest restaurant chains in Canada.
I know Montreal is a beautiful place, but I all saw was
snow. This organization has over 270 restaurants
where employee turnover is hovering between 80-100%.
When compared to the U.S., Canada is facing a
more acute shortage of workers. We soon will have
in place an employee retention strategy to reduce
employee turnover and save millions of dollars in
recruitment, hiring, and training costs.

-Next week I head off to the Bahamas to participate
on a three-day leadership conference on a cruise ship.
I know—tough life!

-Do you Trust Your HR Department? After being
delayed several months with other projects, I hope
to send you the results in March. (I hope) The
results may alarm you.

Here are a couple of other special events during
the month of March

–March is Employee Spirit Month
–DISC Assessment Teleseminar (See details below)
====================================
REWARD AND RECOGNITION PODCAST

I have a special bonus for you this week. I have
placed one of my Podcasts on my website
called Reward and Recognition Strategies that
Energize and Engage.

http://www.chartcourse.com/podcast1.htm
====================================
SURVEY DATA

EXECUTIVE PERKS
The Executive Compensation 2007/2008 Survey
of 5,300 employers finds 63 percent of organizations
offered cell phones to executives as a perk, and
an additional 44 percent provided laptops or
home PCs in 2007.

Source: Compdata Surveys ~ Olathe, Kan.

GRADUATES GOING FAST
The College Student Career Confidence Survey of
247 recent college graduates finds 61 percent
expect to remain with their first employer for less
than three years.

Source: Right Management ~ Philadelphia

EVOLVING EVALUATIONS
When 150 senior executives were asked, "How
often, if ever, do you conduct formal performance
appraisals of your staff?" they responded:

Once a year- 58%
Twice a year-31%
Quarterly- 8%
Never- 2%
As necessary-1%

Source: Office Team ~ Menlo Park, Calif.

As reported by the Human Resource Executive
Magazine
====================================
HEALTHCARE SHORTAGES COULD WRECK HAVOC

In an article written by Bill Leonard in HR Staffing
News he said . . ."Estimates from the National
Institutes of Health show that U.S. health care
organizations could face a shortage of 1 million
registered nurses by 2020. A study released in July
2007 by Watson Wyatt Worldwide and the American
Society for Healthcare Human Resources found more
than two-thirds of health care employers report having
moderate to great trouble retaining employees with
critical skills, such as nurses, compared to 43 percent
of organizations across all industries.

The Watson Wyatt study found that, while compensation
was a key ingredient to retaining skilled health care
workers, employers with the best retention records
offered a variety of perks, such as flexible scheduling
and more vacation time. According to Watson Wyatt
consultant Jamie Hale, the high-stress environment
in hospitals explains why some workers choose to leave,
and a chronic shortage of registered nurses and physical
therapists just adds to employee retention problems."
====================================
RETENTION TIP

30-60-90 Plan

Mercy Hospital has a 30-60-90 day plan for all new hires.
At 30 days a survey is sent asking how their initiation into
Mercy was and requesting feedback on HR and orientation.
At 60 days the manager sits down with the new employee
to find out more about them: their hobbies, interests, what
committees they might want to be on. At 90 days the employee
is invited to meet with administration (VP and CEO) to share
ideas for the future, what impressed them about Mercy, and
what they would change. Each employee is given a "hand"
decal for his or her name badge. This lets others know they
are new and reminds them to extend a helping hand or an
extra hand. At 90 days, they peel off the sticker and are
given a Mercy logo gift.

Source: 401 Proven Ways to Retain Your Best Employees
http://www.chartcourse.com/401-provenways.html
====================================
UNDERSTANDING DISC ASSESSEMENT TELESEMINAR

This teleseminar teaches people how to communicate using
the DISC language as a way of understanding themselves
and others. Learn how to interact with others and appreciate
different behavioral styles within the organization.

DISC is a model of human behavior that helps people
understand "why they do what they do." The dimensions of
Dominance, Influence, Steadiness, and Compliance make
up the model and interact with other factors to describe
human behavior.

