Four Things Employers Must Know About Hiring Millennials - February 2019 Volume 4 Issue 2
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February 2019
Volume 4
Issue 2
Four Things Employers Must
Know About Hiring Millennials
page 10
Creative,
Inspiring
&
Projects
from across the
Midwest
...
GREAT LAKES
GRAPHICS ASSOCIATION
Start Collecting Your Most Creative & Best Projects
For Entry into the Great Lakes Graphics Association
ALL FOR ENTRIES
2019 C 2019 Graphics Excellence Awards Competition!
The monthly membership magazine for the
4 Events
Great Lakes Graphics Association
Volume 4 / Number 2
February 2019
5 Graphics Excellence Awards
Staff Contacts
Joseph Lyman
6 State News
President
jlyman@glga.info
(262) 522-2212
8
Bill Gibson
Economic Growth Illinois Director
bgibson@glga.info
(312) 704-5000
10 Hiring Millennials Brent Eckhart
Indiana Director
beckhart@glga.info
(317) 733-8512
12 Sales Coaching
Sharon Flick
Communications Director
Editorial contact
14 Ask the Technical Experts! sflick@glga.info
(262) 201-4730
Debra Warner
15 Member2Member Connection
Membership Development and
Engagement Manager
Advertising contact
dwarner@glga.info
16
(262) 439-8992
New Products and Services
GLGA Hotlines
Technical Hotline
17 Membership News Do you have questions about a
technical process? Call the PIA
Technical Hotline at
(800) 910-4283.
18 Calendar
Free HR Hotline
Use the free InfoNow line to get
answers from MRA’s HR profes-
sionals. Call toll-free 24/7 at
(866) 275-6721, or email
infonow@mranet.org.
Great Lakes Graphics Association — www.glga.info • 3
EVENTS
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4 • Graphics Journal — February 2019
AWARDS
Take Your Place Among the Best -
Enter the Graphics Excellence Awards
Competition!
The Great Lakes Graphics Association proudly presents the 2019 Call for Entries for
the Graphics Excellence Awards – the most prestigious symbol of printing excellence
throughout the Midwest.
This awards competition showcases one of the largest collections of diverse printed
products in the country. With 100 categories to choose from, there are opportunities
for every company and every capability. This is truly a competition where size doesn’t
matter - small, medium and large companies take home honors every year.
GEA winners leverage their awards to gain competitive advantage in their markets,
strengthen current and future client relationships and establish a win-win for both
organizations. It’s a singular and powerful promotional tool.
Showcase your company and enter the 2019 Graphics Excellence Awards competition
– together, let’s celebrate PRINT. Select your winning entries today - the deadline to
enter is March 1, 2019! Questions? Contact Debra Warner at (262) 439-8992 or via
email at dwarner@glga.info, or visit www.glga.info to download the Call for Entries
brochure and Easy Entry System files.
THANK YOU TO OUR Our 2018 People's Choice winners.
Top, the Milwaukee winner,
CURRENT SPONSORS: BEST OF SHOW Philipp Lithographing Co.
Bottom, the Addison winner,
McGrath Printing / Custom Apparel.
RUNNER-UP
GOLD
SILVER
BRONZE
Great Lakes Graphics Association — www.glga.info • 5
STATE NEWS
Wisconsin
Recently, I updated you on GLGA’s efforts to create a fully-funded Association Health Plan (AHP). I want to
bring you up-to-date on its progress and what to expect in the next few months, especially since it could be
a great fit for most members and provide a huge return on investment on membership.
We recently retained legal services of an extremely experienced attorney who practices employee benefits
By law. The Association’s next step is to submit our request to the United States Department of Labor so we
Joe Lyman can receive a summary judgment. This single act will allow the Association to provide health care offerings
President across state lines.
After a summary judgment is provided, GLGA will be sending a survey/census to members asking them
Contact Joe:
(262) 522-2212
to provide us with demographic information about employees. No sensitive information will be shared
jlyman@glga.info – more, this is the Association’s opportunity to gather as much meaningful information that can be used
to negotiate the best possible rates with best-in-class national insurance carriers. Please expect to receive
information in the next few months about how to participate in the survey/census.
Once a deal with national carrier(s) is finalized, the Association will officially launch its website that
will help you conveniently “shop” for the plan designs that best match your needs and price point. The
Association Health Plan is fully-funded, and all insurance premiums and fees are paid directly to the insur-
ance carriers. In the case of GLGA’s AHP, we are simply the plan sponsor, not the third-party administrator.
As always, if you have any questions, please contact me at jlyman@glga.info or (262) 522-2212.
Get your message seen
by key decision makers
in three states.
