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Training: Why Not Do More?

By Kraig Ware , VP of Operations, TYGES International

How much do you spend on training? No matter the amount, we can all agree that training is vital to our team’s overall success and development. In the United States, spending on corporate training grew by 15% last year (the highest growth rate in seven years) to over $70 Billion in the US and over $130 Billion worldwide, according to Forbes contributor Josh Bersin. Again, training is vital; however, I wanted to challenge you and your company with the following question, “Why not do more?”

Not more training per se; yet, just do training in such a way, that it does more. 

Case in point, TYGES International held a team training event to demonstrate the basics of an assembly line within a factory. The team was split up into R&D, production managers, process engineers, assembly workers, quality control managers, material handlers, etc… The office was set up to include 4 cells within the factory, along with a warehouse. The “secondary” goal was to demonstrate how a factory works and bring attention to the SOP of each position; thus, bringing more clarity to the types of positions that we recruit for everyday.

Sounds pretty ordinary, right? I mean, you set up a team training event and bring clarity to a process, a system, or to enhance a skill(s). The overall goal of having some fun, while learning something that will improve the performance of your team. In TYGES’ case that was the “Secondary” goal. So what was the “Primary” reason or goal?

Here is where the, “Why not do more?” comes in.

When I first got out of college, I thought it was all about the career/money. I still remember what my grandfather shared at my graduation. He shared three things. He said,

“Always be nice to people (never burn a bridge), always have a place in your heart for God (it’s bigger than you), and it is not all about the money.”

I thought to myself, in a loving way of course…What, was this old man crazy or out of touch? I just graduated, I have the world at my finger tips…of course it is about the money. But you know, after my first 25 years of managing incredible people, he was dead on. Money is never the #1, it really doesn’t matter which Employee Survey you use. So what is #1? Usually a big #1 or in the top 2 or 3 is PURPOSE.

So how could a team training of a factory’s assembly line have “purpose” or IMPACT. That is answered by the finished product that the factory made. In this case, the factory made 25 “Survival Boxes” for homeless folks that have found themselves in a difficult season. The “Survival Boxes” bring much needed items to survive during the cold winters of Virginia and more importantly, they bring Hope.

At TYGES, we believe (and it is our stated mission):

We’re here to make good things happen to other people.

TYGES International’s Santa’s Workshop was a success! The 25 “Survival Boxes” pictured under the Christmas Tree are being delivered tonight…it’s never too late for a gift of HOPE.

When you train, do more! Sure, the TYGES team learned the ins and outs of the factory during this team training and yes this will help them to be more successful in helping other people. Much bigger than that though, is the money spent wasn’t for a video or a nice team trip; yet, to help someone who “really” needs it.

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives.  Learn more about TYGES at, on Twitter @TYGESInt, or here on our blog at

Our mission is simple:

We’re here to make good things happen to other people.


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What is the “Key” to a Team?

By Kraig Ware , VP of Operations, TYGES International

If you’re like me, you have often wondered what is the most important thing you can do for your team? What is the key? There is no doubt that people are the most valuable assets we have regardless of our size, location, or industry. So, what could be done to make the company more attractive, its best, for the team? Many things probably come to mind: Money, Benefits, Office Environment, On-Site Child Care, Continued Education, Systems, and Processes to name a few. But isn’t there always “more” money, “better” benefits, or “nicer” offices?

Let me ask you this…who is your best friend? Why are they your best friend? Is it because of money, benefits, or the home they live in? Ok, some of you may not want to answer that question. But seriously, of course not. There is a personal value, a connection, a relationship…it’s just fun to hang out and do life together.

I recently read a book, “FIRST, Break All The Rules” by Marcus Buckingham & Curt Coffman. Basically the book is based on a Gallup study that was conducted on over 80,000 Managers in over 400 Companies. There was a correlation between employee opinion and business unit performance, across many different companies. Second, this study revealed that employee opinion was not consistent within a company; yet, it was consistent within each business unit they worked for within the company.

“This means that the team’s immediate manager had more influence than the overall policies and procedures of the company.”

Perhaps this Gallup study confirms the gut feeling that it is not just about the money, benefits, office space, and all the perks. They are important things; however, the “key” is the manager…the human touch if you will. This person provides value, connects, and helps to do work-life together. If you are fortunate enough to be a mentor, teacher, leader, manager of people in any capacity, know that you are the “key” to your team. As Gallup concludes, the manager is ultimately responsible for the success of the business unit and/or company.

Perhaps your not the touchy feely type. OK, we can put down the tissues and grab the P&L. The study showed that positive employees are more productive, on average 4.56 percent over their sales budget and generally hang around longer, which equates to less turnover. What would it mean to exceed your budget by roughly 5% vs. underperform? How much does it cost your company to find, hire, onboard, and train a new employee? What about down time in the process? You can do the math.

