This paper reports on the use of focus groups at Oakton Community College (Illinois) to connect with classified staff and to get their feedback on key issues. A total of four single-session focus groups, three with classified staff (employees with varying levels of academic preparation and current responsibilities) and one with supervisors/managers, were conducted. Three main topics were discussed: staff development, morale, and compensation/classification. Concerning staff development, a key staff concern was the need for staff-oriented professional development workshops; supervisors, however, expressed a desire for more opportunities to interact and share common concerns with each other. Concerning morale, staff felt morale was strongly connected to having opportunities to be listened to and valued as employees; supervisors focused on improving orientation programs for staff. Concerning compensation and classification issues, staff wanted more information about the system in use at the college and worried about opportunities for upward mobility. The focus group effort has influenced professional development efforts, and has led to plans to develop a supervisor/manager discussion group and to implement annual workshops on compensation and classification. Letters used to solicit focus group participants and the focus group question protocol are appended. (Contains 11 references.) (DB)