De al Y
oursel We offer space in
a Winn f
the magazine for
ing your color ad and
Hand
- room for your
Adver pre-printed inserts.
tise
in
Graph
ics
Journa
l! For more information,
contact Debra Warner
(262) 439-8992
dwarner@glga.info
6 • Graphics Journal — February 2019
Indiana
You can divide the world into two types of people: those who dichotomize and those who don’t. Whimsy
aside, I read an article several months ago comparing “transactional” and “transformative” leadership styles.
I must confess, I have always been a transactional guy. Identify the goal, develop good systems and process-
es, then drive those rigorously and daily throughout the organization. At this point in my life, I am not sure
if that is in my DNA or just habit, but nonetheless transactional leadership identified how I ran a business
By . . . and, in fact, how I organized homelife, pursued activities such as golf and in general approached life.
Brent Eckhart Transactional seemed to work. But that was then, and this is now.
Indiana Director
A second confession, I sometimes search Google when doing these columns – not to plagiarize, but to
Contact Brent: stimulate my own thinking. In thinking about transactional vs. transformational I searched “good is no
(317) 733-8512 longer good enough.” Wow! There is a body of literature out there on that subject to keep you reading for
beckhart@glga.info days. You can even read how “Great” is no longer good enough. Almost any industry you can think of –
grocery, apparel, printing, whatever – the old transactional thinking seems to no longer get the job done. I
hate to admit it, but I have to agree.
Earlier I mentioned golf. Golfers have tweaked improvements on the swing, club and ball for 200 years.
Now, along comes Bryson DeChambeau, ranked top five in the world, and he has the revolutionary idea
of playing with clubs that are all the same length and is first to embrace the new rule of putting without
removing the flagstick. Transformational is all over the place! So, what if you find yourself running a
business and you’re not a transformational guy or gal? My advice . . . consider finding someone - no, lots of
someones - who are transformational. I think it is that important. We seem to be at a true inflection point
when it comes to a leadership style that will thrive in the future. In the year 1450, hiring a great calligrapher
did nothing to improve the speed of setting movable type.
Illinois
Building value and benefits for trade associations such as the Great Lakes Graphics Association is an
ongoing “moving target” as times change and new challenges present themselves. Not only are we faced
with technology disruption we add into the mix generational changes coupled with day-to-day operating
concerns with HR issues, production bottlenecks, fast turnarounds….need I say more? Nah.
Your GLGA Illinois Advisory Committee is made up of a fantastic cross section of professionals: suppliers,
By
sales professionals, owners and production managers willing to devote their time, talents and energy to help
Bill Gibson
build a stronger trade association. Through their efforts they have provided ideas and actions for events,
Illinois Director
government affairs, educational programs and buying power incentives. I am forever grateful to these
Contact Bill:
individuals who have “stepped up to the plate” and helped develop a better association that is focused on
(312) 704-5000 providing the necessary assistance to member companies across the state.
bgibson@glga.info
This year promises to be filled with government affairs challenges in Springfield, postal rate concerns, EPA
and OSHA rulings, just to name a few. Our mission: to work collectively with our member companies and
suppliers as a united front to the betterment of our trade in Illinois. We accomplish this by identifying the
challenges of our members, discussing options and building solutions that will benefit all companies in our
trade.
By communication with this monthly publication, our Weekly Calendar distributed every Monday, Currents
e-newsletter distributed bimonthly, and urgent communication via the GLGA listserv (distributed to identi-
fied contacts within your company via email), we attempt to keep you informed on all issues that affect your
company. If you are not receiving this information or would like to add additional contacts please let me
know.
Your association is built to serve your concerns, and hearing your opinions only helps our offerings, benefits
and value for you. I invite you to attend a quarterly Illinois Advisory meeting as a guest with any items you
would like to have discussed or just sit in! If interested, let me know and I will send you an invite.
Our BELIEF: That print is – and remains – a vital and exciting piece of business communication.
We CHAMPION: The value of print in all forms to the greater community.
Great Lakes Graphics Association — www.glga.info • 7
ECONOMICS
Five Practices that Create and Sustain Economic Growth
Editor's note: our sister PIA affiliate Printing Industry of the Carolinas (PICA) asked Andy Paparozzi for his
thoughts on the outlook for 2019. Here’s what he had to say:
Expect 2019 to look a lot like 2018 for the commercial printing industry. Growth will continue – SGIA
expects total industry sales (all sources) to increase 1.5 - 2.5 percent this year, to $87.0 billion, after growing
roughly 1.7 percent last year. And, so will the intense pressure on margins created, as in 2018, by tight paper
markets, tight labor markets, excess capacity, and rising tariffs.
By At the company level, expectations vary dramatically. For example, the top fifth of the nearly 250-member
Andy Paparozzi SGIA Commercial Printing Panel expect their sales to increase an average of 14.5 percent this year while the
Chief Economist bottom fifth expect declines averaging 4.5 percent.