One of our values here at TYGES is, “To respect and value the team above yourself.” In this context, what can we do as leaders to make sure the folks we have been entrusted to, perform at their highest potential? There is no silver bullet and we all have different styles. However, here are six questions (a sample) contained in the study that we should all strive to obtain a score of five. One being the worst (Strongly Disagree) and five being the best (Strongly Agree). These questions may seem overly simple; yet, wouldn’t you agree, sometimes that’s the kind of stuff that gets overlooked.

  1. Do I know what is expected of me at work?

  2. Do I have the materials and equipment I need to do my work right?

  3. At work, do I have the opportunity to do what I do best every day?

  4. In the last seven days, have I received recognition or praise for doing good work?

  5. Does my supervisor, or someone at work, seem to care about me as a person?

  6. Is there someone at work who encourages my development?

Hope this helps…Best of luck in 2017.

I encourage your feedback as I focus on striving for excellence within the business world and within our personal lives.   Let’s stay in touch and connect  on LinkedIn. You can also follow me at twitter @SKraigWare  Learn more about TYGES at, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.


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Planning Your 2015 Strategy

By: Jonathan Bogush, Director of Connectivity

2015 is here and you must start planning your client leads generation strategy. You should be ahead of the game in your competitive niche, understanding who your potential clients are, and making sure that you have a clear picture of their biggest issues and their potential areas for growth. Knowing this about your clients will in no doubt increase your edge and boost your success rate over the next 12 months.

In the high-tech manufacturing recruiting world there are a few crucial tips to planning your client leads generation strategy:

#1 Know Your Target
Avoid falling into the trap of complacency particularly where your clients are concerned especially as change is the only constant in business, if not in life. Every year, make an effort to know your clients better – what they need and want in terms of talent, what ways you can address them with your marketing message, and what value you can bring to their organization in terms of the talent network you have access to.

Doing your market research in your particular recruiting niche will require time, energy and, in some cases, money but the rewards are well worth it. You will be in better touch with your client’s position in the market and as such increase your chances finding talent that will be a match professionally and culturally for their organization.

#2 Polish Your Story
You will be hard pressed to convert potential client leads into actual clients if your marketing message has little to no appeal to them. Keep in mind that potential clients want an engaging marketing message that displays your ability to understand who they are competitively in the markets they serve and what factors (technology or otherwise) may be driving change in their business over the next year. In addition, it is imperative to express how building a relationship with your recruiting practice will benefit them in terms of increasing the quality and speed in which they hire impactful talent.

To really polish up your story, look at your marketing materials and determine their appeal in terms of form (e.g., colors, fonts, and images) and function (i.e., service description, recruiting metrics, and overall content) for your target audience. Make the necessary changes so that your client leads will find your offer much more attractive.

#3 Personalize Your Approach
When you know who your potential clients could be, personalizing your marketing message will become a lot easier. You must layer the information in your message to show that you have experience working within their competitive landscape and have a method by which you research, source, and ultimately place individuals with their organization. Laying out your marketing message so that you establish your presence within the niche they serve and then providing rock-solid metrics and pervious scopes of your past placements will help your client leads better relate with what you can offer and in turn increase the chances they will want to work with you.

Remember that personalization also involves showing relevant content in real time. Sending an email with a PDF marketing presentation and then following up with a brief phone call and voice mail no longer cuts it. Make yourself available for your client leads, be it via online forums, mobile phone conversations, and email communication.


Senior Project Engineer with 7+ years of experience as an automotive electromechanical design engineering background willing to move the greater Detroit area – Looking for a someone to work directly with my client’s automotive OEM customer base to design electromechanical products such as switches, lead frames, plastic housings or copper terminals.

Process Engineer with 5+ years of experience working within a wire/cable manufacturing plant; must relocate to the greater Indianapolis area – Looking for an experience Process Engineer from a wire/cable manufacturing background that has a deep expertise in LEAN/Sigma practices, knowledge of extrusion, cabling, jacketing, etc.

Manufacturing Technology Engineering Manager willing to relocate to the greater Louisville, KY area – Looking for someone with a strong connector tooling and fixture design background, knowledge of designing automated assembly equipment, and serving as a global project engineer.

Jonathan Bogush, Director of Connectivity
Direct Line: (757) 208-7231, Email:

Dallas Ventre, Executive Recruiter
Direct Line: (757) 603-4243, Email:

JT McNeal, Executive Recruiter
Direct Line: (757) 603-4003, Email:

Pamela Webster, Executive Recruiter
Direct Line: (757) 603-4025, Email: