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Tag: management and leadership

Independent Investigations and Decision-making Can Help Employers Avoid Liability

In one of Aesop’s fables, a monkey dupes a cat into pulling roasted chestnuts from a hot fire, promising the cat a share of the bounty. The flattered cat complies — burns its paw in the process — only to watch the monkey devour the whole snack.

This imagery has become engrained in the employment-law concept of “cat’s paw” liability, a theory by which employers can be held responsible for the discriminatory animus of biased supervisors. A recent appellate court case involving United Airlines’ handling of a terminated employee is a fresh reminder to employers on how to avoid liability under this theory.

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Most laws that prohibit employment discrimination (including harassment and retaliation) don’t create individual liability for supervisors. Aggrieved employees can sue their employers, not their supervisors.

When a supervisor wrongfully discriminates against an employee — e.g., fires the employee because of race, sex, or some other protected characteristic — that discriminatory act is imputed to the employer. That’s because supervisors usually function as agents of their employers.

But what if the biased supervisor isn’t the ultimate decision-maker? What if the biased supervisor, for reasons that are discriminatory, lies to get an employee disciplined or fired?

That’s where the cat’s paw theory comes in. If the ill-motivated supervisor manipulates or tricks the final decision-maker — as the monkey did with the cat — then the employer can get burned. If, on the other hand, the final decision-maker acts independently, reaching their own conclusion without relying on the dishonest supervisor’s input, this can break the “causal chain” from the supervisor’s animus, and the employer can avoid liability.

That’s what saved United Airlines from a lawsuit filed by Jeannie Parker, a former call center worker for the airline. Parker claimed United wrongfully fired her in retaliation for taking leave under the Family and Medical Leave Act (FMLA). But the court held that even if Parker’s supervisor had a retaliatory motive for recommending her termination, United was off the hook because a higher-level manager conducted an independent investigation after it received that recommendation.

Specifically, the manager reviewed call recordings that showed Parker had placed customers on long holds while she chatted with coworkers about her personal problems and considered Parker’s alternative characterization of the calls.

According to the court, this independent investigation was enough to insulate United — the company went even further by letting Parker appeal her termination, which she did (without success).

The court noted, though, that merely giving employees an “opportunity to respond” is not enough to avoid liability. What matters is that the employer’s investigation is independent and does not uncritically rely on a biased supervisor’s recommendation or version of the facts.

Of course, the first and best line of defense for any employer is to have quality, trained supervisors who treat employees fairly and professionally. But when unforeseen gaps occur in that foundation, having a mechanism for truly independent investigations and decision-making can help prevent singed paws.

 

John MelconJohn Melcon is an attorney with Sherman & Howard in Colorado Springs. He specializes in labor and employment issues, including employment litigation, labor relations and workplace counseling.

Veteran Unemployment: Untapped Workplace Resources

As we celebrate our military service members this time of year, it’s time to acknowledge the veteran unemployment issues and think about how employers can take full advantage of veteran skill sets and fill critical roles on their teams.

With veteran unemployment reaching 18.5 million, the Bureau of Labor Statistics reports the veteran unemployment rate at 2.7% is lower than the national average of 3.4%. These stats do not consider the underemployment gap between veterans and nonveterans. A ZipRecruiter and the Call of Duty Endowment report shows nearly one-third of veterans are underemployed, 15.6% higher than nonveterans. Veteran candidates have the skills to succeed in higher-earning jobs with greater responsibility, yet employers fail to consider veterans for these roles. Many times, civilian employers may not understand how veterans’ military skills and experience transfer to the job position at hand.

The veteran hiring pool can bring the skills that make for a successful business, even if their resume may not tick the typical boxes.

Commitment

Military veterans are committed. Most have entered the service due to a commitment to their country, which translates into a commitment to their unit. This commitment boils down to the success of a team, and teamwork is an essential skill for them to master. For a company or organization, it translates into impeccable follow-through. In their military career, the consequences were dire, but the same commitment to their work tends to carry through to help meet business goals and objectives.

Creativity

In the military, creative problem-solving skills are taught so these men and women quickly tackle difficult circumstances with limited resources. Today’s business environment and tight labor market need creative problem solvers who can quickly look at a situation and adapt their approach to ensure success.

Veterans have had to master a number of jobs while in the military, filling their quiver with a variety of skills. Because this is a must in their military careers, veterans can quickly adopt and master new concepts. This is extremely valuable to any business facing staffing challenges.