Specialty Graphic When asked where they see growth potential, some said “there is none” or “I’m not sure.” But, others listed
Imaging Association more than 20 products and services, headed by direct mail (51.3 percent), signs, wraps, and banners (38.5
percent), and packaging (35.9 percent) on the product side and fulfillment (43.6 percent), mailing (41.0
percent) and design/creative (38.5 percent) on the services side.
Why the radically different outlooks? To find out, we asked the bullish why they are bullish. We learned
that it isn’t anything they expect from a market or the industry at large. Rather, it’s confidence that there is
opportunity in commercial printing and that their team can identify and capture the opportunity.
Put another way, it’s not about growing with the market; it never is in a low-barrier-to-entry industry such
as commercial printing. It’s about practices that create and sustain growth. Here are five:
Minimize Friction
We hear it all the time: Clients want faster turns on shorter, more targeted runs. But, they also want a
broader range of services. So, it’s more than getting faster on a vanilla job. It’s quickly pulling together
services from database management to advanced creative and finishing –
the “wow” factor clients also want – to customized marketing programs.
“These practices can help make All those moving parts create friction.
change and challenges Minimize friction through capital investment that speeds up, automates,
and smooths workflow and by regularly evaluating major processes compa-
an opportunity rather than nywide, streamlining what adds value and eliminating what doesn’t. And,
a threat.” never assume you are productive enough.
Cultivate Critical Skills
Technology that boosts productivity and market reach is necessary for sustained success in commercial
printing but not sufficient. Winning also requires advanced leadership and management skills and employ-
ees at all levels who think about how to further boost efficiency and client value.
How do you make it happen in an industry where an old-economy image has created structural labor
shortages? Use resources created by the Print and Graphics Scholarship Foundation, www.pgsf.org, to show
young talent there isn’t anything old economy about our industry. Become an employer of choice by drawing
on resources such as 5 Tactics to Become an Employer of Choice by Christina Merhar, and The Eight Values
Of An Employer Of Choice by Dr. Tim Baker. And, maximize employee engagement: 5 Powerful Steps To
Improve Employee Engagement by Brent Gleeson and Coach to Your Team’s Strengths to Improve Employee
Engagement by Mark Tarallo will help.
8 • Graphics Journal — February 2019
XXXXXXXXXXXXXXXXXXX
Build Sticky Relationships with Clients
Sticky relationships make it painful for clients to leave by delivering value they can’t readily get elsewhere.
It keeps them in and the competition out. (Think of sticky relationships as barriers to entry you create.)
For guidance, see Creating Competitive Advantage
by Jaynie Smith, Why Satisfied Customers Defect by
Thomas O. Jones and W. Earl Sasser Jr., and Outside PRODUCT / SERVICE PERCENT CITING
In, The Power of Putting Customers at the Center of Direct Mail 51.3 percent
Your Business, by Harley Manning and Kerry Bodine. Fulfillment 43.6 percent
Mailing 41.0 percent
Signs, Wraps, Banners 38.5 percent
Follow the Golden Rule of Diversification Art/Design/Creative 38.5 percent
Packaging 35.9 percent
There’s a big difference between diversifying and
Web Storefronts/Web-to-Print 33.3 percent
diversifying profitably. Before jumping into that hot
Display Advertising/POP 30.8 percent
new service, answer these questions:
Customized Marketing Programs and Services 30.8 percent
• How important is the service to our clients and Promotion 25.6 percent
prospects? Is it a must-have or nice but not Figure 1: The top 10 responses when SGIA Commercial Printing Panel members were asked
essential? Can we prove it is a must-have? the following: Which products and services, whether you currently offer them or not, do you
believe have the most growth potential over the next two years?
• What’s really necessary to offer the service
profitably?
• How will we market, sell, and price the service?
• Do we have the personnel to offer it profitably? If not, where do we get them?
• Do we try it on our own? Or do we partner with an expert until we get to critical mass and high
enough on the learning curve?
The payoff will be reduced risk of missing an opportunity or of chasing something that, given our resources,
capabilities, and goals, will never be one
Ask the Right Questions
Legendary business consultant and educator Dr. Peter Drucker said, “In business, one does not begin with
answers. One begins by asking ‘What are our questions?’ ”
Regularly ask: What are we doing better today than we were six months ago? And, what will we be doing
better in six months than we are today? After all, in the increasingly competitive, complex commercial
printing industry, you are now either getting better or falling behind. There is no longer a third option.
A member of the SGIA Commercial Printing Panel summed it up best: “Even though we are growing, we
are not the least bit comfortable. The amount of change and challenges we see in front of us are quite daunt-
ing.” The practices above can help make the change and challenges an opportunity rather than a threat. Find
time for them in 2019 – and beyond.
Andy Paparozzi is Chief Economist with the Specialty Graphic Imaging Association, where he analyzes and
reports on the trends that will define the printing industry’s future. Previously, he worked 31 years at the
National Association for Printing Leadership, where he developed their State of the Industry Series, Capital
Investment Report, and numerous other studies on the commercial printing industry’s performance and
prospects. He is a Phi Beta Kappa, summa cum laude graduate of Boston College, holding a Bachelor's degree
in economics. He also holds a Master's degree in economics, with concentrations in econometrics and public
finance, from Columbia University. Follow him on Twitter at Andy@ADPaparozzi84.
Great Lakes Graphics Association — www.glga.info • 9
WORKFORCE PLANNING
Four Things Employers Must Know About Hiring Millennials
As we move towards the 2020 workforce, compa- generation is in the beginning stages of their career
nies face an interesting demographic dynamic and is focused on ramping up their work and lead-
in terms of talent acquisition – a workforce ership experience as quickly as possible. As their
comprised of Millennials, Gen Xers, Baby Boomers knowledge and responsibilities deepen, they will be
and Traditionalists. While each of these groups looking for pay increases that reflect this expertise.
has their own generational differences, the most
According to the survey, 29 percent of recruiters
notable are the expectations and approaches to
said their clients think work-life balance is the
work from Millennials (aged 18-36 in 2019), who
By most important factor for Millennials. This shows
are projected by 2020 to make up more than 50
Gary Bozza a significant disconnect between companies and
percent of the workforce.
President and prospective hires.
Managing Partner The Bureau of Labor Statistics 2014-2024
As employers look to better attract Millennial
WorldBridge Partners Employment Projections are forecasting total
talent, there will need to be a shift from delaying
Chicago NW employment to reach 163.8 million jobs by 2024,
discussions about salary until the offer stage vs.
which means generational differences will increas-
much earlier in the recruitment process, with the
ingly become an additional component of diversity
value proposition for each role to largely focus on a
relations at the workplace. As Millennials become
highly competitive salary. Especially in high growth
the largest segment of the labor force, hiring
sectors where specialized talent is in fast demand,
managers and recruiters will have to learn what
and the candidate pools are tight, compensation is
drives this generation during the job search process
often the driving factor for top millennial candi-
and how to keep them engaged once onboard.
dates in these environments.
A 2017 study on
#2: Company’s Market Reputation is Key to Most
Millennial Hiring
“You can’t hire Millennials in Trends conducted
Millennials.
a Baby Boomer culture! ” by MRINetwork Online presence, not surprisingly, was listed by
reveals that most more than half of recruiters (54 percent) as the top
companies are only channel leveraged by clients to attract Millennials.
neutrally focused However, 40 percent of Millennials said market
on specifically reputation has the most influence on their impres-
attracting Millennials. This sentiment is echoed sion of a company.
by most Millennials, who said they felt employers
Additionally, when asked if most of their clients
are neutrally or somewhat focused on appealing to
have an employer brand that is attractive to
them. These findings are a bit concerning consider-
Millennials, almost half of recruiters (48 percent)
ing an aging Baby Boomer population and the need
said no. Millennials (72 percent) said it depends on
for succession planning that will largely include the
the industry sector.
movement of Millennials into management roles.
These findings demonstrate that employers still
As a result, there are several areas where companies
have a long way to go in terms of understanding
and Millennials are not on the same page. The
how to appeal to Millennials and how to leverage
challenge is to help organizations understand why
retention strategies that will keep them engaged
they need to become acquainted with what top
and more likely to stay once they are onboard.
Millennial talent desire now, because you cannot
successfully attract Millennials to a Baby Boom While a key way to establish market reputation
culture. and brand recognition is through online measures,
savvy Millennials are looking at the overall posi-
Based on the study, here are the top four things you
tioning of a prospective company in terms of how
need to know about Millennials:
well the brand is known and respected, how it
stacks up to its competitors, and its future growth
trajectory. Companies will need to distribute posi-
#1: Cash is King.
tive messaging about the company, both internally
While advancement opportunities and mentorship and externally, to become more attractive as an
are important to Millennials, compensation was employer of choice. Messaging will need to focus
ranked as the top priority when considering a new on competitive pay, market footing and reputation,
job. That is likely because a large portion of this and career pathing.
10 • Graphics Journal — February 2019XXXXXXXXXXXXXXXXXXX
Although the entire strategy shouldn’t be based on the organization’s online presence, it will need to be
a key part of branding, since Millennials are more likely to leverage a host of platforms from
Twitter to Glassdoor to form impressions of the company and its culture.
#3: Career Pathing is What Makes Millennials Most Likely to Stay at their Company.
When asked what methods companies are using to retain Millennials, flexible work options, or
the ability to work remotely, was the top pick of recruiters (38 percent). Career pathing was not
far behind at 32 percent. More than half of Millennials (53 percent) say that career pathing –
mapping of incremental progression to new roles in the company – has the most impact on their
decision to stay with their employer.
This process begins not just with the manager but with the employee taking charge of their
own desired career path and in performance review discussions. Once goals are set, successful
completion now rests in the employee’s hands. The path is now clear for what they need to do in
order to be promoted or receive a pay increase.
Since Millennials are particularly focused on moving up the corporate ladder, career pathing
presents not only a plan for upward mobility but also empowers top performers to take ownership of their
ability to advance within the company. For this reason, career pathing can be a great retention tactic, espe-
cially for Millennials. However, there is also the potential to leverage it as a marketing and branding tool
to attract future top talent, when companies can share real examples with candidates about how their best
employees advanced within the company and how career pathing is imbedded in the organization’s culture.
#4: Millennials May Have the Upper Hand in the Hiring Process.
Most recruiters (71 percent) feel the labor market is candidate-driven among Millennials, whereas more
than half of millennials (53 percent) feel employers have the upper hand in the hiring process. This is an
interesting dynamic that may be a result of many factors. For example, in today’s fast-paced world where
Millennials are used to quick results and instant gratification, lengthy hiring processes and/or little or
no feedback about their standing in the interview process can make them feel discouraged towards their
prospective employers.
Companies may feel Millennials have more control because they often bring tech-savvy, new work
approaches and specialty skillsets to the table. Ultimately, as we get closer to a Millennial-dominated
workforce, it will be critical for employers to get a better understanding of this generation’s expectations to
successfully attract them into their organizations.
When you consider these four Millennial hiring insights, it’s clear that some sentiments match those of
other generations while others are dramatically different. It’s the attention to these differences, and the
adjustments or lack thereof made in the recruitment and retention processes, that will determine whether
companies will be successful in attracting and keeping top Millennial talent. Bottom line: you can’t hire
Millennials in a Baby Boomer culture!
Your preferred search partner can help you fine tune these plans to appeal more to high performing
Millennial candidates. Ultimately, when companies recognize the combined value, perspectives and impact
of successfully integrating distinctly different generations into their teams, they will be able to leverage
this to significantly improve their ability to develop superior products and services, and most importantly,
develop the future leaders of their organization.
Gary Bozza, President and Managing Partner of WorldBridge Partners Chicago NW, has been winning industry awards
and recognitions in talent acquisition for the last 22 years. His firm specializes in executive recruitment, succession and
transition planning and culture enhancement, and has helped produce significant growth and profits results in a variety of
ways for many graphic and printing businesses. Contact Gary at (847) 550-1300 ext. 33, garyb@worldbridgepartners.com.
Great Lakes Graphics Association — www.glga.info • 11SALES
Developing Sales Talent Requires Coaching!
Editor's note: this article from Keypoint Intelligence was provided
for GLGA members courtesy of Canon Solutions America.
As a baseball player, Tommy Lasorda was certainly What Else is Important?
not remarkable. He appeared in only 26 games in
High-performance print sales organizations have a
his professional career and gave up more than six
strong sales management structure that is focused
runs per game. As a manager, however, he was one
on developing and following best practices for
of the best of all time. His Los Angeles Dodger
By enhancing productivity, hiring the best talent,
teams took home two World Series titles during his
Kate Dunn improving sales staff skills, coaching reps, holding
20-year career as manager, a feat matched by only
Director, Business staff accountable for sales results, and growing sales
23 other managers in the entire history of the game.
Development Service through new and existing customers. Successful
Keypoint Intelligence— Probably the most remarkable thing about Tommy print sales organizations also provide their sales
InfoTrends Lasorda was his ability to develop talent. During his reps with clear directions and guidance for target-
tenure, nine of his players were awarded National ing profitable markets with best applications.
League Rookie of the Year honors. The point is that
In addition, high-growth sales firms understand
the best managers aren’t always the best players—
the importance of holding regular sales meetings.
and the same is true for your sales team. When it
More than 40 percent of firms report holding
comes to managing—and more importantly coach-
structured planning meetings at least weekly to
ing and developing sales talent—the skills that are
review performance, provide updates on the sales
required are different than the ones that make a
pipeline, discuss accounts, and share competitive or
good salesperson.
other influential trends. Although many managers
minimize the frequency of sales meetings to keep
their reps out in the field, holding regular meetings
Coaching is Required!
to keep the team on track, focus on goals, and share
In many printing companies, sales reps often report best practices can deliver significant sales results.
to the owner. This model can work fine in smaller
Great sales managers have the patience and
companies, particularly if the owner has a sales
communication skills to develop talent on their
background and is comfortable with managing
teams. They know how to build a team that is
salespeople. As a company grows in size, however,
stronger than the sum of its parts with well-defined
having a sales manager to lead and guide the sales
strategies that deliver not just results but sustainable
team makes good
customer relationships. They know how to create an
business sense.
