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Tag: Employee Experience & Recruiting

  • 3 Strategies to Boost Employee Engagement at Your Company | Entrepreneur

    3 Strategies to Boost Employee Engagement at Your Company | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Employees seem to be following a pattern of professional detachment. Since the beginning of 2020, Gallup’s worker engagement polls have shown steady employee-organization distancing. In the last three years, employee engagement levels dropped four percentage points. Given it can take nearly six months to break even after hiring and onboarding new talent, leaders everywhere are contemplating strategies to bring engagement numbers up again. One solution is to focus on fostering purpose for your employees.

    Why purpose? Employee engagement is the measure of a team member’s emotional investment in their job, the company and their overall well-being. In other words, it’s the intrinsic value someone feels. When a professional feels valued by their bosses, coworkers and employer, they are more likely to plant roots. As those roots take hold, these people become dedicated, enthusiastic advocates. They’re less likely to leave and more likely to become vital ingredients to the success of their organization.

    Related: 6 Employee Engagement Tips for Strong Retention

    According to McKinsey & Company’s findings, 70% of professionals noted a link between their sense of purpose and what they did for a living. When seven out of 10 people say that they equate their work with their merit, that’s a sign that it’s time to look for ways to fuel engagement among your employees.

    There’s no one way to impart a sense of purpose at all businesses, of course. You’ll need to conduct some trial and error. When you do, you’ll be able to measure which initiatives are working. For instance, when the members of your workforce become more connected to their work, you should notice an uptick in innovation, productivity and morale, as well as a lowering in your churn rates. Since replacing a worker can cost up to 213% of the worker’s annual salary, that’s a huge savings that goes right back into your overall profits.

    You might also see a spike in job seekers actively coming to your organization, whether or not you have openings. Your employee referral program will see more opportunities with an attractive culture and incentives. That’s a nice side benefit. Companies with a reputation for being employee-centered generally have lower recruitment costs because they’re seen as top places to work. When you’re known for your collaborative, supportive, healthy and trusting environment, you’ll naturally attract high performers. This will also have positive effects within your sales process, as your potential clients will appreciate working with top talent.

    If you’re struggling with engagement, try some of these approaches to become a more fulfilling workplace.

    1. Build engagement responsibilities into leaders’ profiles

    Leaders need to be on the front lines of modeling purpose-driven behavior for their employees. For example, we have a Director of Employee Engagement and Corporate Culture. This individual is in charge of knowing, communicating, organizing and measuring all engagement-related initiatives. Having this position makes sure our employee engagement is never left to chance.

    As president, I’m also tasked with fostering purpose in team members daily. I have to be the first to provide the support and mentorship that I expect to see in colleagues who have direct reports. We expect our managers to create trusting, collaborative environments where they listen to their colleagues’ needs and leverage that insight for everyone’s success. We’ve gone so far as to name “Captains” on each of our teams who report back to our Director of Employee Engagement and Corporate Culture. The Captains are in charge of ensuring everyone knows about upcoming events and fostering our culture among their individual teams.

    Our rising employee retention rates indicate that having a purpose-focused structure embedded into our organizational makeup encourages A-players to thrive. They take ownership of their projects and have no problem asking for help, opportunities and resources.

    Related: Top 10 Employee Engagement Strategies That Matter

    2. Make time for recognition and celebrations

    Work can become hectic at times. Nevertheless, it’s important to celebrate the things that are going well. In the aforementioned Gallup piece, the authors made a fascinating connection between organizations that celebrated achievements and those that didn’t. It turns out that companies that won Gallup’s Exceptional Workplace Award in 2022 showcased more than two times the engagement rates of non-winners. Coincidence? I doubt it. I suspect it’s because those businesses are investing in the satisfaction of their people through employee recognition programs.

    At our company, acknowledging the efforts of our colleagues is not considered optional. We participate in what we call “forced recognition,” which mandates that our employees recognize each other at least once per week during meetings. We also conduct monthly and quarterly company meetings where awards are presented, and we regularly celebrate team members in our Slack channels and through other celebration tools. We encourage these moments of recognition to be specific, timely and, most importantly, genuine.

    We provide recognition in other ways, too. This can be through verbal means or via ceremonies, rewards, you name it. When our Sales Development Representatives schedule client appointments, we host floor-wide celebrations where each team has its own silent celebration tool. All these measures add up to a more cohesive and fun culture.

    3. Offer more incentive to your employees than just a paycheck

    The best way to create employee engagement is to be people-focused. That’s not possible if you aren’t open to meeting the various needs of your team members.

    Take Nike as a noteworthy example. The company believes in supporting employees in myriad ways, such as providing access to continuing education and training, offering competitive insurance plans and encouraging participation in fitness programs. Nike promotes work-life balance in order to maintain an engaged workforce, and you would be wise to follow its lead in order to keep your valued colleagues from burning out. Just do it.

    While it can be hard to implement what you hear — and you might not always be able to adjust your company to the “wish list” requirements of all employees — it’s all about putting forth your best effort. In the end, establishing a culture where employees can feel purpose and satisfaction at work just makes sense. You’ll have stronger internal and external partnerships, not to mention sustainable business growth. Plus, you’ll never lose sleep wondering whether your employee engagement is waxing or waning.

    Related: This Is What Happens When Employees Find Meaning at Work

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    Eric Watkins

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  • What to Do When a Personal Brand Clashes With Corporate Reputation | Entrepreneur

    What to Do When a Personal Brand Clashes With Corporate Reputation | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Personal branding is experiencing a universal moment. We are seeing people from all walks of life building their visibility, promoting themselves both online and offline. Once reserved for those of us looking to monetize side gigs, personal branding has since become a mainstream endeavor. Research shows that people who are “able to discover their own points of competitive differentiation and creatively turn them into compelling narrative and imagery, while doing that strategically and socially-appropriately, have greater chances of professional success.” A personal brand can open doors to internal mobility, unlock new career opportunities and even lead to greater career satisfaction.

    Employees from all walks of life are following the likes of Gary Vee to learn how to build their own personal brands and leverage social media effectively. And yet, many are fearful and hesitant. They are fearful not only of doing it wrong thus damaging their careers, but they are actually concerned that their pursuit of increased visibility will ring loud alarm bells across the HR team and the executive offices of the company that employs them. No surprise there! Disparaging language when discussing personal branding continues to prevail. Look at this BBC article which refers to personal branding as an act of “touting oneself,” in turn positioned as being at odds with company loyalty. Talk about being out of touch with modern reality.

    Related: How to Understand Corporate Branding vs. Personal Branding for Success

    The tension between personal branding and corporate fallout

    Articles with their disparaging language aside, employers’ concerns can definitely be worthy of empathy. After all, employee-related scandals can easily go viral, whether it’s in the private or the public sectors. In the era of social media and our shared love for a juicy story with a dramatic plot twist, what an employee says or does can quickly come under scrutiny and even quicker cast a shadow on the employer and their reputation. As a result, organizations are crafting what they believe to be iron-clad social media policies, blocking access to social media platforms from office equipment and quite frankly employing some of the stringiest methods aimed at mitigating potential reputational risk.

    This tension between personal branding and corporate fallout isn’t unique to the cubicles of corporate America. Even sectors that traditionally thrive on individual expression, such as the entertainment industry, are not immune to the challenges and pitfalls of personal branding.

    Cue in the most recent Disney drama surrounding the Snow White remake of its age-old classic. News outlets and vloggers across the continent are sharing clips of the actor hired to play Snow White positing that her off-putting demeanor, unlikeable behavior and questionable statements are damaging the movie’s chances of box-office success. Here we’ve got an actor speaking her mind and freely expressing her opinions about the remake versus the original version, expressing her disdain for the original and feeling that she is doing her best to promote the remake. In her mind, she is likely simply sharing how wonderful the new version is going to be. Yet, as a result, Disney’s executives are predicted to be having emergency meetings to damage control. A clear case of a personal brand gone rogue!

    Related: Why Investing in Reputation Management is Crucial for Your Business Strategy

    So, what can we learn from this?

    What policy can we draft as employers, or how can we make sure that our own personal brands are not blamed for the reputation crises of our employers?

    The simple answer is this: We cannot.

    You see, unless we condone the cancellation of the First Amendment right and believe that people must be censored for the greater good of their employers, these situations will continue to occur. But here are some tips to try and reduce the probability of this happening to you:

    1. Hire for shared values and not only for skill: Assemble a team that resonates with your organization’s ethos. Their alignment with your values is key to ensuring their personal brand doesn’t diverge from your organizational identity. And when you are looking for a job, do the same: Look to join an organization that shares your values and will thus be likely to align with your actions and behaviors.

    2. Be crystal clear with your brand positioning and your point of view, both as a corporate brand and through your personal brand: A well-defined brand narrative serves as a guiding star. When employees’ personal brands harmonize with your corporate identity, it’s a win-win. At the core of any brand — corporate or personal — lies a very clearly defined point of view.

    3. Don’t fight your employees’ personal brand-building efforts, but rather invest in training them to do it right: Educate your team about the nuances of personal branding. With the right training, they can navigate the digital landscape adeptly, projecting their individuality while safeguarding your brand’s reputation.

    Related: 7 Ways to Recover After a Reputation Crisis

    Most reputation crises occur because of a faux pas. These can be reduced, or perhaps even avoided entirely, through media training for your higher visibility employees and social media training for your whole team. Personal branding is here to stay and, as an employer, you can derive a multitude of benefits from having high-profile employees. They can help attract higher-caliber hires to your organization, as well as high-ticket clients. You should embrace your team members’ visibility and derive the value but equip them to do it right and to avoid saying or doing something that can be damaging both to you and to them.

    Personal branding is experiencing a universal moment, and it is not something we can curb. Let’s instead devise a strategy that will allow our employees’ personal narratives to unfold in harmony with our organizations’ tales, making for a story that captivates, rather than a subplot that becomes our demise.

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    Marina Byezhanova

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  • How to Prioritize Mental Health in the Workplace | Entrepreneur

    How to Prioritize Mental Health in the Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    How much do you consider mental health in your overall well-being? Many business owners sacrifice their own emotional stability and personal satisfaction for what they believe to be the greater good of the organizations they run. Or they are too lost in all the noise of operating and growing a company even to consider self-care. But there is no rulebook out there that states business owners can’t have a thriving business and a healthy mind. It is all about positive psychology.

    Positive psychology is the scientific study of human flourishing. It focuses on factors like hope, happiness and optimism. Positive psychology is a proactive approach to mental health, not unlike wellness, which is to physical health. We often see a doctor when we feel sick or experience the onset of a disease, which is a reactive approach to physical health.

    A more proactive approach is to adopt the kind of healthy lifestyle choices that reduce our chances of getting sick in the first place. The same thing applies to mental health. We might see a therapist if we are in the throes of a mental health crisis, but it would surely be preferable to take a proactive approach to avoid a psychological emergency in the first place.

    Dr. Martin Seligman is an American psychologist and leading researcher widely considered the “father of positive psychology.” Seligman coined the term PERMA, an acronym that represents what he asserts are the five essential elements of mental health: Positive Emotions, Engagement, Relationships, Meaning and Accomplishment. The concept of PERMA is intriguing, specifically as it relates to the business owner’s emotional journey and mental health.

    Applying the concepts of PERMA to ourselves as business leaders is a great step in the right direction. Then, fostering opportunities to advance the PERMA ideology throughout your organization can dramatically enhance your company culture. I mean, who doesn’t want a team of emotionally healthy, mentally prosperous and happy people working for them?

    Let’s consider the facets of PERMA and how business owners can apply them to foster positive psychology throughout their organizations.

    Related: 5 Reasons We Should Make Our Health a Priority Over Our Business

    P — Positive emotions

    Not to be confused with happiness, positive emotions include personal feelings of love, joy and hope, among others. Seligman posits that our thoughts and actions improve when we cultivate and integrate positive emotions into our lives.

    First, focus on creating a culture of gratitude to help infuse positive emotions in your business. Recognize and celebrate achievements. Encourage your team to find joy in the work they do and in their interactions with others.

    Related: How Positivity Makes You Healthy and Successful

    E — Engagement

    Engagement is our ability to achieve a desirable state of flow in which we ditch our self-consciousness and allow ourselves to be absorbed in something we enjoy. It is about being substantively present in the moment rather than focusing on the mental baggage of the past or anxiety for the future.

    In your leadership role, provide employees growth and career development opportunities that encourage mastery, such as mentorship programs or advanced skills workshops. Implement ways to instill active involvement, autonomy and personal decision-making in the roles of every employee.

    R – Relationships

    We all know that deep, meaningful relationships with others are vital to our well-being. Seligman says that humans are inherently social creatures who thrive on feeling valued and supported by others. These social interactions may also stave off cognitive decline and physical health issues.

    As a business owner, be an active listener, reinforcing the importance of strong interpersonal relationships throughout your organization. Create opportunities for team bonding and collaboration.

    Related: How to Build a Positive Relationship With Your Boss and Colleagues

    M – Meaning

    Having meaning in our lives adds purpose and value to our actions. It is that connection with something bigger than ourselves. A sense of meaning might come from the business one runs, the causes one supports or one’s spiritual beliefs. Meaning increases personal satisfaction in our daily lives.

    Ensure your company mission and vision are meaningful to your team. Create in-house opportunities for employees to contribute to the causes they care about. Let your people know how important they are to the success of your business.

    Related: 3 Ways to Help Employees Combat Burnout and Create More Balance

    A – Accomplishment

    Being successful at the things we do can dramatically enhance our mental well-being. Accomplishment refers to the final product and the orchestration, mastery and self-motivation that propels a person to achieve great things.

    To support a culture of accomplishment in your business, set clear and attainable SMART goals for employees, departments and the organization. Celebrate big achievements, as well as little wins along the way. Understand that setbacks are often catalysts for growth, so provide constructive feedback when employees fall short of expectations.

    Proactively incorporating positive psychology and infusing the tenets of PERMA throughout your business can lead to a healthier, happier and more meaningful existence for you and your entire team.

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    Jason Zickerman

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  • Building a Business With Customer Care at The Forefront | Entrepreneur

    Building a Business With Customer Care at The Forefront | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Sometimes the most difficult experiences can push you in the right direction. For Carmen Sturniolo, owner of Ambitious Athletics, that moment came after his father passed away from a medical condition. He realized a desk job wouldn’t satisfy him and began thinking about how he could live his life to the fullest.

    “There’s gotta be something more I could be doing for the world, kind of like my dad did,” Carmen said. “He was a carpenter, also cut hair. He had a small business in his day, and he never had to hand out a business card. Everybody came to him.”

    Inspired by his dad, Carmen quit his job and started working at a gym as a personal trainer, gaining skills and learning more about the industry. Feeling like he could offer more, he pursued his own fitness business, training clients at his house or the park and fostering an unofficial gym community. When it was time to open his first brick-and-mortar business in 2015, he made sure the space was encouraging and inspiring for his clients.

    “With every decision as an entrepreneur, you’re looking to maximize your time and perfect everything right up front. So it was many hours of standing in this shelled out space,” he said. “When you walk in, there’s a big mural with our chevrons up there that says, ‘Strong, fit, athletic.’ And that’s what I always want to bring to our clients, and hopefully our clients want to embody.”

    Yelp reviewer Steven C. said he found Ambitious Athletics on Yelp while reading reviews to find a gym he could feel comfortable going to. Prior bad experiences at other gyms had made him nervous about entering the fitness scene without a lot of experience.

    “What I was really nervous about was, I’ve been to gyms before, and most of the time it’s just like open equipment. So you go and you feel bad about yourself because everyone else is very in shape,” Steven said.

    In order to address common concerns and fears similar to Steven’s, Carmen has a personal conversation with each potential client that comes in and offers a $20 one-week trial period so potential clients have a low risk option to try out the gym.

    “Honestly, it’s so we can just have a conversation with you and be ourselves and demonstrate our quality of training here, our community, and how we carry ourselves and want to actually make a difference in health and fitness,” Carmen said.

    Because he understands how important it is for each client to be cared for, Carmen asks questions during the trial period—ranging from what their fitness goals are to where they are in their life. This creates a safe environment where clients feel understood and less intimidated with a professional to guide them and help them achieve their goals.

    “So you come in for that starter session, and that gives us the opportunity to meet you, understand where you are, who you are as a person, what you’ve done in the past, what you’re currently doing, what you’re currently looking for. What’s your injury history like? Why are you doing this?” he said. “That would be important to me if I walked into any gym, any business where I was investing in myself, to be known as somebody, not just a number, and be a part of the volume of clientele.”

    Backing up that sentiment, Carmen said he and his staff look at a report every Friday to see which clients have been able to come in and which ones haven’t. If clients haven’t shown up, they check in to make sure they’re doing okay.

    “We know that showing up three to four times a week is most beneficial for your goals. And we like to see people. It’s always more fun when there’s more people in here and everyone is in here and laughing and having a great time, ’cause fitness should be fun,” he said.

    When it comes to feedback about the experience his business provides, Carmen takes reviews very seriously and has a process for reading and responding to them.

    “If it’s a one star or a five star, I wanna be able to read it, absorb it, and react logically if there needs to be a reaction, or let it hit me emotionally. So I take the time to carve out like 30 minutes and just absorb it,” Carmen said. “If it’s a current member, I’ll email them and say ‘Thank you so much for taking the time to write this review that you feel is helpful to us, and also helpful to the next person.”

    Other businesses can learn from Ambitious Athletics’s journey, including the following tips:

    • Don’t be afraid to pivot. Carmen wasn’t satisfied with his career and was able to start a business he was passionate about. Oftentimes, your passion can become your competitive advantage.
    • Form relationships with your customers, and let them know you care. Getting to know your clients as people can help them build loyalty toward your business while helping them achieve their personal goals.
    • Make the customer’s comfort and satisfaction a priority. Take the time to understand your target audience to create a personalized experience customers will come back for.
    • Read and respond to reviews. Carmen carves out 30 minutes to read and process his reviews and thanks customers for writing them. Investing in customer engagement can help improve your business’s reputation.

    Listen to the episode below to hear directly from Carmen and Steven, and subscribe to Behind the Review for more from new business owners and reviewers every Thursday.

    Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, and Soundcloud.

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    Emily Washcovick

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  • A Step-by-Step Guide to Achieving Organizational Alignment | Entrepreneur

    A Step-by-Step Guide to Achieving Organizational Alignment | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As a CEO, you put valuable time and effort into mastering your business strategy. It shapes your business structure and operations by providing life to your vision, purpose and values, driving the way you work.

    But no matter how solid your strategy, it’s only impactful if every team member is onboard, in sync and focused on the most important things.

    In my experience, achieving organizational alignment starts with me as the leader. The only way to do it successfully is from the top down.

    Related: ‘The Alignment Factor’: The Keys to Internal Alignment

    Why is organizational alignment important?

    Organizational alignment means that all employees have clarity about their roles and responsibilities, specifically in regard to how they contribute to the company’s success. It involves creating a sense of purpose and clarity around the individual tasks that they do each day.

    A business cannot scale without top-down alignment. The key is to create a unified front of team members working harmoniously toward the same goals.

    Achieving organizational alignment requires deliberate action and a systematic approach. Here are the key steps that CEOs can follow to build organizational alignment within their companies:

    Step 1: Build the right team

    Hiring the right people for the right roles may seem obvious, and yet so many companies get it wrong. Companies often hire people based on experience and skillset alone, but they forget about another incredibly important factor: culture fit.

    Should culture fit be the top priority when it comes to hiring? Probably not. But nonetheless, it can’t be disregarded because it has a high impact on organizational performance. Having people on your team who believe in and agree with your company values is critical to moving the organization forward. If an employee’s values are not in line with those of the company, they won’t be motivated to contribute to achieving the mission, and therefore, they are more likely to underperform.

    Step 2: Rally the team around a shared purpose

    Your purpose must resonate with all other foundational aspects of your business — vision, mission, etc. All team members should know, understand and commit to upholding the company’s purpose. It’s important to consistently remind team members of the “why” behind their daily work to maintain motivation. Attributing each goal to achieving a larger mission helps keep the larger mission in sight, even when narrowing it down to individual tasks.

    Step 3: Set and track collaborative goals

    With the broader strategy in place, break down the overarching goals by teams. Here you can enlist the help of your management team to break down the goals further into individual roles.

    In order to set and track goals properly, you must be on board with establishing a culture of transparency and accountability. Being transparent about individual responsibilities ensures that no two team members are stepping on each other’s toes, and everyone knows who is working on what.

    Furthermore, all employees should know how their teammates are progressing on targets. Making this data visible encourages team members to hold themselves and each other accountable. When employees encounter roadblocks, they should know who to approach for guidance and support.

    Consider using OKR software tools for optimal goal management.

    Step 4: Implement good communication habits

    We know that communication is often the root cause of workplace failures. It’s essential to not only strengthen the communication skills of your team members but also to establish systems and processes that will streamline effective communication.

    Teams should have daily stand-up meetings, also called huddles. Daily huddles are quick meetings structured to include updates on goals to keep everyone in the loop on the team’s performance. Managers should also have consistent one-on-one meetings with their direct reports to review targets on a more in-depth level and facilitate effective communication between managers and employees.

    In addition to tools like Slack and Zoom, you may also consider adopting an integrative workspace system with communication capabilities to streamline conversations.

    Related: Why Aligning Your Company Values is Crucial for Long-Term Success

    Step 5: Encourage teamwork

    By having employees work together to achieve goals, you yield better collaboration and faster results. Employees bring diverse perspectives, skills and experiences to the table, which can lead to innovative solutions and improved efficiency.

    In addition to being proven to boost morale, promoting teamwork in the workplace reinforces the concept of working together to achieve common goals, promoting alignment among team members.

    6. Focus on employee engagement

    Employee engagement is a key indicator of business performance and alignment. It’s important to consistently show appreciation to your employees and remind them that their contributions are meaningful.

    Consider using culture-building tools, like surveys and the Employer Net Promoter Score (eNPS), to gauge how well your culture is performing. These tools measure workplace engagement and satisfaction and can also provide insights into how employees perceive their work’s impact on the company’s mission, vision and values. By addressing any misalignments, CEOs can strengthen organizational alignment and improve performance.

    The common theme among all these steps is that they all involve the team. I would argue that in any successful organization, your people are your best asset. Refining, empowering and driving forward employees falls on the shoulders of the CEO. This is why it’s critical to get every step right and ensure you are actively working toward strengthening your team at its core.

    An empowered and aligned workforce is a productive one, and as the leader of the team, it starts with you.

    Related: How To Align Your Company Goals To Breed Success

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    Doug Walner

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  • Why Employee Accountability is the Holy Grail of Every Successful Business | Entrepreneur

    Why Employee Accountability is the Holy Grail of Every Successful Business | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Accountability is a remarkably dynamic word and so much more than a simple promise to perform. While the concept is rooted in responsibilities, the term also implies continuous action and a healthy system of checks and balances. At its core, accountability is about showing up, claiming ownership of a task, and then accomplishing the things you have committed. And everyone in your organization should do the same – because accountability is not a solo act. Accountability is the kinetic energy that fuels every successful organization.

    Your own accountability as a business owner is a gimmie; as the leader of your company, your word is your bond. And there are also huge benefits in creating a culture of accountability throughout your organization.

    You want employees to be answerable for their responsibilities. You want your team to work toward company goals, maintain certain metrics and meet their deadlines. While these accountabilities might seem rudimentary, you might be surprised how many businesses struggle with them.

    I believe most employees want to do a good job and try hard to be accountable. If they fall short, a glitch in communication is usually at the heart of the problem. Maybe the employee was never clear on expectations. A lack of transparency possibly hobbled achievement. Or, as is often the case, perhaps the employee’s definition of success differed from that of their manager.

    Fostering a culture of employee accountability is key to the success of any business, and the formula almost certainly starts with respect for your team, their strengths and their goals. Best-selling author and TED Talker Daniel Pink says that fostering a spirit of autonomy, mastery and purpose in your employees allows them the freedom and inner drive to develop creative solutions. He is right; by affording them these opportunities for self-direction and responsibility, you create better alignment in an environment where your people feel valued and their talents nurtured. This is to say that you set the stage in your business for a culture of accountability.

    Related: How to Create a Culture of Gentle Accountability in 3 Steps

    Employees crave autonomy

    Autonomous employees are empowered to leverage their own judgment and take ownership of their decisions. Embracing a culture of self-responsibility throughout your business fosters a stronger sense of employee commitment, supports innovation and demonstrates your trust in your team’s capabilities and professionalism. By giving employees more flexibility and responsibility in their own approaches and outcomes, they become more thoughtful in their actions and decision-making processes.

    Accountability and autonomy might feel like conflicting concepts at times. Getting the balance right can be challenging, but it is well worth the effort. It starts with communication and clarity. When you or your management team assign a task to an employee, ensure that the person is clear about what you want them to do and the expected results. Ask the employee to confirm what you are asking them to do. Let them know you are available if they have questions about the task. Then allow them to do their job. You can check in periodically to track their progress along the way.

    Related: Want Elite Performance? Adopt These 5 Practices Of Top Tactical Units

    Employees want mastery

    Mastery is the process of honing one’s skills to a refined level. When you provide employees with development opportunities, they become quantifiably more engaged, productive and fulfilled in their jobs. Mastery boosts employees’ sense of accomplishment, positions them for a more rewarding career trajectory, and seeds the business with increasingly capable people. I talk a lot about win-win in business. Creating opportunities for your employees to master their skills while increasing your company’s competitive edge is certainly one of them.

    Consider investing in your business’s employee development, mentorship and leadership training programs. The ROI for learning initiatives tends to be high from a financial and cultural perspective. And while an increase in accountability is challenging to track with real numbers, it is most definitely positively impacted by employee mastery.

    Related: What is the Caliber of your Company Culture and How Can You Develop It?

    Employees desire purpose

    Now more than ever, employees yearn for a sense of purpose that serves as something larger than themselves in their professional and personal lives. Millennials and Gen Zs are particularly motivated to make a difference in the world around them at both a micro and macro level. By instilling a profound sense of purpose within the vision and mission of your company, you better attract and retain those people who are aligned with similar concerns and causes.

    When employees feel empowered and impactful in their ability to support what they care about, they are more committed, intentional and accountable. Greater purpose inspires ownership in achieving above-and-beyond outcomes.

    Purpose-driven employees also tend to be more adept at tackling challenges. They have faith in their own ability to overcome adversity to achieve a desired goal, so they willingly take on more responsibility and accountability to make things happen. Purpose is a powerful motivator on so many levels.

    When employees fall short on accountability

    What if you have put in the effort to create a culture of employee autonomy, mastery and purpose in your business, but your people are still lagging in the accountability department or are regularly just not meeting expectations?

    Rather than resorting to criticism, I suggest you take a coaching approach. Ask the employee how they felt a glitchy project went. What worked well and what panned out poorly. Ask them to analyze the processes and procedures, then have them share those opinions with you. This will provide you with enormous insight, at least from this employee’s perspective, that you may not have considered.

    While leveraging the coaching approach, you will often find that the employee admits their own culpability or poor performance in the project and makes suggestions for self-correction. Which, when you think about it, really is the definition of employee accountability, isn’t it?

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    Jason Zickerman

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  • How to Encourage Individuality Within a Cohesive Team | Entrepreneur

    How to Encourage Individuality Within a Cohesive Team | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    You’ve heard it a thousand times: “There’s no ‘I’ in ‘team.’” Right? Wrong! Let’s get ready to ruffle some corporate feathers because in this post, we’re turning that tired adage on its head. Buckle up, team players. It’s time to think outside the box, or rather, outside the team.

    We’re exploring the concept of “No ‘I’ in Team, But There’s a ‘ME’” and how to encourage individuality within a cohesive unit. Now, before you grab your pitchforks, let me explain …

    Related: Embrace Your Employees’ Differences to Become a Stronger Business Leader

    The symphony of individuality in a sea of conformity

    First and foremost, I’m not advising you to transform your team into a group of mavericks. Harmony is crucial. But within that harmony, there’s a symphony waiting to be composed, where each instrument has a distinctive sound. In a business scenario, each team member brings something unique — their “ME.”

    Now, let’s discuss what this “ME” looks like in a team setting, and no, it’s not about inflating egos or breeding lone wolves. It’s about leveraging your team members’ rich, diverse skills and experiences, making your team an unbeatable force and harnessing the power of individuality within a cohesive unit.

    1. Fostering the individual “ME” — the key to a dynamic team

    Imagine a team where every member brings the same skill set, mindset and same way of thinking. Sounds monotonous, doesn’t it? Such a team would lack the dynamic, innovative and creative energy that drives success.

    Encouraging individuality within a team fuels creativity, innovation and diversity of thought. By valuing and fostering the “ME” in your team, you create a dynamic, adaptable unit ready to conquer any challenge.

    2. Amplifying the power of “ME:” From theory to practice

    Alright, enough pontificating. Let’s roll up our sleeves and delve into the nitty-gritty. How do you encourage this “ME” within a team?

    Create an environment of trust: For starters, you must create a safe space where team members feel very comfortable expressing their ideas and opinions. This means eliminating any fear of retaliation or ridicule for divergent thinking. Remember, trust is the bedrock of any successful team.

    Encourage diversity of thought: Nobody yearns to be just another component lost in the labyrinth of an enterprise. Inspire your team members to break the mold, question the norms and celebrate their distinct viewpoints. This can catalyze creativity, ignite innovation and unveil pathways to solutions that may have remained undiscovered within the confines of conventional thinking.

    Invest in personal development: Understand your team members’ aspirations and strengths. Invest time and resources into their personal growth. When individuals feel they’re growing and valued for their unique contributions, they’re more likely to stay motivated and engaged.

    Recognize and reward individual contributions: Recognition goes a long way in fostering individuality. Make sure to celebrate individual successes, not just team achievements. This will reinforce the idea that each “ME” matters and contributes to the team’s overall success.

    Embrace conflict – the hidden power of “ME”

    Absolutely! Brace yourselves for a groundbreaking revelation: conflict, often perceived as the notorious beast in teamwork, can be a valuable catalyst if navigated adeptly. When we stimulate team members to put their unique thoughts on the table, a divergence of opinions inevitably ensues — and with it, yes, the feared conflict.

    But, dear readers, let’s cast off those old spectacles and see conflict in a new light. It is not a team’s nemesis but rather a compelling indicator that your team is brimming with invested, passionate professionals and not just an army of passive “yes” folks.

    However, this doesn’t mean promoting destructive arguments. The key lies in promoting constructive conflict — the kind that sparks new ideas, refines existing ones and ultimately leads to stronger decisions. So, encourage your team members to challenge one another respectfully and productively.

    Related: 6 Steps to Building a Great Team

    Facilitate effective communication — the lifeline of “ME”

    The importance of clear, open communication within a team is a point that simply can’t be hammered home enough. To cultivate individuality, you must establish a sturdy communication framework that encourages team members to voice their concepts, feelings and worries without hesitation.

    This involves laying out unambiguous expectations, offering helpful criticism and fostering an environment that welcomes open-ended conversations. Ensure that each team member feels heard and that their ideas are given due consideration. This will help build a strong sense of belonging and foster a culture of innovation and creativity.

    Cultivating emotional intelligence — the bridge between “ME” and “WE”

    Understanding and managing emotions are as important as technical skills in a team. This is where emotional intelligence comes into play. It key transforms a group of “MEs” into a cohesive “WE.”

    Teach your team members to recognize, understand and manage their own and others’ emotions. This not only helps in promoting individuality but also enhances empathy and understanding within the team. When team members understand each other’s motivations and emotions, it paves the way for better collaboration, reduces friction and fosters a more harmonious working environment.

    The power of delegation — trusting in “ME”

    Delegation is not just about offloading tasks. It’s an opportunity to empower your team members to show them you trust their capabilities. Delegating tasks based on individual strengths promotes a sense of ownership and motivates team members to give their best.

    You’re sending a message by delegating tasks effectively: “I trust you. I believe in your skills and abilities.” This fosters individuality as team members feel valued and motivated to perform their best.

    Related: How to Create a Culture of Diverse Thinking

    The “ME” in the “WE”

    When you boil it down, the challenge lies in harmonizing the “ME” and “WE.” This isn’t a quest to fuel narcissism or undermine the power of collaboration — rather, it’s an acceptance that a team’s collective strength is forged from each member’s unique contribution. We construct a more robust, vibrant “WE” by allowing the distinct “ME” to emerge.

    So, the next time you find yourself parroting the age-old saying, “There’s no ‘I’ in team,” hit the brakes and contemplate. Remember, a team isn’t merely a congregation of individuals chasing a shared objective. It’s akin to a colorful mosaic composed of individual tiles, each possessing its distinct shape and hue. Nurture the brilliance of each tile, and you’ll compose an extraordinary spectacle that far surpasses the simple addition of its components.

    As we wind up this conversation, I want to emphasize that fostering individuality within a team isn’t just about empowering individuals. It’s about creating a cohesive, dynamic unit that leverages the strengths of each member to achieve collective success.

    Remember, there might not be an “I” in ‘team, but there certainly is a “ME.” And when every “ME” brings their unique strengths to the table, we create an unbeatable “WE.”

    Now, go out there and create your symphony! Let the unique notes of each “ME” compose a magnificent symphony of success for your “WE.”

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    Chris Kille

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  • How Leaders Can Change the Trajectory for Women in Tech | Entrepreneur

    How Leaders Can Change the Trajectory for Women in Tech | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    No one blinks when they find out your doctor is a woman. Or your lawyer. Or your accountant. But try telling them that your CTO is a “she” or your IT “guy” isn’t a guy at all — you might get a different reaction. That’s a problem, of course. Fortunately, it’s solvable. As leaders, we can help pave the path to a tech career, making it less daunting for women.

    As a woman who’s been successful in navigating the rocky road to tech success, I can attest to the fact that it can be done. If you have a dream, you can do it. I just wish that women could realize equality in the technical fields a little faster. According to one CIO Magazine article from 2023, women make up merely 28% of the computing and math-focused worker population. Perhaps worse, about half of the women employees who start in tech eventually leave the tech world behind. Those aren’t great numbers, but they shouldn’t serve as barriers.

    The fact is, technology is an amazing sector. It’s growing all the time, and opportunities are opening up left and right. Who would have guessed just a decade ago that podcasting technology for brands would be so needed? Now, it’s not only a “thing:” It’s a “thing” that’s in high demand. That’s why I moved into the niche.

    Women who are passionate about all things technology-related have so many directions to go in. However, they need to get a foot in the door first. If you’re in a leadership role where you can help women move into tech, I urge you to apply some of these tips. You’ll be doing a favor not just to talented, tech-minded women but to all the industries that need them.

    Related: 5 Ways to Make the Modern Tech Workplace More Welcoming to Women

    1. Eliminate biased hiring practices

    Several researchers dove into the statistics of inclusive organizations in 2021. These were businesses devoted to diversity. Nevertheless, they still found tons of biased hiring happening. In one case, female STEM majors needed perfect GPAs to effectively compete with their male counterparts with lower GPAs.

    My guess would be that those companies’ leaders had no clue they were making the candidate journey harder for women. They probably assumed that everyone was being treated fairly. Instead of making the same error, work with your human resources director and hiring managers. Figure out if unconscious bias may be sneaking into the way you evaluate tech applicants.

    One way to remove gender bias includes taking identifiable names and information off applications. You may also want to wait to conduct face-to-face interviews until the last rounds of decision-making. Using digital, AI-fueled platforms can help, too, especially in the early stages of screening.

    2. Offer female employees the chance to laterally move to tech roles

    Let’s say you have a female employee in a non-tech department. She mentions that she’d like to learn more about technology and maybe one day hold a technical position. Is it possible to make that happen? Perhaps, if you set up professional development and mentorship programs within your company.

    You can’t assume that every worker in your business wants to stay where they’re at forever. Many will want to make lateral moves at some point during their tenures. Why couldn’t those lateral moves be across silos and not just from one cubby to the next? I got my start in marketing. However, I gradually pivoted myself into a more tech realm. I still have my marketing chops, of course. I just use them differently as the head of a more technical startup.

    You shouldn’t risk losing a good employee just because she’s interested in doing something different career-wise. According to Qualtrics, the average churn rate is 10.6% across all organizations. This means that if you can get your turnover to single digits, you can avoid saying goodbye to superstars. At the same time, you may be able to guide a female team member into a technical position. She’ll stay with your company, and you’ll increase the number of women in tech on your staff. Everyone wins.

    Related: 3 Tips for Promoting From Within

    3. Switch to a female-friendly tech vendor

    There’s a saying that you’re judged by the company you keep. It’s true in business as well as personal life. When you partner with vendors who prioritize gender equality — including in places where women are historically underrepresented — you make a big statement. Effectively, you tell the world that you’re going to be the change you want to see.

    For example, let’s say that you’re trying to pick a new vendor for a technical service you need. Though the vendors you’re evaluating are all unique in some ways, they’re not too different. Except one has obviously given women more chances to try their hand at technical jobs.

    Is it worth giving that latter company your business? By doing so, you’ll show your support. You may even prove to be an encouragement for the women in your workplace who have considered tech at some point. You may find the experience an opening for what McKinsey & Company calls supplier collaboration, too. That is, you and your new vendor may be able to form other partnerships, like perhaps a joint tech internship for female college students.

    Women who want to jump into tech shouldn’t be held back. By tackling the problem of gender inequalities in the industry now, we can all make having a tech career easier for future generations.

    Related: How Women Are Innovating and Shaping the Tech Landscape — and How Men Can Support Them

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    Lindsay Tjepkema

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  • 3 Tips for Improving a Difficult Workplace Relationship | Entrepreneur

    3 Tips for Improving a Difficult Workplace Relationship | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    This story originally appeared on Under30CEO.com

    We’ve all heard the saying, “People don’t quit their jobs. They quit their bosses.” It’s an important professional truth and one that can apply to more than just a leader. Challenging relationships with co-workers, contractors, and professional peers, in general, can alter (and at times completely undermine) an otherwise positive workplace experience.

    If you’re struggling with difficult relationships at work, here are a few tactics to help you improve things moving forward.

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    Kimberly Zhang

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  • Know a DEI Skeptic? Use These 3 Strategies to Engage Them | Entrepreneur

    Know a DEI Skeptic? Use These 3 Strategies to Engage Them | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The good news is that most people believe in the value of diversity, equity and inclusion initiatives in the workplace — yet the minority, although vocal, is roughly 20% of the workforce. For these DEI skeptics, we recommend a three-pronged approach:

    1. First, learn more about their story and what is holding them back.
    2. Ask for their engagement directly.
    3. Offer up a specific way they can show support and hold them accountable.

    Related: Does DEI Training Work? It Depends How Proactive It Is.

    Learn more about their story and what is holding them back

    Overwhelming people with facts and figures is tempting, but often not helpful in changing perspectives. Instead, meet skeptics where they’re at. Give them time to process their fears, concerns and ideas. This can be helpful information for allies that want to better understand the challenges of DEI work. Chances are some other concerns could be valid. As with any line of work, there are always pros and cons and paradoxes that are more often in between.

    We’re all a product of our lived experiences. It’s hard for people to take on a perspective that they themselves don’t share. This is why storytelling is so powerful as allies. Asking questions to learn about people’s upbringing, caregiving roles they experienced at home and exposure to other races and cultures growing up is key. People’s socioeconomic class has a significant tie to our perceptions as adults. For example, many lower-class white people share the belief in the myth of meritocracy — meaning hard work pays off. Yet, when you compare notes with people of color, they are unique challenges they often face due to the intersections of racism and classism.

    To reach a DEI skeptic, consider asking these questions:

    • What aspects of DEI are you most skeptical about? Understanding their specific concerns can help tailor the conversation to address their doubts directly.
    • Have you encountered any personal experiences or observations that have influenced your skepticism? Exploring their personal perspective can provide insight into their viewpoint and help build a connection.
    • Are there specific examples of companies or organizations where you think DEI initiatives have been ineffective or problematic? What would you like to see done differently? Discussing real-world cases can lead to a more nuanced conversation and provide an opportunity to address specific concerns.
    • Do you think it’s important for all individuals, regardless of their background, to have an equal opportunity to succeed? How might unequal access to opportunities impact society as a whole? Exploring the concept of equal opportunity can help highlight the underlying principles of DEI.
    • Have you ever been in a situation where you felt excluded or misunderstood? How did that make you feel and what steps would you have appreciated to address it? Drawing parallels between personal experiences and the broader DEI conversation can foster empathy and understanding.
    • Are there ways in which you think diversity could be promoted without compromising meritocracy? Discussing strategies that align with their values can help bridge the gap between skepticism and the goals of DEI.
    • How do you think diverse teams can contribute to innovation and problem-solving? Are there examples you can think of where diverse perspectives led to better outcomes? Highlighting the practical benefits of diversity can help counter skepticism with evidence.
    • Do you think there is a connection between workplace diversity and attracting and retaining top talent? How might a more inclusive environment impact employee morale and job satisfaction? Discussing the potential impact on talent management can provide a tangible perspective.
    • What would it take for you to consider DEI initiatives as valuable and worth pursuing? What specific outcomes or changes would you like to see? By focusing on their expectations and potential solutions, you can create a shared vision for the role of DEI.

    Related: 4 Ways Inclusive Leaders Can Respond to the Weaponizing of DEI

    Ask for their engagement directly

    Many times there’s confusion about the role the majority group can play in DEI. For example, older, straight, white men who do not have a disability often say that DEI is not for them. DEI is about inclusion, so it is paramount that everyone is a part of creating an inclusive culture. Rather than wait for the majority group to join the conversation, consider directly asking for their support. Make it clear that you want them to play a role and what specific expectations are for engagement. Consider these ideas to engage them:

    • Collaborative initiatives: Create opportunities for members of the majority group to collaborate with individuals from different backgrounds on projects, committees or initiatives. Emphasize the value of diverse perspectives in problem-solving and decision-making processes.
    • Sponsorship of Employee Resource Groups (ERGs): ERGs are a great way for the majority group to participate and learn alongside members of different groups. For those in positions of power, having them engaged as sponsors can help with resource allocation as well.
    • Lead by example: Showcase visible support from leadership and role models within the majority group who actively champion DEI initiatives. Highlight successful case studies or stories of organizations that have benefited from embracing diversity and inclusivity.
    • Mentorship: A great way for allies to get involved is by mentoring and being mentored by people different from themselves. This could be a formal pairing program of informally setting the expectation that leaders engage in mentoring folks different from themselves. Most allies report learning more from their mentees than the mentees learn from them.

    Related: 10 Ideas to Drive Your DEI Initiatives in 2023

    Offer up a specific way they can show support and hold them accountable

    Lastly, it is important that you set the expectation that they are responsible for their own education as potential allies in training. The burden of education should not fall on folks that are already dealing with the adversity of diversity. As with any cultural transformation, accountability is critical to long-term success. It is important to measure outcomes and hold leaders accountable for diverse representation and perceptions of inclusion on their teams just as you would with any cultural change.

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    Julie Kratz

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  • How to Successfully Navigate Rapid Business Growth | Entrepreneur

    How to Successfully Navigate Rapid Business Growth | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In the frenetic world of business, where every entrepreneur dreams of explosive growth, few comprehend the nuanced dance of scaling gracefully. As Bill Gates once mused, “Your most unhappy customers are your greatest source of learning.” Rapid growth often magnifies both the strengths and weaknesses of a business. But how can entrepreneurs turn those lessons into long-term success?

    Most companies’ fantasy is a surging demand, but this dream can quickly turn nightmarish without forethought. Proactive planning is the antidote to such potential chaos. By implementing measures such as a higher minimum engagement fee and strategically declining misaligned opportunities, businesses can manage high demand. This has worked well for my core business, Entire Productions. Understanding future demand and scaling the team accordingly ensures that businesses don’t just react but proactively shape their growth trajectory.

    Related: Avoid the ‘Too Fast, Too Furious’ Approach to Scaling a Startup

    Ensuring your growth doesn’t outpace your vision

    The backbone of any business, big or small, lies in its supply chain. The corporate event production niche, for instance, is comprised of entertainers and experiential activations, and its malleability determines success. Tapping into different markets, leveraging diverse resources and staying nimble can spell the difference between graceful scaling and overextension.

    A business’s values are so important as well. As Indra Nooyi, former CEO of PepsiCo, has remarked, “You cannot deliver value unless you anchor the company’s values. Values make an unsinkable ship.” When a business maintains its adaptability without compromising its values, it remains buoyant even in turbulent growth phases. Our values at Entire Productions are Excellence, Growth-Minded, Collaboration, and Own-It.

    Key hires play a monumental role in this scaling journey. Their impact goes beyond their functional roles — they often act as cultural and strategic touchstones, guiding and steadying the ship. Our account executives and production managers, among others, ensure that commitments aren’t merely met but exceeded. And as Richard Branson has emphasized time and again, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” The heart of scaling lies in a team that is not just competent but passionate and well-taken care of. One of the best ways to take care of your employees is to tell them they’ve done an excellent job in front of the company and NOT speak to their weaknesses publicly.

    One of the most delicate balances to strike while scaling is expanding horizons without diluting the brand essence. Businesses might evolve, diversify and adapt, but they must do so without sacrificing their foundational values. Authenticity is the bridge between growth and brand integrity. It’s a sentiment echoed by Howard Schultz, Starbucks’ Chairman, when he said, “If people believe they share values with a company, they will stay loyal to the brand.” By nurturing genuine, grounded relationships with clients and stakeholders, businesses can expand their audience without losing their essence. It’s a delicate balance that needs to be adjusted throughout all growth cycles.

    An often-underestimated facet of scaling is the art of nurturing existing relationships to boost customer lifetime value. It’s not just about the breadth of relationships but their depth. Instead of a transactional dynamic, a bond based on genuine value, trust and consistent delivery stands the test of time. As Jeff Bezos, founder of Amazon, puts it: “If you do build a great experience, customers tell each other about that. Word of mouth is very powerful.” By fostering authentic conversations and delivering exceptional value, businesses can transform one-time clients into lifelong advocates.

    Related: The Human Side of Business Scaling — Why Employee Well-Being, Team Cohesion and Company Values Must Be Prioritized

    Strategy, passion and perseverance

    Venturing into new territories and seizing fresh opportunities are the hallmarks of entrepreneurial vigor. Yet, doing so while ensuring that the core of the business remains undisturbed is a skill in itself. Visionary leaders focus on strategy and growth, while their dedicated teams ensure smooth operations. This synergy ensures that while businesses may pivot or expand, their foundational pillars remain robust. In the words of Jack Welch, former CEO of General Electric: “Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.”

    Yet, growth isn’t without its pitfalls. The exhilarating pace of scaling can sometimes lead to oversight, especially in hiring. Recognizing such missteps and refining processes ensures that the team is harmoniously aligned with the business’s mission and vision. Reflecting on this, Sheryl Sandberg, COO of Facebook, noted: “We cannot change what we are not aware of, and once we are aware, we cannot help but change.”

    The journey of rapid growth, with all its ups and downs, brings forth a mosaic of opportunities, lessons and transformations. It’s a journey that demands grit, tenacity and an unwavering commitment to a vision. As business leaders walk this path, they must remember the wisdom of Simon Sinek: “Working hard for something we don’t care about is called stress; working hard for something we love is called passion.”

    With the right blend of strategy, passion and perseverance, scaling becomes not just an exercise in growth but an art form in its own right.

    Related: 5 Pitfalls to Avoid When Growing (or Scaling) a Business

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    Natasha Miller

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  • You Have to Give Your Employees Freedom to See Excellence — Here’s How to Do It. | Entrepreneur

    You Have to Give Your Employees Freedom to See Excellence — Here’s How to Do It. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Setting people free to do great work is one of the most important principles for a company leader to embrace. Productive employees who are engaged and inspired by their work are the key to workplace excellence. The real question is: How can companies create the circumstances that give people the freedom to thrive? When your employees are empowered to help impact their own progress, they feel much more valued and capable as contributors.

    This means, in part, ensuring that people aren’t simply assets on a spreadsheet. Companies that focus on building cultures, policies and practices that provide engagement and inspiration are freeing their entire organization to be better at what they do.

    As company leaders, our success ultimately depends on freeing our people to do great things. Here are a few principles that have helped me build supportive, freeing cultures throughout my career.

    Related: 8 Reasons You Should Give Your Employees More Control

    Be inspiring, not challenging

    Leaders must find ways to inspire the people around them rather than simply challenging those they consider underachievers. Storytelling is an essential skill that will help your teams understand both the company’s goals and their roles in reaching them, and is a powerful way to change hearts and minds.

    Highlighting the “why” — especially in a creative, engaging way — is a critical part of your role as a leader. This is clear as company and HR leaders are being called upon to make difficult decisions in this unique environment, including navigating hybrid work, needing to lay off employees in an economic downturn and responding to increased salary expectations. Combine that with a looming economic crisis and you have a volatile mixture that is pushing cultures and policies in new directions and taxing the patience of many company leaders.

    Recent headlines have spotlighted many of the battles some leaders are undertaking in order to bring their vision for the future of their companies to bear, and many of these efforts end up pitting employees against the executives.

    At BambooHR, we are a product-led company, which is tricky and requires a lot of discipline to get right. In order to do that, we maintain a sharp focus on how every single employee can help create products that delight our customers. Although not everyone is a designer or an engineer, we all share a common vision of delivering value, and that helps us see how our work contributes to success.

    At the end of the day, the vast majority of employees want to have a positive impact on the company through their work, and helping your people see the purpose of their efforts is essential to success during these challenging times. Embracing a vision that inspires will have a much greater impact in the long run and help people be free to do their best work.

    Related: To Have an Innovative Company, Let Your Employees Take the Reins

    Invest in creativity across your company

    Along with inspiring people to understand and embrace the vision, leaders need to invest in creativity at every level of the company. This often means dedicating time and resources when teams bring you new ideas that they believe will benefit the organization.

    Taking that leap of faith is rarely easy for a leader to do, especially when budgets may already be tight. And certainly, ideas need to be thoughtfully considered, not just rubber-stamped. But creativity is the lifeblood of any organization, and the potential reward for encouraging it across your company goes far beyond the balance sheet.

    Over the years our investment in creativity has encouraged essential, transformational ideas that address the vision of the company. For example, recently I’ve seen people in accounting, sales, CX, customer support, HR and marketing all finding innovative ways to save money, bring on new customers and improve processes.

    Investing in creativity will also improve how people approach change and embrace new opportunities. Right now, powerful, emerging technologies like artificial intelligence are heralding a new digital revolution, and companies will fall far behind if they are not already seriously considering how to integrate them. The advent of AI means there has never been a better time to harness creativity within a company. Bringing every part of your team along will multiply the number of people you have working on new solutions.

    Above all, enshrining creativity at every level signals to people that their ideas are valued and highlights their positive impact on the company. Leaders can further free people to do their best work by providing time and resources for creative ideas.

    Related: The Best-Kept Secret to Cultivating Creativity and Innovation

    Embrace design thinking

    A few years ago, I was at a professional crossroads after a number of intense years. I was lucky enough to have some options, but I didn’t have any idea what to do for my next step. To clear my head, I went with my wife on a vacation to Mexico. It was there, on a beach, that I read a book titled “Designing Your Life,” which became a powerful catalyst that led me to my current role.

    The book was written by two product designers and Stanford professors and it provides a framework for building a fulfilling life, using a concept called design thinking. It was a lightning bolt of inspiration that led me to think about many aspects of my life in a different way. Our instinct, when we run into a stumbling block, is to immediately jump to finding a solution. The key to design thinking is taking time to understand the actual problem and considering a wide range of possible solutions.

    Your people want to make an impact in their roles at work, and it can feel daunting to even find where to start. Design thinking is a great framework to help your teams uncover the challenges and sticking points they face and brainstorm creative solutions. Your people want to be successful and have a lasting, important contribution to their work. Helping them feel free at work is crucial for achieving this result.

    Ultimately, your people are the most important part of your business. Inspiring your teams, investing in their creativity and giving them tools for problem-solving will let your employees shine.

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    Brad Rencher

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  • AI Is Coming For Your Jobs — Anyone Who Says Otherwise Is In Denial. Here’s Why. | Entrepreneur

    AI Is Coming For Your Jobs — Anyone Who Says Otherwise Is In Denial. Here’s Why. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    It was not long ago that my office was a hive of human activity. The soundtrack? The busy clicks and clatters of a dedicated executive assistant masterfully juggling my appointments, memos and ceaseless travel plans. Fast forward to today, and the buzz of the office is decidedly different. It’s the steady hum of AI tools, seamlessly managing those same tasks with a level of efficiency that’s hard to match.

    Despite the countless articles out there insisting that executive assistants can never be replaced by machines, as the CEO of a public company, it’s actually the very first place I looked to integrate AI. Today, I use three specialized AI tools to automate most of the tasks my executive assistant used to handle. One for scheduling, one for drafting standardized communications and one for travel planning. Pleasantly, it’s been an incredible success.

    This integration of AI hasn’t just streamlined my own day-to-day – it’s a powerful symbol of a larger change sweeping across our business landscape. AI is indeed coming for people’s jobs, and anyone who insists otherwise is sticking their head in the sand.

    Instead of wallowing in denial, the authors of these articles need to realize that although AI will take away some jobs, it will also create new jobs. The AI revolution will be an incredibly potent catalyst, triggering the development of a wave of new roles and opportunities. The landscape will shift from a large number of lower-level support roles to a smaller number of more advanced tech-forward support roles.

    Some executive assistants might morph into AI tool gurus, masters of these digital resources. Others might decide to take a different path, leveraging their skills in entirely new ways. This dynamic, ever-changing scenario is what our AI-influenced world is really about — not job eradication, but evolution and adaptation.

    Just think about the new roles that AI is already starting to create. Roles focused on AI ethics, keeping us grounded in our values as we navigate this technological frontier. Or the growing demand for pros who can steer these intricate AI systems, interpret the torrent of data they produce and guide businesses on how to weave AI into their operations most effectively.

    • Already, AI’s influence is reshaping sectors like healthcare, manufacturing and customer service, birthing roles we couldn’t have imagined a few years ago. It’s not spelling doom for our workforce; it’s inspiring a fascinating job evolution, blending human creativity and AI’s analytical power. We’re standing at the precipice of an exhilarating wave of professional growth and adaptation, with a horizon full of promise.

    A couple of decades ago, AI and machine learning were the stuff of sci-fi movies. But today, they’re right here, integral parts of our daily lives. The New York Times aptly called this an “A.I. explosion,” but that doesn’t mean it’s cause for alarm. Change can be daunting, sure, but it’s also an opportunity for growth, for evolution, and for pushing boundaries.

    Instead of fretting over the changes that AI brings, let’s flip the narrative. We’re not being replaced; we’re being given the chance to soar higher, fueled by AI’s empowering boost. So let’s embrace it, roll with the changes, and shape the future we want to see.

    Transforming the way the world does business

    There is no doubt that AI is changing work as we know it. Just a few years ago, automation and technology in work environments were mostly limited to repetitive, manual tasks. Generative AI technology like ChatGPT has placed these technologies firmly within the realm of white-collar work.

    Whether you are using AI-powered applications to deliver social media content, accelerate your research of new subjects or help you draft an eye-catching cover letter, generative AI can support those tasks.

    While that may not be enough to alleviate all fears surrounding AI and other emerging technologies, now is the time to realize that AI is here to stay. Rather than fighting its growing presence, forward-looking companies and their leaders need to embrace this technology and learn to leverage it to build their businesses.

    Automating repetitive tasks was one of the first areas of business in which AI proved invaluable. AI technology simply outperforms humans when it comes to data analysis by crunching far larger amounts of data more accurately and in a shorter time. AI also recognizes patterns within the data and presents them to human decision-makers.

    Plus, AI delivers the kind of data-driven insights that leadership teams have been dreaming of for decades. Integrating AI analysis into tasks like understanding customer behavior can give your business an unparalleled competitive advantage and enhance future decision-making today.

    AI can also contribute to your customer experience. When customers need help, AI-powered chatbots, and virtual assistants are excellent first points of contact. Even if they cannot resolve the customer’s issue, they can guide the query toward the best person and let the customer know their concern is being dealt with.

    Even the earliest incarnations of AI had customer experience at their heart. Remember the first personalized product recommendations you received on online shopping platforms? Like the viewing suggestions on streaming services, they are AI-based ways of improving customer service.

    How to foster innovation and growth in your organization

    At its core, AI looks at problems differently from how humans would. The technology may be mimicking human behaviors, but it is not exactly copying them. This means it brings an entirely fresh perspective to the table, offering innovative solutions and pinpointing previously unseen market opportunities.

    So, how can businesses encourage their teams to embrace rather than fear AI? The key lies in empowering individual team members to use these tools and leverage them for their work. Education and skills development is one of the foundations of empowerment. Modern workplaces have long encouraged lifelong learning, and AI is no exception. Making resources for AI training accessible online is one way of encouraging more of your employees to learn more about their capabilities.

    The modern workplace must commit to this ethos of continuous learning, especially in the context of AI. By offering readily accessible AI training resources online, organizations can nurture an environment that encourages employees to continually expand their understanding of AI, thus demystifying the technology and promoting its adoption.

    Undoubtedly, one of the most widespread anxieties related to AI is its potential to render certain jobs redundant. This concern is not unfounded. History bears witness to numerous technological transitions, where machines eventually took over tasks once performed by humans. However, this shift allows for evolution by creating a need for highly skilled professionals to supervise and orchestrate these advanced tools.

    AI does not exist to replace human capabilities, but to augment them. It thrives when paired with human intellect and creativity, thus leading to an ecosystem where humans and AI coexist and collaborate. By encouraging this synthesis and providing avenues for learning and growth, organizations can mitigate the threat of job loss. Instead, they can catalyze a transformation that redefines jobs, creating a new breed of roles that leverage both human creativity and AI’s computational prowess. The future is not about AI vs. humans, but rather AI and humans, working together to foster innovation and drive growth.

    5 step framework for cultivating an AI-forward organizational culture

    Navigating the evolving business landscape requires a dynamic approach, particularly when it comes to embracing AI. Instilling a culture that is AI-forward within your organization isn’t a mere switch you flip overnight. It’s an ongoing journey requiring commitment and collaboration from every part of your business. This journey may seem daunting, but with a strategic five-step plan, we can turn perceived challenges into tangible advantages, fostering a thriving ecosystem that leverages AI’s potential to its fullest.

    1. Educate yourself and your team

    Most people fear what they do not understand. Learning more about AI helps break down barriers. Because technology is developing extremely fast, it is important to commit to staying informed about the latest advancements and opportunities. Ensure that your business allocates sufficient resources for continuous learning and development across the entire organization.

    2. Evaluate and identify areas for AI integration

    How would AI benefit your business the most? Assess the organization’s workflows, customer interactions and decision-making processes to identify the areas where AI can truly add value. Look for spaces where AI could improve process efficiency or enhance the user experience of a website or an app. Once you have quantified the potential impact and the feasibility of potential initiatives, it becomes easier to choose the most promising options.

    3. Foster a culture of innovation and collaboration

    Big transformations like the transition toward emerging technologies are rarely made without some degree of experimentation or trial and error. Encourage this experimentation with AI among your team and make it clear that not every trial is going to be a success. Create a supportive environment for your employees to develop their ideas, share insights, and experiment with AI-based tools and systems.

    4. Implement ethical AI practices and policies

    The U.S. government recently called upon leading AI developers like Google CEO Sundar Pichai and OpenAI’s Sam Altman to make ethical AI developments a priority. If your company is struggling to overcome concerns about this technology, putting ethics at the heart of your transition toward AI may help.

    Develop clear guidelines and principles for the responsible use of within the business and review them regularly. Ensure that AI-driven decisions across all levels of the company are transparent, unbiased and respect individual privacy. The easiest way to do this is to involve relevant stakeholders in all aspects of the transition process.

    5. Measure and celebrate success

    Do not be afraid to evaluate the impact integrating AI has had on your organization. Mark milestones and celebrate successes, but be ready to make adjustments as well. The company’s overall performance, customer satisfaction and employee engagement are all excellent indicators. Sharing success stories will generate trust as will being open about setbacks. Adapting your AI integration strategy should be part of your plan.

    Conclusion

    AI-based applications, tools and solutions are here to stay, and these technologies will change the way we think about and conduct work. Embracing these technologies at an organizational and individual level now will prepare companies and their employees for a successful future.

    For anyone in a C-suite role, it is time to rethink how to make the best use of assistants. Most of us no longer need to follow the traditional one-to-one executive assistant model. What we will need, though, is someone skilled enough to handle AI tools and platforms on behalf of the entire C-Suite. Whether that role will become known as an AI manager or remain an executive assistant is not critical. What matters more is that we need to prepare our current assistants for the near future where there is a new need for fewer, more advanced support roles.

    Overcoming fears of the unknown and an all-too-human resistance to change is instrumental to securing the future of the business. It will also help improve AI as we currently know it. Start by assessing the opportunities for your business now, and leverage AI proactively. Together, we can create a better future for individuals and businesses alike.

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    Jessica Billingsley

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  • Tipping Culture Has Americans Fuming. Follow These 3 Rules To Not Overspend Or Feel Guilty. | Entrepreneur

    Tipping Culture Has Americans Fuming. Follow These 3 Rules To Not Overspend Or Feel Guilty. | Entrepreneur

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    Are you being asked to tip everywhere these days, from convenience stores to oil changes?

    Experts are calling it “tipflation” — and it’s causing a lot of confusion for consumers. People are wondering: How much do they tip now? And who do they tip? What level of service warrants a tip?

    Don’t worry: Here are three simple rules that can help you be appropriate, be kind, and not overspend.

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  • Jon Taffer of Bar Rescue on Succeeding in the Reaction Business | Entrepreneur

    Jon Taffer of Bar Rescue on Succeeding in the Reaction Business | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In Jon Taffer’s eyes, the restaurant industry isn’t just about serving food and beverage — it’s about creating REACTIONS.

    The Bar Rescue host and executive producer knows the importance of understanding the psychology behind customers’ reactions. It’s at the core of his business philosophy.

    Jon Taffer‘s journey to becoming host and executive producer of Bar Rescue on Paramount was not without challenges.

    Despite initial doubts from friends about his ability to be a TV star, the famed businessman has held onto two powerful lessons that continue to shape his success: the importance of believing in oneself and the value of long-term vision over short-term gains.

    As Jon Taffer tells Restaurant Influencers host Shawn Walchef of Cali BBQ Media, “The only person who can say no to you — is you — don’t ever forget that.”

    Before stepping into the limelight as star of Bar Rescue, Jon Taffer had already tasted lots of success in his career.

    This pre-existing experience gave him the leverage to keep authenticity as a non-negotiable going into his famous hospitality series. Refusing to “sell his soul,” he stood ground when some producers suggested adding fake elements for dramatic effect.

    Jon Taffer‘s commitment to real and authentic content not only saved the show and made it a big hit, but also strengthened his brand. His unwavering authenticity is a cornerstone of his identity, both on and off the screen.

    He stresses the significance of remaining true to oneself in the world of content creation.

    “I had an understanding with the network that if it wasn’t real, I would walk away because my brand still meant a lot to me before I was on TV.” says Jon Taffer. “I’m me. I’m no different talking to you now, than I am on TV. That’s really important. No matter what we do in a content world, authenticity is critical.”

    Restaurateurs who can consistently generate positive reactions from their patrons, whether through culinary excellence or impeccable service, are the ones who stand above the rest.

    As he puts it, the restaurant business is about creating reactions, not just making meals.

    Taffer believes that success lies in how effectively restaurateurs can evoke responses from their customers. To him, a dish on the table is not merely an entree, but a vehicle to elicit a reaction from the diner.

    Jon Taffer‘s approach to the restaurant industry is characterized by his dedication to creating meaningful experiences for customers. He emphasizes that it’s not about simply serving food or pouring drinks but rather orchestrating moments that evoke delight and satisfaction.

    “I don’t believe you’re in a restaurant business. I don’t believe you’re in the food and beverage business. You’re in a reaction business. Your cook and kitchen is not making an entree. That is not the product. He’s producing a reaction.”

    Jon Taffer’s journey from being told he would never be on television to becoming an Executive Producer of a hit series has been fueled by an unwavering belief in himself and a commitment to authenticity.

    Success is not about the products or services we offer but about the reactions we elicit from our audience.

    ***

    ABOUT RESTAURANT INFLUENCERS:

    Restaurant Influencers is brought to you by Toast, the powerful restaurant point of sale and management system that helps restaurants improve operations, increase sales and create a better guest experience.

    Toast — Powering Successful Restaurants. Learn more about Toast.

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    Shawn P. Walchef

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  • From Faith to Politics: How to Navigate Difficult Conversations in the Workplace | Entrepreneur

    From Faith to Politics: How to Navigate Difficult Conversations in the Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Although the risks are real, the rewards are worth it. What if I told you that having difficult conversations when artfully done, can bring you closer — not further — to your colleagues, friends and family?

    You don’t have to be a diversity, equity and inclusion (DEI) consultant like me to have meaningful and constructive conversations about “hot” topics. All that’s required is a bit of control in managing your emotions, good listening and speaking skills and an open mind. When I host DEI workshops and sessions with clients, I use simple techniques to empower them to have these conversations in their own institutions. Here are my top three recommended techniques that help my clients have very difficult discussions with the best possible outcomes for all involved.

    Create community agreements

    The suggestion to create guidelines and agreements at the outset of a conversation may sound a bit stale, but trust me, it’s a powerful tool. Community agreements used deliberately and respectfully in group conversations can set the tone for behavioral expectations and allow everyone to buy into a set of principles that will help keep the conversation cordial and kind.

    I usually present a suggested list of community agreements at the beginning of the conversation and invite attendees to add or remove items. Then, after the agreements have been solidified, we all agree to adhere to them. Some of my favorite community agreements include:

    • Listen to learn, not react.
    • Expect and accept non-closure.
    • Name what you need to feel safe.
    • Stay engaged throughout.
    • See this as a brave space.

    These community agreements, once agreed upon, can help ensure the conversation is kind, thoughtful and conducted with an open mind by all.

    Related: Here’s How to Have the Most Powerful DEI Conversations

    Manage your emotions

    Discussing difficult topics like faith and politics can stir up a plethora of emotions from pride to shame and countless others in between. But why do conversations like this cause such an emotional reaction? Well, it’s partly because faith and politics are incredibly close to our hearts, personal values and way of living.

    It can feel offensive to hear someone completely dismiss our way of life or speak in a way that conflicts with our values. But the country, and the world for that matter, are diverse places and we have to be able to regulate our emotions if we wish to engage with others who may have different opinions.

    In my DEI workshops, I encourage attendees to, first, recognize their emotions. Are they feeling sad? Confused? Delighted? Upset? I advise them to notice — without judgment — what emotions are coming up for them. Simply recognizing the onset of feelings is the first step.

    Next, I teach the person to practice self-regulation techniques. This can look like breathing techniques that calm the nervous system such as deep inhales and exhales. It can also look like stepping away to drink some water or take a break from the conversation or even the room, not to disengage, but simply to reset emotionally. Either way, learning to regulate one’s emotions when they are in a highly emotional state can truly keep the conversation cordial and on track.

    I also encourage clients to stay focused on the issue. One person’s opinion about a topic isn’t an attack on your personal values or beliefs. Instead of giving in to the reflex to react defensively, simply focus on what’s being said. What is the person on the other side of the issue trying to communicate? What are their values? What is the topic at hand? Focusing on the issue can help you feel less like the person is attacking you, and more like the person is merely expressing their opinion on the topic — which is almost certainly what they are doing.

    Finally, it’s important to know your triggers. What stressful events from your past are resurfacing in the conversation? What’s making your blood boil or giving you a shiver? Unresolved triggers can inspire heated emotions in the moment that other attendees may not understand. Feeling triggered and not being able to control your emotions can derail an otherwise meaningful and enlightening conversation. Knowing your triggers can allow you to step away from a conversation when the time is right. The result is more control over your emotions, a better-executed conversation, and perhaps mutual understanding.

    Related: Your Employees Are Probably Feeling Triggered at Work

    Practice active, empathetic listening

    In the moments when the last thing we want to hear is an opinion that confronts our own, the most skillful choice is to practice active listening. People are often confused about what “active” means. In this context, active listening means leaning in and truly engaging with what the other person has to say without interruption. It means giving them your full attention and practicing supportive non-verbal body language like making eye contact, nodding your head or sitting in a restful and relaxed position.

    Active listening when paired with empathy can be an amazing combination when discussing controversial topics. Empathy is an essential part of DEI and can give you the ability to put yourself in someone else’s shoes and see an issue from their perspective. It doesn’t mean you have to agree with everything they say, but it does mean you are making an effort to understand where they’re coming from and striving to keep an open mind.

    Empathetic, active listening can look like reflecting on what someone has said and then paraphrasing to check for understanding. It can include asking clarifying questions that aren’t disguised attacks but rather demonstrate a genuine interest to further your knowledge about a person’s position or ideology. Most importantly, it looks like suspending judgment. This is the part that some people take years to master. However, it’s worth practicing. Once you have the mental and emotional control to listen to another person’s perspective and remove judgment about their character or humanity, then you will have mastered the art of having difficult conversations.

    Related: 6 Strategies for Being a Better, Active Listener

    Final thoughts

    Now more than ever, our divided society has a yearning to come together. From our faith, sexual orientation, political orientation or race, there is a connection void that’s ever-widening yet we share a desire to close it. I think the solution to bridging the gap and rebuilding a more cohesive and compassionate society is by engaging in difficult conversations with empathy and mindfulness. That starts with wanting to engage in these conversations, building emotional control, setting boundaries and truly listening to those on the other side of an issue. Most disagreements can often be boiled down to misunderstandings. People aren’t listening fully to one another and they can misinterpret what’s being said. To help us all become more compassionate and kind members of society, we must truly listen to the perspectives of those around us and seek to understand, not judge, their way of life and thinking.

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    Nika White

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  • The Pros and Cons of Hiring Family Members in a Small Business | Entrepreneur

    The Pros and Cons of Hiring Family Members in a Small Business | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Even though we already had four children, when my husband Phil and I started CorpNet, our goal was not to create a dynastic family firm. Yet here we are, 14 years later, with two kids on the payroll.

    That’s not unusual; there are over 5.5 million family-owned businesses in America. Like most small businesses, family-owned companies struggle to find skilled employees. To meet this challenge, small business owners should ignore conventional wisdom and explore all avenues of finding good workers. One way to find the employees you need is to do what we did — hire family members, whether your own or relatives of your current staff.

    While this may be perceived as nepotism, hiring family members has several strategic advantages.

    Related: 5 Tips to Successfully Manage ‘Friends and Family’ Hires

    The pros

    1. Shared vision and values

    Family members often share similar values, work ethics and long-term goals. In PwC’s 2023 U.S. Family Business Survey, 90% of respondents of all generations say, “Growth is important because it enables them to invest in their company’s future.”

    Your kids likely share your values and goals. But look beyond that. Let’s say you have a high-performing employee that fits your company’s culture — they may have a sibling or a spouse with the same traits. Hiring them (of course, you should vet them as you would any new hire) can save you the time and money of searching for a new employee and the concern that your new hire won’t fit your company culture.

    When employees (related or not) share values, it’s often easier to work toward achieving common goals since they’re invested in each other’s success.

    2. Trust

    For small businesses to succeed, your team must trust one another. Family members have a pre-existing foundation of trust, and that attitude can spread to other employees, creating a strong team bond.

    Trust among your staff enhances communication, collaboration, goal-setting and decision-making. And 91% of business executives surveyed in PwC’s 2023 Trust Survey say maintaining trust improves the bottom line.

    3. Loyalty

    Employees want to work for companies where they know their opinions are respected. When your hire a relative of a current employee, they feel valued that you trusted their recommendation, deepening their loyalty.

    Family members likely enjoy working together, which further cements their loyalty to your business.

    4. Efficient communication

    Family members typically communicate more easily and effectively due to their familiarity and shared experiences. This streamlined communication minimizes miscommunications and misunderstandings.

    5. Lower recruitment costs

    Recruitment can be costly and time-consuming — especially today when many businesses compete for the same employees. Small business owners can reduce recruitment expenses, such as paying for job listings, recruiters or employment agencies, by hiring their kids or employees’ relatives.

    Also, since your children and the relatives of current employees are already familiar with your business, the onboarding process is shorter, reducing training time and costs.

    Related: The No. 1 Reason You Should Hire a Family Member

    The cons

    Of course, hiring family members can have some potential drawbacks. Here’s what to look out for:

    1. Appearance of nepotism

    Whether you’re hiring members of employees’ families or yours, other employees may resent these new hires, assuming they’re not qualified for the job. Transparency is essential. Tell your staff about the familial relationship and why you think the new worker will make a great team member.

    2. Preferential treatment

    It is critical that the new hire does not get preferential treatment. Family members should avoid inside jokes, telling secrets and any other behavior that would cause resentment.

    Job responsibilities, wages and paid time off for similar positions should be the same. Even a hint of special treatment will increase resentment in the rest of the staff.

    3. Emotional baggage

    Family members may bring emotional baggage and existing conflicts into the workplace, creating tension and making it difficult to work together. Those tensions can permeate throughout your company, negatively impacting growth.

    Regular communication is key to resolving family conflicts. The 2023 North America Family Business Report from Brightstar Capital Partners and Campden Wealth reveals that 49% of respondents experienced family conflict on the job, which for 41% resulted in a communications breakdown, impacting the entire company.

    Before family members join your company, you or your HR manager should set boundaries between the related employees (including you and your family). Explain what behaviors are not acceptable in the office. Consider adding a section about this to your employee handbooks.

    Related: The Do’s and Don’ts of Involving Family in Your Business

    Tips for hiring family members

    When hiring relatives, you need to:

    • Be clear about your expectations. Set clear expectations for the new hires so they understand their roles and responsibilities. When hiring family, it’s key to temper your expectations. Don’t expect them to be perfect or to think exactly as you do, and be patient. Give them time to adjust to their new roles. Also, if applicable, explain your expectations to the employee who suggested you hire their relative. If things don’t work out, you don’t want to lose your other employee as well.
    • Be fair and impartial. All employees should be treated equally. Favoritism is never acceptable.
    • Hire the best person for the job. Never feel obligated to hire relatives (your own or an employee’s) simply because they’re family. Make sure they’re qualified for the job.

    Before making a final decision, weighing the benefits of hiring family members against the potential drawbacks is critical.

    At my company, we have hired relatives of our employees and found that they work hard, quickly fit into our company culture and help us focus on growth and success. And while my kids work at CorpNet now, I don’t have unrealistic expectations. We’re not grooming them to take over. My children have aspirations and want to start their own businesses.

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    Nellie Akalp

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  • 3 Investments That Will Transform Your Small Business | Entrepreneur

    3 Investments That Will Transform Your Small Business | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    I’ve been fortunate to spend more than a decade of my career serving the small business industry. One thing that I’ve seen consistently over the years — whether it’s a brick-and-mortar restaurant in Missouri, an ecommerce business based in Virginia or a hair salon in Texas — is that in order for a small business to grow and thrive, owners must invest strategically in tools and technologies to help them succeed.

    This extends beyond simply going online to order a laptop for all your business dealings or setting up a company website — although those are good places to start! The right tools can help power a business, taking it to the next level of growth while making the owner’s life easier and more manageable.

    Here are three areas business owners should consider investing in that can help transform their operations and catapult their growth.

    Related: A Small Business Owner’s Guide to Managing Funds and Investments

    1. Unlocking the power of AI and automation

    Artificial intelligence is the hot, new buzzword — the technology trend that’s generating the most excitement around its potential use cases, particularly as more and more people experiment with generative AI like ChatGPT.

    For business owners who are strapped for time, the opportunity to automate tedious and time-consuming tasks is extremely appealing. In fact, according to a recent survey we did, almost all small business owners are eager to automate operational tasks with the help of AI: from expense management (69%), to invoicing (68%) and completing payroll (51%). They look forward to offloading some of these monotonous but important tasks to technology solutions.

    I recommend evaluating key areas of your business operations that are critical to your cash flow, for example, monthly invoicing. Finding ways to improve efficiency by automating repetitive tasks will help save time and money every month, compounding the overall benefit.

    The impact of the potential time savings from AI is huge, with 43% of business owners saying they’d use the time to develop customer relationships and 36% would develop more products and services with the extra time. The true power of AI is it creates the capacity to focus on building relationships, creating new offerings and innovating — areas where the human touch is still essential to success.

    2. Managing the employee experience

    Another area where technology can make a huge difference is the complicated process of onboarding, managing and paying employees. Personal relationships between a business owner and employees are of course crucial, but by investing in a human capital management (HCM) software solution upfront, business owners can greatly simplify some routine tasks.

    Calculating payroll for hourly workers, managing schedules and deducting appropriate taxes are all things HCM solutions can effectively take off a business owner’s plate. This results in significant time savings (similar to the monthly invoicing example above, these are tasks that repeat consistently, compounding the overall benefit). It also ensures greater peace of mind as tax compliance is an area that many business owners struggle to navigate with confidence. Finally, it helps employees, as it provides greater transparency and accessibility to paystubs and other important financial documents.

    Related: Three Reasons Why It’s Never Too Early to Invest in HR

    3. Reach new and existing customers with breakthrough marketing

    According to our recent survey, half of small business owners agree that customer retention is among the most important business metrics for judging the success of a business. Businesses need customers to buy their products and services, but 20% of businesses said acquiring customers is the biggest obstacle inhibiting their growth, second only to the rising cost of inflation.

    Automation tools can help with both of these challenges by making it faster and more efficient to manage your company email and social media marketing. Whether it’s leveraging an email marketing solution to reach new and existing customers or experimenting with paid ads on social media platforms, more and more companies are taking the guesswork out of marketing for business owners so they can better target, reach and communicate with their intended audiences. Now businesses can leverage the templates, insights and best practices that are available to them via these platforms rather than reinventing the wheel with every ad or email blast. Additionally, the metrics and insights provided on the backend can help businesses to test and learn, seeing what resonates with their audiences and truly moves the needle.

    Our survey found that four in five small business owners plan to invest in digital tools this year. That’s great news for all of us who love and support small businesses, as it will undoubtedly help many companies continue to grow and reach new goals. For any entrepreneurs ready to invest in their brand’s future but unsure where to start, I recommend exploring the capabilities of AI and automation and how tools can help streamline the employee management experience, customer communication and marketing. With the help of technology and tools, the sky is truly the limit for small businesses everywhere.

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    Rich Rao

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  • The Secret to Heftier Profits and Happier Employees Lies In This Industry | Entrepreneur

    The Secret to Heftier Profits and Happier Employees Lies In This Industry | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Labor shortages across the U.S. are impacting businesses of every size across all industries, with a whopping 9.9 million job openings and only 5.8 million unemployed workers available to fill the roles, according to the latest data from the U.S. Chamber of Commerce. While many factors are contributing to the labor shortage, at the heart, the problem is structural, with declining U.S. birth rates and the drop in net immigration resulting in a lack of available workers.

    Warehouse operations have been hit particularly hard by the labor shortage, complicated further by the extremely high turnover rate in the industry. According to the U.S. Bureau of Labor Statistics (BLS), 216,000 people in the transportation and warehouse industry quit their job in April 2023. With 351,000 hires in the month, this exodus translates to a 3% quit rate, second only to the retail (3.5%) and leisure and hospitality (4.6%) sectors. Figures like these shine a spotlight on the retention and hiring challenges that business leaders across industries are facing.

    Related: The Labor Shortage Is Only Getting Worse. What’s Causing It and How Can I Avoid Losing Staff?

    Focus on happy teams

    In light of the labor supply/demand imbalance and the potentially crippling impact of peak season volumes on warehouse teams already stretched to the limit, meeting the demands of fulfillment operations is dependent on retaining quality workers. But employee retention is a significant hurdle, with an abundance of warehouse vacancies available across multiple industries and low barriers of entry for dissatisfied workers looking to change jobs. How can business leaders cope with this revolving door?

    Keeping existing warehouse staff happy with less stress and friction in their workday is fundamental to retailers’ retention efforts. While labor shortages are forcing organizations to do more with less in the warehouse, streamlining fulfillment workflows to increase efficiency and productivity, savvy business leaders are also looking at ways to optimize warehouse operations with the employee experience in mind.

    By leveraging warehouse management technology to simplify and expedite fulfillment tasks, companies can prevent workload overwhelm, reduce stress and improve job satisfaction for their warehouse teams which, in turn, helps to build loyalty and reduce employee churn.

    Related: 4 Ways to Boost Your Employee Retention in an Uncertain Economy

    Simplifying with tech

    While shipping the right items in the right quantities to the right customer may seem like a no-brainer from the outside looking in, warehouse teams relying on manual, paper-based practices are up against a wall. Given that one of the most common complaints of warehouse workers is unmanageable workloads, it’s a smart strategy to leverage technology that helps employees alleviate workplace stress by completing tasks faster yet with less effort.

    In addition to enabling more efficient workflows to boost fulfillment capacity, the aim of warehouse management systems (WMS) is to simplify and accelerate employees’ day-to-day tasks. When it comes to receiving, merchants without a WMS typically rely on specific staff to determine where to put inventory, which means that, oftentimes, the broader warehouse team does not always know where exactly to go (e.g. floor/area/aisle/shelf/bin) to find what they need for an order.

    With WMS technology that supports barcode scanning, inventory can be registered quickly into locations by scanning the location and the item. Barcoded items can be easily moved to new locations by scanning the item or selecting all items in the location. Armed with a barcode scanner and mobile app — instead of a clipboard — warehouse workers receive a digital pick list and follow guided optimized walking paths throughout the warehouse. Given they can walk several miles every day, reducing “mileage” makes the job easier and less physically taxing.

    In addition, tech-enabled pick methods (e.g. single item batch picking, pick and sort to trolley, multiple orders by item) enable workers to easily handle more volume, faster; for example, multi-order picking can decrease walk time by 85% compared to single order picking.

    Related: Using Tech to Build Supply Chain Resilience in a Changing World

    Job satisfaction linked to better operational metrics

    For businesses in diverse industries, adding a WMS to the tech stack is not just a boon for employee satisfaction, it produces substantial gains on the operational front as well. Organizations can manage their warehouse operations in real time, ensure inventory counts are accurate and synced with online storefronts and marketplaces to reduce the risk of overselling and increase fulfillment capacity with more efficient order picking and shipping. The ability to process more orders accurately and efficiently without hiring more people is particularly valuable in light of ongoing staffing challenges, helping to increase profit margins and drive growth.

    How business leaders are the gatekeepers to warehouse innovation

    For an organization to successfully leverage technology like WMS in the warehouse, top management must realize that supply chain and logistics agility is critical to company performance and take steps to enable innovation.

    Indeed, there’s a clear correlation between the strategies and decisions of top financial performers and those companies whose senior management hold the belief that supply chain and logistics innovation is crucial to success versus those whose senior management feels differently. Ultimately, business leaders across industries are the gatekeepers to technology innovation, and supply chain innovation in particular can make or break a company’s bottom line.

    This is underscored in the research study Supply Chain and Logistics Innovation Accelerates, but Has a Long Way to Go, which surveyed 1,000 global execs in the supply chain arena: “Respondents who said they were better financial performers were 20% more likely to have senior management who believes innovation is important and 16% more likely to have lower employee turnover.”

    In fact, when it comes to warehouse management in particular, 23% of respondents said that WMS technology will be one of the top focus areas for innovation for the next two years.

    In light of warehouse worker shortages, leaders need to prioritize the employee experience in the warehouse to ensure workers are happy, healthy and not looking for the door. They can accomplish this goal — and boost the bottom line at the same time — by opening the doors to innovation in their organization and leveraging warehouse management technology in order to streamline, accelerate and simplify order fulfillment operations. Everyone wins!

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    Johannes Panzer

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  • Your Return to Office Strategy is Destined to Fail Without These 4 Steps | Entrepreneur

    Your Return to Office Strategy is Destined to Fail Without These 4 Steps | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The decision on long-term return to office and hybrid work arrangements is no small matter. It’s like choosing between a thrilling roller coaster ride and a serene Ferris wheel experience — there’s no one-size-fits-all solution. As a leader, making the right choice for your organization is crucial, but haste makes waste. That’s why you need a thorough, transparent and evidence-driven process to avoid potential pitfalls and ensure success.

    The perils of impatience: Why rushing is a recipe for disaster

    Imagine throwing a dart at a dartboard, blindfolded, while standing on a skateboard. This is what making a rushed decision on office and hybrid work arrangements looks like. You might hit the bullseye, but chances are, you’ll miss the mark. A hurried decision can lead to a myriad of problems, including undermining retention, recruitment, engagement, productivity, development of junior staff, innovation, collaboration and culture. That’s what I tell the leaders of companies I’m helping determine and implement their return to office and hybrid work arrangements who, in my experience, invariably try to rush the process. An important part of my role is holding them back from making snap judgments and following their gut intuitions, which can lead to a biased decision.

    And even if they make the right decision, but skip the process in doing so, they will lack buy-in from their staff. While making the right decision on long-term return to office and hybrid work arrangements is, of course, essential, securing employee buy-in is critically important. In other words, the right decision-making is necessary, but not sufficient: the perfect policy means little if your employees aren’t onboard. Rushing to judgment and ignoring the voices of your workforce can lead to staff resistance, attrition, disengagement and harm to morale. This is why following the process outlined in this article is crucial.

    Picture your organization as a symphony orchestra. Each employee is a musician, and their buy-in is the harmony that brings the performance to life. Without that harmony, the music is disjointed, and the audience — your clients and stakeholders —will notice. By involving your employees in the decision-making process, you create a sense of ownership and commitment that paves the way for a successful transition.

    For example, a regional insurance company I worked with once rushed into a decision on hybrid work without consulting its employees. The result? A sharp decline in employee morale, a surge in turnover, and a loss of potential talent to competitors. The company was left scrambling to remedy the situation. Don’t let this be you.

    Related: Our Brains Will Never Be The Same Again After Remote Work. Forcing Your Employees To Readapt to The Office Is Not The Answer.

    Surveys and focus groups for information gathering and buy-in

    To avoid the pitfalls of impatience, your organization must embrace a thorough, transparent and evidence-driven process. Picture it as constructing a sturdy bridge to cross the turbulent waters of change. This process involves four essential components.

    Your first step should be conducting a survey of your employees to gather their perspectives on return to office and hybrid work arrangements. It’s like asking a room full of moviegoers whether they prefer popcorn or candy — everyone’s preferences matter. This invaluable data will provide a solid foundation for informed decision-making. And it will help your employees feel heard and listened to, which is an essential part of the process.

    Next, conduct focus groups to dive deeper into the survey findings. This will help you understand the motivations and reasons behind your employees’ responses, and will also build further buy-in.

    Sure, focus groups can be quite a bit of work, and are best done with an external facilitator. However, focus groups will provide valuable information you might not have considered or received from the survey. Case in point, one of my clients — a professional services company with about 100 staff — found that their employees were divided over remote and office-based work. Through focus groups, they discovered that employees with young children preferred remote work for flexibility, while junior staff wanted more office-based work to get mentoring. Understanding these motivations helped the company create tailored solutions for different employee groups.

    While doing the focus groups, make sure to experiment with getting employee feedback on a variety of options you might be considering. That will lay the groundwork for the eventual option you choose, both from having gotten feedback from the focus groups and through the focus group participants spreading the information about the options through the grapevine.

    Yes, of course, the ground rules of the focus groups require employees to keep what happens in the focus group inside the focus group. But let’s be real: In my experience, employees inevitably talk about what happened, especially on matters as important to their daily lives as their long-term hybrid work arrangements. So you might just as well make lemonade out of the lemons of leaked information by getting your staff prepared for whatever option is inevitably chosen.

    C-suite decision-making based on the information gathered

    Third, I present the survey and focus group findings to C-suite executives, followed by one-on-one discussions to gather their perspectives. This provides an opportunity to address questions, explore the impact of the data on decision-making, and evaluate alignment across the leadership team. It also helps develop an agenda and priorities for the last of the components of the process: the decision-making session.

    Fourth and last, arrange an offsite meeting for C-suite executives to review the reports, external benchmarks and data from other companies. Here, they’ll make a well-informed decision on return to office and long-term hybrid work arrangements, and develop a plan to measure success and revise policies as needed.

    Think of this offsite as a gourmet kitchen where your leadership team can cook up the perfect recipe for your organization’s future. This collaborative environment will encourage fruitful discussions and enable the team to weigh the pros and cons of different options based on the collected data and insights.

    A mid-size IT company, grappling with the challenges of transitioning to a hybrid work model, held an executive offsite to analyze the gathered data and external benchmarks. As a result, the company crafted a tailored hybrid work policy that took into account employee preferences, industry standards and company culture. This policy not only improved employee satisfaction but also boosted productivity and collaboration.

    Implementing the plan and overcoming resistance to change

    Once you’ve implemented the chosen policy, remember that Rome wasn’t built in a day. Continually monitor its success, evaluate its effectiveness and adjust as needed. After all, just like a fine wine, the perfect hybrid work policy may require some refining over time.

    I know of a large law firm in a Midwestern city that initially implemented a flexible hybrid work arrangement but soon found that it led to decreased collaboration and mentorship opportunities for junior staff. By closely monitoring the situation, the firm identified the issue and adapted their policy, introducing a mentoring program to ensure more guidance for junior employees.

    Related: Junior Staff Are Struggling to Adjust to Flexible Schedules, But Forced In-Office Mandates Are Not The Answer — This Is.

    Change is often met with resistance, and transitioning to new work arrangements is no exception. All of the previous parts of the process helped gain investment and buy-in, and your staff will be much more likely to accept the decision made, even the ones who don’t like some aspects of the chosen policy. However, you’ll still get some opposition.

    To minimize pushback and foster a smooth transition, open communication is key. Keep your employees informed throughout the process of implementation and give them a platform to voice their concerns.

    For instance, a multinational consumer packaged goods company faced resistance from some employees when transitioning to a flexible hybrid work model. By addressing their concerns through town hall meetings and providing resources to help them adapt, the company was able to win over the large majority of skeptics and ensure a successful transition.

    Ultimately, the success of any work arrangement hinges on considering the human factor. Empathize with your employees’ needs and aspirations, and you’ll be well on your way to creating a harmonious work environment that drives engagement, productivity, and innovation.

    A late-stage biotech startup chose to implement a hybrid work model that prioritized employee well-being and work-life balance. The company’s management demonstrated empathy and understanding, leading to increased employee loyalty, productivity, and retention.

    Conclusion

    When making a decision on long-term return to office and hybrid work arrangements, it’s crucial to embrace a thorough, transparent and evidence-driven process. By following the four-pillar approach outlined in this article, you’ll lay the groundwork for a successful transition that benefits both your employees and your organization. Just remember, like a skilled gardener cultivating a beautiful garden, patience, care, and attention to detail are key to achieving the perfect balance between office and hybrid work arrangements.

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    Gleb Tsipursky

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