Calm

The business environment has been especially frantic with changing legislation, new workplace rules and economic uncertainties. This forces businesses to quickly adapt. Many veterans thrive under pressure, keep the end goal in mind and focus under the most difficult situations. An employee who has the ability to remain calm and focus on the organization’s goals in the midst of change can be a person leadership relies upon and one who employees look to for guidance.

Control

Intrapersonal skills – discipline, motivation and innovation – are some of the first skills learned in basic training. These happen to be the same skills every entrepreneur and business owner values within themselves. Finding a pool of employees who share the same drive is a gold mine.

The self-control and tenacity veterans exhibit make them an employee that leadership will rely upon. These are employees who will naturally gravitate toward leadership opportunities and make it their mission to help meet and exceed business goals.

When business owners and leadership dream of their ideal candidate, they are looking for the skills that motivate a team and an organization, which many veterans possess. A few technical skills can easily be taught but hiring based on the core beliefs and unique skills held by veterans can transform organizations.

 

Niki JorgensenNiki Jorgensen is a director of service operations with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.

Making the Most of Operating a Business in a Small Town

There are so many different factors that go into how successful someone’s business becomes. Obviously, the type of business and the demand for the product or service are important. So is marketing. But when it comes to a business in a small town that relies on a brick-and-mortar storefront, location really matters.

Small towns have a lot of charm, but it can be tough to build a thriving business. In the city, rents are higher and there’s more competition, but there’s also a lot more in the way of foot traffic. So, how can you make the most of the opportunities you have as a business owner in a small town? Here are some things to consider.

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Revisit (Or Create) Your Business Plan

Whether you run a bookstore, a coffee shop or a pharmacy, you don’t have to think that far ahead when you’re the only game in town. Chances are, you’ll get a decent amount of local business. However, it’s always smart to look to the future and to have goals for your business.

For a business in a small town, your plan can be a kind of “north star” to help you maintain and grow your business as much as you can. Even in an area with a low population, having a business plan is important and will help you make the most of the market you’re in.

Don’t Ignore Marketing & Data

It’s likely that everyone around knows about your business in a small town. Because of that, you might think that it doesn’t matter if you don’t put any time or money into marketing — that the people who live nearby will come and support your business. Unfortunately, that’s not always true. Unless you stay top-of-mind and give people a reason to frequent your business, they might order online or drive to the nearest big-box store.

Marketing can help you maintain a presence among your current and potential customers. In a small town, a mix of digital marketing online and more traditional methods like putting ads and offers in local publications can be a good way to get strong sales.

You should also start collecting and analyzing marketing data that can help you better understand what’s working and what isn’t. Consumer analytics are powerful for helping you shape your message and bring people through the door.

Offer an Online Store

Depending on the type of business you run or you’re thinking of starting, providing an online shopping option to supplement your brick-and-mortar store can be a smart move. Giving people the opportunity to shop online and pick up in-store, or even offering local delivery and shipping will help to remove barriers for potential customers. In some cases, you might not even need a storefront — many people run businesses from home, very successfully!

Leverage Tourism Traffic

Many small towns get additional traffic and revenue from tourists, especially during the high seasons. Offering products and services that cater to tourists can be a good way to make the most of your business in a small town. Selling souvenirs and travel essentials or adding some local flavor, if you run a restaurant, is a good way to help please the tourists as well as the locals.

Be Involved and Engaged in the Community

In a small town, that sense of community is everything. Everyone knows everyone else and businesses have to stay engaged with the community to be successful. Hosting events, offering sponsorships or raffle items when you can, and helping out people in the community who are struggling are all great ways to stay engaged.

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In addition to building buzz and goodwill, you’ll also have the opportunity to see how the community evolves and constantly re-evaluate your place within it. Small businesses have their own image within a town, and you always need to understand how your brand fits in.

Don’t Stagnate or Get Too Comfortable

When business is good, it’s easy to get comfortable and start stagnating. If you stop making goals and never make changes, however, it will be harder to pivot and succeed when things DO change — and they will. Companies that never change will ultimately become obsolete, from the small mom-and-pop shop to once-dominant corporations like Sears.

Fear can be healthy, as long as you don’t let it take over you and your business. Remember —the market evolves, even in a small town. You need to be ready to evolve along with it if you want your business to survive and even thrive.

 

Andrew Deen HeadshotAndrew Deen has been a consultant for startups in a number of industries from retail to medical devices and everything in between. He implements lean methodology and is currently writing a book about scaling up business.

Northwestern Mutual Guest Column — Key Considerations for Selling Your Business

When it comes to your business, understanding how much it is worth can be challenging and involves answering many different questions. Do you plan on selling your business any time soon? If so, who are you planning on selling it to? Whether it’s an employee, family member or strategic buyer, with 2023 right around the corner, now is the time to consider developing a financial preparedness plan for business succession planning.

READ — Exit Planning: New Study Shows Most Colorado Business Owners Are Not Ready to Sell Their Businesses

Value Your Business

The day-to-day challenges of running a business often impede our ability to understand its value and formulate a game plan around getting the outcome we desire. Not only do I encounter this with clients as a wealth management advisor for the Colorado Northwestern Mutual office, but as a business owner myself looking to sell down the road, I have a front-row seat to the same set of challenges.

Rather than basing how much your business is worth on a recent sale of a similar enterprise, or performing a Google search of earnings before interest, taxes, depreciation and amortization (EBITDA) multiples in your industry, consider scheduling an independent valuation with a professional to help you understand where value is attributed. It can be both surprising and enlightening to find out what the outside market values most, or least, about your business.

Once you have a valuation, you have a benchmark to drive and clearly understand future growth, and can spend time performing in those areas that enhance value. Furthermore, when the valuation is updated each year, you receive quantifiable feedback about the changes you are making in the business.

Develop a Financial Plan

Selling your business at the price you desired and finding out later you must unexpectedly return to work due to the market environment, taxes or unforeseen health changes is not ideal.

“Reverse engineering” what your future lifestyle and estate plan requires is the first step, and you can achieve this by working with a certified professional to create a comprehensive financial plan. Some of the considerations for a successful financial plan include:

1. Tax implications

This should address current tax issues, tax that is related to the business sale and tax implications during retirement and upon passing.

2. Asset management

Do not mistake an investment portfolio for a financial plan. How your assets are allocated now, how they will be allocated post-sale, where assets are located (taxable or non-taxable account) and what performance is needed to allow your plan to work are all common themes surrounding asset management.

3. Risk management

In the event of a disability or premature death, where will the money come from to execute on your buy-sell agreement with your partners? Was your life insurance structured as an asset or established for a finite period of time to cover death? Do you have a plan for long-term care during retirement? Protecting your current ability to run the business along with weighing your future desires are all important considerations.

READ — How to Avoid Risk While Running your Business

4. Estate planning

When the financial plan reveals that you will be unable to spend all of your wealth, would it make sense to gift shares of the company to children or future grandchildren before the explosive growth of the share value? There is so much to address on this front that having a plan that works in concert with an estate attorney is essential.

Tax Considerations

Is your business structure today the most tax-efficient for current income and a future exit? Do you have a business structure that will award you the best tax outcome when you plan on eventually selling your business?

In addition to engaging your planner, consider hiring a law firm with knowledge of the tax and estate planning front to work alongside your CPA to determine the best strategy.

Build a Team Around You

In addition to building a management team to help run your business, you should also invest in a comprehensive financial planning team. Now is the time to take a fresh look at what advisors are on your team, who is needed and who needs to be replaced.

In addition to a CPA, a valuation expert and an attorney who can bring business organization, estate planning and tax knowledge to the table, a CERTIFIED FINANCIAL PLANNER™ professional or CFP® will make sure the outcome you desire is never out of focus when tax strategy, business organization, estate planning and differences in opinion surface.

Exiting the business that you started and/or ran for years is complex and emotional. The earlier you begin the methodical process of building a trusted team around you and creating a financial plan, the higher likelihood of receiving the true value of what your hard work has built.

Royce ZimmermanRoyce Zimmerman is the wealth management advisor for Northwestern Mutual.

4 Business Success Secrets I Learned in the Symphony Orchestra

Music is one of the most important parts of our culture and daily lives, from workouts to hobbies and events. For those of us who have had the opportunity to be part of a large performing group — a symphony orchestra, choir or band — the lessons learned are building blocks for life, leadership, and business.