environment where new talent can develop while
“Firms reporting double-digit A company’s
the entire team delivers growth year after year.
growth can make
sales growth were more likely to it difficult for an
have a sales manager.” owner to manage
The Bottom Line
multiple tasks,
and the sales The lasting legacy of great sales managers goes
function is a criti- beyond just accomplishing sales goals. The most
cal to financial remarkable thing about top-caliber managers is that
success. According to Keypoint Intelligence – they can develop great reps as well as leaders who
InfoTrends’ research study entitled Best Practices of know how to mentor, coach, think strategically, and
High-Performance Print Sales Organizations, firms drive profitability. Maybe these are skills that you
reporting double-digit sales growth were more need in all of your managers!
likely to have a sales manager.
Sales managers handle a variety of responsibilities, Kate Dunn is an award-winning leader in relevant,
including setting sales goals and quotas, building cross-channel marketing who regularly shares her
sales plans, providing guidance and direction for expertise at industry events across the United States
account development, identifying training needs, and abroad. She works at the executive level with
defining coverage models and sales territories, print service providers, marketing service providers,
mentoring sales team members, and monitoring and equipment and technology vendors. She also
and reacting to changes in the sales pipeline. offers expertise on strategy, marketing, lead genera-
tion activities, and sales training programs.
12 • Graphics Journal — February 2019W H Y DO S O M A N Y P EO P L E LOV E
35,17213$3(5"
B ECAU S E I T’S G R E AT FO R L E A R N I N G A ND
R ET E N T IO N… W I T HO U T H E A LT H I SSU ES!
Between 2015 and 2018, Two Sides North America partnered with global polling firm,
Toluna, to conduct consumer surveys on how Americans feel about print and paper.
The results may surprise you! For more information, contact us at info@twosidesna.org.
35,17
352027(6 believe they understand,
/,7(5$&< Do
ALIENS
retain or use information
$1' Exist?
better when they read print.
('8&$7,21
have a clear preference
for reading complicated believe that books are more
materials in print, likely to encourage learning
in contrast to 12% and the development of other
for computer screens, skills than using screens.
5% for e-readers and
3% for smartphones.
35,17,6
of 18-24 year olds
The Giving Tree
think it’s important
are concerned DOG
THE
ENCYCLOPEDIA
to “switch off ” and
the overuse of enjoy printed books
electronic devices and magazines,
could be damaging The Catcher in the Rye
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to their health. 18-24 year olds.
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7ZR6LGHV is a non-profit initiative by companies from the graphic communications industry. We promote the sustainability of print and paper,
and dispel common environmental misconceptions by providing verifiable information on why print on paper is an attractive, practical and sustainable
communications medium. Become a member today! Connect with us: WZRVLGHVQDRUJ3DSHU)DFWV
Great Lakes Graphics Association — www.glga.info • 13PRINTING INDUSTRIES OF AMERICA
Ask the Technical Experts!
One of the benefits of membership is the technical expertise provided
by Printing Industries of America. The technical experts from the
Center for Technology and Research help members with environ- Q. I am considering purchasing a production inkjet press.
mental, health, and safety concerns; consulting and on-site technical Should I use a 3-5 ROI return model or 7-10 year model on
assistance; Technical Association of the Graphic Arts; technology production inkjet, since many of these devices tout the fact that
training; and simulators. In this column, they discuss common they can be upgraded in the field?
production problems and issues.
A. Although with offset presses 7-10 years is generally the norm,
production inkjet presses are still digital devices and should be
Q. A customer has submitted a file with text made up of all four treated as such, thus we recommend you use the shorter ROI
process colors on almost every page. What’s the best course of model. With today’s rapid technology changes and advancements,
action? how many digital devices do you have on your facility floors that
are older than five years? Even if the production inkjet solution
A. Twice in the last few months we’ve been asked to offer our you select is field-upgradeable, you’ll probably want to do this
opinion on whether jobs that had four-color type were commer- within five years post-purchase.
cially acceptable. If the text is gray, and the gray is made up of all
four process colors, misregistration can become noticeable even As with any upgrade, there will be costs associated with
on large text and very obvious on small text—even if registration this process and you will have to factor this into your ROI
is held within the tightest of tolerances on press. considerations.
The best course of action here is to alert the customer and encour-
age them to convert the text to black (or a tint of black) only. In Offering unbiased and confidential results, Printing Industries
the case of a job that has an abundance of colored text made up of America provides a range of testing and laboratory services to
of all four process colors, the customer also needs to know that help solve printing-related problems. For more information, please
there could be potential for misregistration that will affect printed contact Jim Workman at (800) 910-4283, ext. 710 or direct at (412)
quality. 259-1710, visit www.printing.org/labservices or email labservices@
If the customer insists on leaving the four-color type, then it printing.org or jworkman@printing.org.
should be acknowledged in writing that the customer has been
made aware of the potential problems that can ensue.
Q. My business neighbor is complaining about solvent odors
drifting into his building. What can I do to reduce the solvent
REDUCE SPOILAGE AND
odors associated with my plant? ADD TO YOUR PROFITS
A. Consider switching to low VOC (volatile organic compounds)
cleaning solvents. Many parts of the country limit VOC emissions
by printers. In order to stay within the VOC permit limits in those Use our comprehensive package of quality
areas, many printers have had to switch to low VOC solvents. The
low VOC solvents generally have much less odor and evaporate
control products to increase profitability and
more slowly so not as much of the solvents go into the air. decrease waste.
Learn about our test forms, color bars, and
Q. For bindery and postpress, are there any special consider- more atatwww.printing.org/qcproducts.
more
ations for production inkjet that must be considered? www.printing.org/programs/
A. Be certain that you perform your due diligence when it comes technology-research.
to compatibility, particularly with finishing techniques. Make
sure that if you’re using coating, foiling, or any other specialty or
non-standard postpress operations, that they are compatible with
the planned inkjet solution. Changes to any current investments
in these solutions to ensure compatibility could be substantial, and
you should test thoroughly as part of your vetting process.
14 • Graphics Journal — February 2019MEMBER2MEMBER CONNECTION
We're putting the spotlight on GLGA member companies that offer trade printing, postpress and mailing services to other members.
To have your company featured, contact Sharon Flick at (262) 201-4730 or via email at sflick@glga.info.
LAMCO FINISHERS, INC.
8260 Zionsville Road
Indianapolis, IN 46268
www.lamcofinishers.com
Kelly Vernon, General Manager
(317) 471-1010
kvernon@lamcofinishers.com
Q. Tell us about your company.
A. Lamco Finishers originated in 1973 as Laminating Company of
Indiana. In December of 1998, we purchased the assets of H & H
Bookbinding to help us grow in to a print finishing company. Our
customers called us Lamco “Finishers” so we changed our name
shortly after. In September 2017, we purchased the equipment from
Ace Die Cutting Company in response to our customers asking us to
add die cutting to our list of services.
We are 18 employees strong and average 15 years tenure. We work
hard and have a good time doing it. We refer to ourselves as “The
Jungle” group.
Q. What is your specialty?
A. Our manufacturing specialty is film laminating and turned edge work (binders and boxes). Our desire is to get involved at the onset
of the project. We will work with the printer or final customer to help lay out the project, give suggestions, and manufacture a dynamic
end-product. We desire to make a functional product that captivates the intended audience.
Q. What is your favorite kind of project to do?
A. We love to work on projects that allow us the opportu-
nity to enhance the customer’s vision by adding soft touch
lamination, spot gloss UV, or specialty coatings.
Q. What has been your most memorable project?
A. We recently helped a local printer with a marketing
project. We were called in at the onset of the job because
the client needed to make an impact and draw in new
business. Plan was a SUCCESS!
Q. Any recent changes or upcoming news about your
business that you’d like to share?
A. Although we have been woman owned for some time now, we are actively seeking WBE
certification through NAWBO. Many of our customers have asked for us to be certified and we
are taking the steps necessary to make this happen.
Also, our website is relatively new… Check out www.lamcofinishers.com and let us know what
you think.
Q. When should another member call you for help?
A. ANYTIME they have a question, concern, or project they would like to collaborate on. We
enjoy sharing our passion and knowledge to help WOW a customer.