Thursday, March 20
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$79 per person
Register Online

http://www.chartcourse.com/teleseminar_disc.html
====================================
ADVANCED DISC CERTIFICATION TRAINING COURSE

Upon successful completion of the training, you may
teach the DISC model in your organization or use it in
other applications outside of your business. You may
also develop training programs around the DISC model.
You will be qualified to use DISC assessments for hiring
and development. Training is conducted with Greg during
four, one-hour phone sessions.

http://www.chartcourse.com/disc_certification_training.html
====================================
NATIONAL EVENTS FOR THE MONTH OF MARCH

- March is American Red Cross Month - Created by
President George W. Bush to honor and support the
American Red Cross for their humanitarian mission.
It is also a time to reach out and become a volunteer
for the many projects and efforts this organization is
involved with.

- March is National Ethics Awareness Month – Created
to promote ethics awareness in businesses and
organizations across the country, by taking a closer look
at how we make decisions.

- March is National Women's History Month - A time to
celebrate contributions and achievements from women
throughout history, and where it has brought us today.

- March is Employee Spirit Month - A time for leaders,
CEOs and managers to inspire and motivate their
employees to create a better spirit and a better organization.

- The third week in March is ACT HAPPY Week - This is a
time to discover your "ACT HAPPY" method technique and
use it to aid your body in health, wealth and friendship.

- March 9th Daylight Savings Time begins - Remember to
turn your clocks forward one hour!

- March 17 is Saint Patrick's Day- A day to honor the
Patron Saint of Ireland, Bishop Patrick.

Source: Pam Lontos, PR/PR

+++++++++++++++++++++++++++++++++
Copyright 2008, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

www.chartcourse.com
www.highretention.com
www.behaviorprofile.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

LAST CHANCE TO SIGN UP FOR THE EMPLOYEE RETENTION TELESEMINAR

Designing an Employee Retention Strategy:
Five Steps to Reduce Turnover

Thursday, February, 21
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$145 per person
Register Online

Learn how to create a work environment that attracts, keeps,
and motivates your workforce. Discover why some employees would
rather work for a good employer than leave for a pay raise. This
session will show managers, owners, supervisors, and human resource
professionals not only how to retain their most talented performers,
but also how to transform your entire workforce into a high-retention
culture—saving organizations countless thousands of dollars. This
session is jam packed with tips, ideas, and easy to implement advice
for creating a high-retention culture.

CD recording available for those who cannot attend the live session.

http://www.chartcourse.com/teleseminar_retention.html
====================================
UNDERSTANDING DISC AND WORKPLACE MOTIVATION
TELESEMINAR

This teleseminar teaches people how to communicate using the
DISC language as a way of understanding themselves and others.
Learn how to interact with others and appreciate different
behavioral styles within the organization.

DISC is a model of human behavior that helps people understand
"why they do what they do." The dimensions of Dominance,
Influence, Steadiness, and Compliance make up the model and
interact with other factors to describe human behavior.

Thursday, March 20
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$79 per person
Register Online

http://www.chartcourse.com/teleseminar_disc.html
====================================
ADVANCED DISC CERTIFICATION TRAINING COURSE
Upon successful completion of the training, you may
teach the DISC model in your organization or use it in
other applications outside of your business. You may
also develop training programs around the DISC model.
You will be qualified to use DISC assessments for
hiring and development.

Training is conducted with Greg during four,
one-hour phone sessions.

http://www.chartcourse.com/disc_certification_training.html
=================================
MANAGEMENT TRAINING PROGRAMS

The workshops listed below are available as
classroom-delivered events and/or through online
delivery (or blended together). CYC can deliver the
workshops at your location or you can purchase the turn-key
instructor kits for in-house delivery.

CURRICULUM INCLUDES:

1- Essential Skills of Leadership
2- Essential Skills of Communicating
3- Coaching Job Skills
4- Delegating
5- Developing Performance Goals & Standards
6- Effective Discipline
7- Improving Work Habits
8 - Supporting Change
9 - Resolving Conflict
10 - Managing Complaints
11 - Providing Performance Feedback
12 - Communicating Up
13 - Hiring Winning Talent
14 - Motivating Team Members
15 - Leading Successful Projects
16 - Solving Workplace Problems
17 - Retaining Winning Talent
18 - Developing and Coaching Others - Team Leader to Team Member
19 - Developing and Coaching Others - Senior Management Version

Available in classroom, online, and blended versions.
Prices are listed on the website.

For more information visit our website or contact
Seth Shepherd at 770-860-9464.

http://www.chartcourse.com/supervisortraining.html

+++++++++++++++++++++++++++++++++
Copyright 2008, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

www.chartcourse.com
www.highretention.com
www.behaviorprofile.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

Good Morning Greg,

I thought I would share with you a revelation in how I perceive world class
customer service.

After years of sharing information with you, I have also read the customer
service training regimens of Disney, Windham Hotels and have been fortunate
to employ a previous employee of Ritz Carlton.

I made a classic mistake. When reviewing and tracking performance I found
that I would undergo peaks and valleys of customer satisfaction statistics.

They directly linked with when I would have customer service training
classes. My peaks directly followed my training regimens and I had
impleneted a three class module that included, What level of service we want
to deliver. Problem Solving and a service recovery plan. Delivery value by
performing beyond our service commitment.

The training did not make the change permanent and would dip customer
service statistically because I failed to recognize I had not made a
permanent change in each associates concept and delivery of outstanding
service.

Repetition and reinforcement of a skill set can take substantial and ongoing
training and not just a one, two, three approach. I failed to change the way
people think by giving them constant reinforcement and thus old habits
re-appeared.

Customer service will now become a constant and consistent part of our
culture. You have to live and breath customer service to be consistently
effective. We now do round table problem solving at a unit level every week
for about 10 minutes and discuss openly service challenges and how they were
handled. Every manager in this company is charged with permanet effective
change.

Have you written or do you know of a good source for change management. I
have been through four acquisitions is as many years and unfortuneately the
stock holders have failed to substantiate any value in their Human Capital.

Poor communications and I suspect some poor business acument have reeled
this company. Our name will change on 1/1 and I have to find a solutions to
get these people to take control of this situation and empower everyone to
take a long look on what ddirves a healthy, happy company. I believe real
wealth is achieved by taking a long term approach and not necessarily
looking at short term gains. I see some things that make ke very skeptical
and it may be time for me to move on as I perceive my philosophies of
effective Human Captial Management to conflict with current ownership. I
guess I ma reluctant to face that after 11 years of hard work and trying to
build a Legacy to be proud of I see that interests lie only in money
andbeing ruthless is a vialbe option. Not for me.

Your opinion would be of great value. I see symptoms that make me very
uncomfortable.

Dave

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464

TELESEMINAR ~
DESIGNING AN EMPLOYEE RETENTION STRATEGY
Five Steps to Reduce Turnover

Thursday, Feb 21
3:00-4:30 p.m. EST (Atlanta time)
90 minutes/$145 per person
Register Online

Learn how to create a work environment that
attracts, keeps, and motivates your workforce.
Discover why some employees would rather work for
a good employer than leave for a pay raise. This
session will show managers, owners, supervisors,
and human resource professionals not only how to
retain their most talented performers, but also
how to transform your entire workforce into a
high-retention culture—saving organizations
countless thousands of dollars. This session is
jam packed with tips, ideas, and easy to implement
advice for creating a high-retention culture.

http://www.chartcourse.com/teleseminar_retention.html
+++++++++++++++++++++++++++++++++++++++++++++++++
WHY EMPLOYEES JUMP SHIP

In this week's edition of Tampa Online, Bob
Weinstein interviews Greg on the top reasons
employees quit. To read the article go to this
link:

http://www2.tbo.com/content/2008/feb/03/why-employees-jump-ship/
++++++++++++++++++++++++++++++++++++++++++++++++
WHO NEEDS CUSTOMER SERVICE?

We can help you custom design a unique customer
service strategy or provide you with over 12 off-
the-shelf customer service training programs.
There are specific programs for retail, service,
professional, and healthcare organizations. You
can purchase the material to teach the class
yourself, take it online, or we can send someone
to teach it for you. For more information visit

http://www.chartcourse.com/captainscustomerservice.html

+++++++++++++++++++++++++++++++++
Copyright 2008, CYC International

This publication and the Navigator Newsletter
is provided by Chart Your Course International.

Published by Greg Smith
Chart Your Course International Inc.
Phone: 770-860-9464/800-821-2487
Address: 2814 Hwy 212, Conyers, GA. 30094

www.chartcourse.com
www.highretention.com
www.behaviorprofile.com

Sign-up for Greg's Navigator Newsletter by visiting
http://www.chartcourse.com/emailnavnews.htm

To unsubscribe go:
http://www.chartcourse.com/navigator-unsubscribe.html

Posted by Chart Your Course International
We show businesses how to hire, retain and engage the workforce.
http://www.chartcourse.com
770-860-9464