Creating music, especially live music, takes skill and dedication. As a kid and through college, I performed in concert bands, marching bands, drum and bugle corps and symphony orchestras. I was fortunate to have been a part of some amazing ensembles. Groups like the prestigious Denver Young Artists Orchestra gave me the opportunity, while still in high school, to play with other incredible local young musicians and exposed me to music normally only performed by professional symphony orchestras.

Today, I am the co-owner of a successful roofing and window business based near Denver, CO. I attribute much of my success to the skills I learned through music and I work hard to pass them on to my kids and my employees.

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1. Practice

Everyone knows the saying “Practice makes perfect”, however, I prefer the version “Practice makes possible.” No performance is free of mistakes, but achieving a high level of performance can only be attained through hard work and dedication in and outside of rehearsal.

Imagine a swimmer showing up to compete at the Olympics without training every day or a doctor showing up to do surgery without many years of perfecting his or her craft. In most businesses, you can’t just show up and “wing it”. Developing your skills and striving for improvement is what allows you to perform at the highest levels.

2. Commitment

There’s no shortcut on the way to success, and it’s easy to quit when things get difficult. You have to put in the individual practice time and go to rehearsal for an ensemble even when you’d rather be doing something else because other people are counting on you. Without each part, the whole does not come together.

Commitment in business is no different. Our commitment to perfecting our craft, our team and our customers really shows at the end of each year. We’ve succeeded in a highly competitive industry and marketplace by staying true to ourselves and focusing on our goals everyday.

3. Excellence

“If you’re going to do something worthwhile, you might as well do it at a high level.” I remember these words from my high school band director like they were yesterday. Because it is challenging to find folks that believe in this sentiment, going beyond the status quo in music and in business sets you apart from the field.

To be the best you also have to know what that excellence looks like. Whether it’s music, sports or business, it’s helpful to watch, listen to and learn from others who are top performers in their field. The best aspiring musicians spend time listening to and playing along with recordings, going to concerts and taking private lessons with great teachers.

In business, this looks like taking classes, listening to Ted Talks, finding a mentor, listening to audiobooks and podcasts getting involved with digital or in-person networking groups, etc.

Sky Manor has been able to set our company apart from our competitors by constantly improving our skills, our team, and our processes, and never being satisfied with where we’re at. Excellence is part of our culture and it shows in our results.

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4. Teamwork

Putting together a symphony orchestra concert with around 60 to 80 musicians is a lot of work. Individual practice time is where each musician learns the fine details of their part and rehearsals are where it’s all brought together. The conductor is counting on every musician to know their individual part coming into rehearsal so they can bring each piece to life.

In business, the same holds true. Every person on our team has specific responsibilities that are crucial to keeping our operations running smoothly. We support each other and help think through challenges that arise. It’s easier and more fun working to accomplish great things with an amazing team of people around you!

Every day I think about four things: practice, commitment, excellence, and teamwork. These principles from music are foundational not only to our success as a company but also to me, personally. The opportunities I’ve had over the years have been worth the effort!

 

Dustin PitneyDustin Pitney is co-owner of Sky Manor Roofing & Exteriors, a Thornton, CO-based roofing and window company. He is a former member of the Denver Young Artists Orchestra (1994-1996) and a current board member. His main instrument is the French horn. Dustin and his wife, Aline, play the marching equivalent, the mellophone, for the Denver Broncos Stampede where they perform at Broncos home games.

The Top 5 Ways You Can Support Mental Health in the Workplace

As a business owner, it’s important to create a work environment that is conducive to employee productivity and well-being. Unfortunately, mental health problems are common, and they can take a toll on both employees and employers. According to the National Institute of Mental Health, nearly one in five adults in the United States experiences mental illness in any given year. This can lead to absenteeism, decreased productivity, and increased healthcare costs.

The past few years have been difficult for everyone, and the pandemic has taken a toll on mental health and employee well-being. In fact, The American Psychological Association reports 4 times higher rates of anxiety and depression in adults between April 2020 and August 2021. With the job market still tight, organizations are placing an increased emphasis on supporting their employees’ mental health. They know that happy and healthy employees are more engaged and productive, and they are also more likely to stay with the company. As a result, we are seeing more companies offering mental health support services, flexible work arrangements, and other programs designed to promote employee well-being.

This shift in priorities is good news for employees who have been struggling during the pandemic and beyond. It’s a sign that companies are finally starting to recognize the importance of supporting their mental health and well-being. However, many employers do not know where to begin and how to implement supportive practices in the workplace. Here are our top 5 tips for creating a supportive and healthy workplace:

1. Open the door for honest communication

First, make sure that you have an open and supportive communication policy. Encourage employees to come to you with concerns or problems so that they can be addressed early on. 82% of workers with a diagnosed mental illness do not inform their workplace managers about their condition (Sangar, 2019). It is important to establish early on that your workplace is a safe place to be honest about mental and physical health concerns without the fear of losing your job.

2. Provide mental health coverage

Despite the prevalence of mental health issues, many employers do not provide coverage for mental health services, leaving employees to pay for services out of their own pocket. Employees who are struggling with their mental health are more likely to call in sick, have more accidents, and be less productive. As a result, poor mental health in the workplace can actually lead to higher healthcare costs for employers. It makes good business sense for employers to provide coverage for mental health services and alternative care, plus it’s the right thing to do. Not only will it improve the well-being of employees, but it will also save money and boost productivity in the long run.

3. Train your staff on how to recognize and react to a mental health crisis

As the prevalence of mental health disorders continues to rise, it is increasingly important for businesses to train their staff in how to recognize and respond to a mental health crisis. Employees who are trained in mental health first aid are better equipped to identify the signs of a mental health crisis and provide support to employees in need. According to Pathways, employees who receive this type of training are more likely to feel comfortable speaking up about their own mental health struggles, which can help to create a more open and supportive workplace. Furthermore, businesses that invest in mental health first aid training can see a decrease in absenteeism and an increase in employee productivity.

4. Provide actual resources for your employees

Employee assistance programs, or EAPs, are designed to help employees resolve issues that could impact their work life. EAPs typically provide confidential assessment, short-term counseling, referral, and follow-up services for employees who are experiencing personal or work-related problems. While the specific services offered by an EAP may vary depending on the employer, all EAPs share the goal of helping employees address problems that could adversely affect their work performance. In most cases, EAP services are available at no cost to employees and are strictly confidential.

In addition, employers can look into offering different forms of therapy to their employees such as traditional and non-traditional forms of therapy. Programs such as corporate neurofeedback sessions can provide employees with a non-invasive and private way to optimize brain function and decrease or eliminate symptoms of anxiety, depression and more.

5. Lead by example: Take care of your own mental health

As an employer, one of the most important things you can do is lead by example. If you want your employees to be productive and happy, you need to set the tone by taking care of your own mental health. That means making time for self-care, maintaining a positive outlook, and seeking help when needed. By modeling healthy behavior, you can create a workplace that is supportive and nurturing. So make sure to set an example for your team and take care of your own mental health.

In the world today, employers should be providing mental health resources to their employees. These offerings will set you apart from your industry peers and are also cost-effective solutions to assist in recruiting new talent and retaining key employees.

READ — Hiring and Attracting New Talent

As we move into a new business era, employers are financially conscious of the revenue impact of COVID-19, it is more important than ever to have productive employees who are present at work. There are many affordable and accessible solutions available, which leaves employers with a lot of flexibility with the benefits they offer. There are many affordable options available, which leaves employers with a lot of flexibility in the benefits they choose to offer.  When your employees are thriving, it is highly likely that your business will too. We hope these tips will get you started in the right direction.

 

Jennifer Tierney Headshot

Having worked in operational management for 15+ years, Jennifer Tierney, COO at Full Velocity Consulting, possesses a distinct skill set and is known for complex analysis of operations, finance, and technology to improve core business strategies. Jen is also the founder and CEO of Parker Neurofeedback, a Colorado-based Neurotherapy office and provider. She believes in using technological advances to improve daily functions, along with overall company direction and growth. She is trained in project management and process improvements having participated in several Six Sigma projects, has a Masters degree in Technology Management, and is an adjunct professor at Red Rocks College where she teaches business/marketing courses.

 

 

 

Kyle KubeAs President and Co-founder of Think Health Consulting, Kyle Kube is dedicated to helping companies improve their corporate culture through a variety of measures. With expertise in employee benefits, human resources, risk management, and talent delivery Think Health Consulting offers comprehensive solutions for businesses looking to enhance their workplace environment. Kube brings 10+ years of experience to appropriately manage risk and implement innovative medical solutions that not only impact the bottom line but also foster a workplace culture that compounds success for years to come.

Public Speaking Considerations for Outdoor Events

Public speaking is an invaluable forum to share and express ideas. You have the opportunity to communicate something that you feel is interesting, important, or exciting. Perhaps more vital, it offers the potential to connect with audience members in this particular area of interest or expertise. You’re not just shouting into the void of the internet. You are talking, people are listening, and you can collaborate to further develop and spread these ideas.

There are certainly some challenges with public speaking. Many people are familiar with the issue of stage fright or the anxiety of losing your way along your presentation. But, perhaps less well-explored are the environmental aspects of public speaking — specifically, the fact that presenting at an outdoor event can be a very different experience from the standard indoor situation.

We’re going to explore these challenges a little further to figure out the most important public speaking considerations for outdoor events and help you prepare for any situation.

Prepare for Comfort and Confidence

Public speaking can be nerve-wracking even for seasoned professionals. As much as 77% of the population experiences public speaking anxiety. Physical comfort and confident body language can feed into your presentation, helping you to remain centered. Unfortunately, this isn’t always easy with outdoor events as you’re less in control of the environment. As such, you should prepare methods to boost your comfort and confidence at the event.

Firstly, speak to the organizers of the arena you’ll be speaking from. Find out about potential coverings and heating/cooling provisions. Review the projected weather conditions for the day. The last thing you want to do is be overexposed, even on sunny days. Remember, this doesn’t just cause discomfort, but there is evidence to suggest even a single sunburn can lead to cancer. Not to mention that both the physical sensation of burning and the thought of the consequences can be distracting. Prepare with plenty of sunscreen and cover up with clothing accordingly. Similarly, on cold days, you should ensure you have layers you can add and remove for comfort.

From a confidence standpoint, your actions may involve calming routines before your presentation. Again, inquire with the organizers if you can have access to a private area where you can relax, meditate, and center yourself. If you’re more confident when you can actively interact with the audience, review the potential for moving among the crowd in the outdoor area without causing any technical issues. The more you can prearrange these elements, the more confident and in control you’ll feel.

Consider Inclusion

No matter what subject you’re speaking on, you want as many people as possible to join the discussion. After all, you have something to say about a field you’re passionate about. The whole point of speaking in public is to engage and inspire others with your perspectives. Not to mention, it is ethically vital that everybody who wants to be enriched or informed by your speaking has the ability to do so. As such, you need to make sure there is a high level of inclusivity at the outdoor event.

Talk to the event organizers about accessibility. Wherever possible, come at this from a place of collaboration. Help them establish ways to make the event more accessible. Start by assessing compliance with the standards of the Americans with Disabilities Act (ADA). Look into the presence of ramps for wheelchair access. Consider whether the portable bathroom facilities have grab bars for stability. Also, inquire about the presence of outdoor hearing loops for individuals with hearing differences. These accommodations shouldn’t just be for audiences but also for other speakers to ensure a rich and diverse contribution to the subject.

READ — How to Plan an All-Inclusive Business Trip

In addition, it’s important for you to make sure your personal outdoor-speaking approach is inclusive. You may be competing with louder weather conditions that can interfere with the clarity of your speech. Work on your enunciation to ensure everyone can easily understand you even through these difficulties. Look into a sign language interpreter, if possible. Further, smaller props may be clear in intimate indoor spaces, but outside these can be difficult for those with vision impairments to see. Bear these elements in mind when planning your presentation.

Don’t Rely on Technology

The rise of the digital landscape has offered some important tech for events. These can help speakers be more creative in presentations through the use of interactive elements, digital visual aids, and smart devices. However, while these may be successful additions to indoor spaces, they may not be effective, appropriate, or reliable for outdoor events. Therefore, it’s important not to rely on them entirely.

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For instance, you might not be able to guarantee that the outdoor area you’ll be performing in has reliable internet service. This could interfere with your ability to use online resources like augmented reality elements or slides hosted on your website or cloud platform. At the very least, you need to make sure you have physical backups for any such visual aids. However, it’s usually wiser to design your presentation around the possibility of not using such tools at all.

This should even extend to using your phone. Many speakers use smartphones to practice their presentation text or use it to store prompts during the speech. There is never any guarantee that your technology will function correctly. You may even run out of battery and not have easy access to a charging point when outdoors. Print out your presentation notes, though committing as much as possible to memory may help your confidence in any case.

Conclusion

Outdoor public speaking tends to be loaded with a unique set of challenges. Take the time to research and prepare for environmental conditions that can affect your comfort and confidence. Establish ways to make both the outdoor space and your presentation more inclusive. While technology is helpful, you can’t always rely on it at outdoor events, so prepare backups and alternatives accordingly. With some planning and forethought, you can ensure you and your audience gets the most from your outdoor presentation.

 

Noah RueNoah Rue is a journalist and content writer, fascinated with the intersection between global health, personal wellness, and modern technology. When he isn’t searching out his next great writing opportunity, Noah likes to shut off his devices and head to the mountains to disconnect.

How to Manage Underperforming Employees

Employee performance ebbs and flows. While underperformance is a character trait that can affect people of all ages and in myriad settings, one of the most frustrating places might be in the workplace. Underperforming employees can create extra work for colleagues and hurt morale if nothing is done. Shrewd business leaders realize that managing and supporting employees through the low points is crucial to maintain productivity and foster growth and development for their team.

Below are three ways business leaders can curb underperformance and restore an environment that is conducive to meeting goals and objectives.

READ — How Business Leaders Can Embrace a Multigenerational Workforce

Show empathy and set clear expectations

Sometimes underperforming employees are mislabeled or misunderstood. This is especially true during challenging times for the company, such as periods of economic uncertainty, so employers may give them the benefit of the doubt. Employers should not jump to conclusions and instead put themselves in others’ shoes, communicating with them to gain a better sense of the situation. It might be as simple as unclear expectations about tasks and deadlines or a misinterpretation of processes and procedures.

Expectation misunderstandings can be mitigated at the hiring stage through clear and exact job descriptions. Providing detailed job specifications allows employees to know what the expectations are, limiting any potential confusion about the role, how its managed and how to succeed in it. However, setting expectations should go beyond the hiring phase and continue throughout the duration of an employee’s time with the organization, which can be achieved most efficiently through consistent, open communication.

READ — Hiring and Attracting Talent

Provide training and mentorship

Unpreparedness or a lack of training are some of the most common causes of underperformance. This may be because the employee was hired without the necessary skills, or the job may have evolved over time. Investing in an employee’s professional development by identifying which skills they need to improve and providing training opportunities can boost employee performance and demonstrate the organization cares about their growth.

Matching underperforming or newer employees with more tenured co-workers who can mentor them can also prove beneficial. A mentor can help draw out a passion for the role, as well as regularly be available to provide advice and guidance.

Foster engagement and encourage collaboration

Employees cannot flourish if they do not feel like part of the team. Business leaders who foster a culture of collaboration, show employees that their contributions and input are valued and emphasize that each role, no matter the level, can turn underperforming employees into engaged, proactive ones. Employees who feel valued may also begin to feel a sense of pride and ownership in their work, boosting both productivity and employee retention.

When employers take a more proactive approach to managing underperforming employees by presenting positive solutions, it can lead to more cohesive and high-performing teams with renewed energy and focus.

Niki Jorgensen 1Niki Jorgensen is director of service operations with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.

Guest Column: CEO of Atlas Real Estate — Is Working Remote Worth the Missed Opportunity?

I was talking to a dear friend this week about the early days of my career, and it caused my mind to turn to the topic of working from home. In my career in the real estate lending sector, my first boss was a producing branch manager. This meant that almost all his income came from being a loan officer – and then he got a little extra to also be a people manager. So, you can imagine where his focus on training me fell in his stack of priorities. That said, he was actually a fantastic boss and even became one of my closest friends.

I don’t think I can quantify how much I learned from Rob. I learned how to be a loan officer, but I also learned about leadership, management, conflict resolution, problem-solving, recruiting, retention, critical-thinking, marriage, parenting, and the list could go on. Some of this I learned from intentional training – maybe 10-15%. The rest, I learned from being around him.

READ — What role does remote work play in the future of work?

He and I were together 12 hours a day, 5 days a week. As is typical early in careers, I was working a lot. All that time we conversed on business and life. And I was learning, constantly.

It took many years to understand that what I had gained from this leader was tacit knowledge. Tacit knowledge, aka implicit knowledge, is knowledge that is difficult to express or extract, and thus more difficult to transfer to others by means of writing it down or verbalizing it. This can include personal wisdom, experience, insight, and intuition.

Tacit knowledge can’t be read in a book or put in a training manual. You cannot communicate it through a Teams meeting or on a screen. You can get it two ways. Experience and Apprenticeship. Experience takes time. Apprenticeship takes desire and commitment. You can’t avoid experience; it’s going to happen whether you choose to learn from it or not. You also can’t accelerate experience very much. Apprenticeship is the way you gain tacit knowledge without experiencing it yourself and you get it through regular, sustained, contact. This is where career trajectories diverge.

READ — Managing a remote work team with communication and ease

By choosing to not engage in the office setting, professionals today, particularly young professionals, are missing out on their single most valuable professional and career development opportunity. You likely won’t have many epiphanies in your day-to-day work, but what does happen is that over time, the rhythms of the office and your different interactions with people start to shape you and inform how you think and act. My manager and I almost never spoke directly about leadership, but to this day I catch myself doing things the way he would have done them. This wasn’t dictated or commanded, but simply absorbed.

We all know this is a loaded topic right now and becomes even more loaded across different generations. There are companies making sweeping statements on both sides of the work-from-home debate, and at my own company, we are choosing to maintain a more flexible approach.

But one thing I know for certain, if early in my career I had opted to work remotely on a regular basis, it would have delayed my professional development significantly and I would not be the leader I am today. While this may or may not be true for everyone, it is probably worth at least a little contemplation.

Here’s the thing. Yes, it’s easier to work from home for a lot of us. No getting ready. No commute. No finding a parking spot. No packing a lunch. No traffic.

But easy is very rarely better.

 

Tony JulianelleTony is the CEO of Atlas Real Estate, a full-service real estate company specializing in investment services, property management, institutional acquisitions, and buy/sell brokerage. He is a successful organizational leader with more than 20 years in real estate and financial services who is passionate about developing people and serving customers. He is a consultant to various business partners, focusing on strategy, execution, and bottom-line business results. Tony is an articulate, concise and professional communicator as well as a gifted people motivator. He is regularly referenced and featured in local and national media for leadership, finance, and real estate insights.

How Business Leaders Can Embrace a Multigenerational Workforce 

In a time where the workforce includes the four largest generations, business leaders are faced with an opportunity like none other. Even though a multigenerational workforce presents its own unique challenges, it allows employers to leverage the experiences of people at various levels in their profession and fosters a more open and inclusive culture.

Generational diversity can greatly benefit an organization. Where younger generations may bring innovation to the workplace through the lessons learned in school, older generations provide the strategy and structure through the lessons learned in business. Employers with multigenerational teams are also better positioned for longevity, as they have a roster of current leaders and potential future leaders in their talent pool.

However, maximizing the benefits of a multigenerational team can only be done if they feel heard, respected and valued. To do so, business leaders should consider taking the following three actions to foster a culture where employees of all ages flourish. 

Accommodate Communication Styles 

Communicating with a multigenerational team is not one-size-fits-all. The best methods of communication differ from person to person and how organizations communicate should be just as diverse as their employees. Therefore, employers should implement multiple avenues of communication, such as in-person interactions, email, messaging platforms or video conferencing, to accommodate the different styles. Simply asking employees their preferred method of communication is an efficient and direct way to ensure open, two-way communication, plus it demonstrates their input matters to leadership.

Welcome Differences 

The unique talents and perspectives each generation brings to the workplace can draw teams closer together through learning. Employees of different ages can share experiences, ideas and thoughts with each other, which can lead to more effective problem-solving and creative solutions to challenges that may arise. Business leaders should welcome these differences and, when building project teams, bring together employees who have complementary skills and generationally diverse perspectives, which can result in innovative business solutions.

Underscore the Similarities 

While it may be easier to focus on the generational divide, there are many common values employees of all generations share. No matter their age, most employees want to feel engaged and respected in the workplace, grow as professionals, and strike the right harmony between work and life. The same concerns ring true for each generation, such as the threat of employee burnout and the rising cost of living. Employers should create opportunities to highlight the positive similarities, while also listening to concerns and following through with solutions to any feedback.

Employers who can be flexible in how they communicate and celebrate the unique collaborative opportunities presented with a multigenerational team can break down any generational silos that may exist and foster a culture where employees feel welcome no matter their age.  

 

Niki JorgensenNiki Jorgensen is a director of service operations with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.