Great Lakes Graphics Association — www.glga.info • 15NEW PRODUCTS AND SERVICES To have your company, product or service featured, contact Sharon Flick at (262) 201-4730 or via email at sflick@glga.info. News will be published as space allows. We reserve the right to edit for length and clarity. Appvion Introduces New Triumph Digital Thermal Media Appvion, North America’s largest producer of direct thermal paper, is pleased to introduce the new Triumph™ WB-3.2 and Triumph™ WB7.7 to the market. These two products introduce Appvion’s new Triumph Digital Thermal Media™ product line. Both innovative products allow customers to run a direct thermal facestock in a water-based inkjet press and efficiently fulfill short runs or quick turnaround orders. Read more at https://tinyurl.com/y8nnoex5. Domino to Host "Digital Printing Spectrum 2019" Mark your calendar and ‘Save the Dates’ of May 21 – 22, as Domino will be hosting Digital Printing Spectrum 2019, welcoming attendees to “See more. Learn more. Do more.” The event will be held at the Holiday Inn Gurnee Convention Center in Gurnee, IL. Included will be presentations from well-known, well-respected industry professionals; Q&A panel discussions; table-top exhibits from leading industry suppliers; equipment demonstrations; and delicious food and drink. This is a highly anticipated educational and networking event. Read more at https://tinyurl.com/y97d3xej. New EFI Fiery FS350 Pro Software Raises the Bar in Digital Print Integration and Productivity Electronics For Imaging, Inc. has revealed its latest digital front end technology for advanced, high-end digital print production. New EFI™ Fiery® FS350 Pro software will give graphic arts professionals more power, productivity and versatility in digital printing. The new Fiery offering will be available starting this quarter in high-end production DFEs for EFI partners’ new, advanced digital printers and presses. The new release will help customers better manage their print production, using the industry’s most intuitive and integrated DFE offerings, including the ability to establish automated, bi-direc- tional communication and integration with EFI’s market-leading MIS/ERP and web-to-print prod- ucts. Users also can unify production operations for all Fiery Driven™ printers – including wide- format and superwide-format inkjet printers – from a single EFI Fiery Command WorkStation® interface. Read more at https://tinyurl.com/y6v87ejc. Graphco and Standard Finishing Broaden Horizons in the Midwest Graphco, Schaumburg, IL, has been appointed an expanded territory for Standard Horizon finish- ing equipment in Illinois, Missouri and Kansas. Graphco has a long history with Standard and Horizon in Indiana, Ohio, Kentucky and Western Pennsylvania, dating to 1983, and has consis- tently been one of Standard's strong service and sales dealerships. Technical service requirements will be handled from the Schaumburg office with the appointment of a 20+ year veteran Factory Trained Standard Horizon Technical Service Representative and the recent addition of another 25+ year industry veteran Technical Service Representative. Read more at https://tinyurl.com/ y8vn5mw8. 16 • Graphics Journal — February 2019
MEMBERSHIP NEWS
Welcome, New Members!
LaMANNA ALLIANCE MIDWEST PRINT SOLUTIONS
804 E. Windward Way Suite 618 1055 E. High Street
Lantana, FL 33462 Mundelein, IL 60060
www.rocklamanna.com www.midwestprintsolutions.com
Rock LaManna, President and CEO Alison Crawford, CEO
(561) 543-2323 (224) 358-3085
rock@rocklamanna.com alison@midwestprintsolutions.com
No matter your size, The LaManna Alliance thinks big. Rock After many years in the Printing and Converting Industries we saw
LaManna and his team are your resource to sell, buy, or build a customers were in need of a supplier that was able to provide them
printing business. Rock is a second generation printer, with more with a broader array of products and services. Thus the company
than 35 years of industry experience. As the President and CEO Midwest Print Solutions was born. We are proud to offer procure-
of The LaManna Alliance, he helps business owners determine the ment assistance services, consulting and engineering assistance to
value of their company, the market potential, and aligns them with our customers. Midwest Print Solutions proudly offers Spengler
a strategic or financial buyer. He's where you go to grow! Rock also Electronics full line of Electrostatic Assist and Anti-Static Systems.
is a published writer and speaker. Our personnel is fully trained with over 25+ years of Engineering
experience in the Printing and Converting Industries.
Printing Industry
Training and
Professional
Development
The iLearning Center
from Printing Industries
of America is the perfect
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Visit www.printing.org/iLearning to get started.
For user names and passwords, contact PIA Member Central at membercentral@printing.org.
Great Lakes Graphics Association — www.glga.info • 17CALENDAR Upcoming GLGA Events and Activities To learn more or to register, visit GLGA’s website at glga.info. Lunch with the Printers February 19, 2019, Indianapolis, IN Graphics Excellence Awards Entry Deadline March 1, 2019 Digital Technology Council Webinar: XMPIE Packaging and Web-to-Print – Featuring BoxItNow March 6, 2019 Graphics Excellence Awards Celebrations May 22, 2019, Addison, IL, and Milwaukee, WI Indiana Golf Outing June 19, 2019, Carmel, IN Chicagoland Printers Scholarship Golf Outing July 17, 2019, Bensenville, IL Wisconsin State Golf Outing August 14, 2019, Cambridge, WI Upcoming PIA Events To learn more or to register, visit PIA’s website at www.printing.org. Webinar: Supercharge Your Sales Onboarding Strategy February 21, 2019 Webinar: Illuminating Advancements in LED Lighting February 28, 2019 Webinar: Discovering Hidden Profit: Lessons In Lean, Lessons In Leadership March 7, 2019 Presidents' Conference March 3-5, 2019, Phoenix, AZ TAGA Annual Technical Conference March 17-20, 2019, Minneapolis, MN Continuous Improvement Conference April 14-17, 2019, Dallas, TX 18 • Graphics Journal — February 2019
Sometimes
#ExpressYourself
#DancingInTheGrain
#MakeAGoodImpression
you just have
to go against
the grain.
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