Tag: James E Weber

Posted on

Revolutionizing the Workforce: Twitter’s Rebranding and Manpower – By Angela Harmon

Companies are constantly looking for novel approaches to adapt and prosper in today’s ever-changing digital landscape. One such transformation that has attracted the attention of business professionals and job seekers is Twitter’s daring rebranding to “X.” This change has profound implications for the workforce, particularly in workforce provisioning, e-commerce, and marketing. This in-depth study will examine Twitter’s rebranding and its wide-ranging effects on the labor market and corporate environment.

 

The Evolution of Recruitment Marketing: Leveraging Twitter’s Rebranding

The rebranding of Twitter to X has been instrumental in the considerable change in recruitment marketing in recent years. With its large user base and improved functionality, X offers a unique platform for connecting recruiters and job searchers in a way that has never been possible before. The platform is a powerful tool for recruitment specialists because of its algorithm-driven job recommendations and redesigned interface.

 

As Twitter repositions itself as X, it opens up exciting possibilities for recruitment marketing. Employers can now leverage the platform’s enhanced targeting capabilities to reach a highly tailored audience. This shift allows for more efficient and effective recruitment strategies, ultimately benefitting job seekers and employers.

 

Diversity, Equity, and Inclusion in the Workforce: Twitter’s Impact

The project’s commitment to diversity, equity, and inclusion (DEI) stands out among its features.

The new name represents Twitter’s commitment to building a diverse staff and user base. This commitment extends far beyond the company’s internal practices; it sets a powerful example for other organizations.

 

Twitter’s “X” regularly advertises DEI activities on its platform and inside its ranks. This approach could be advantageous for the entire corporate world. Employer diversity is becoming more widely acknowledged by businesses as a source of innovation and a competitive advantage, as well as a moral requirement. Not only is Twitter’s active strategy for dealing with DEI commendable, but it also encourages other businesses to give priority to these urgent issues.

 

Professionals seeking to enhance diversity in their organizations can benefit from tools like Squadhelp, which enable them to research names at Squadhelp to create more inclusive branding and messaging. This synergy between social media impact and resourceful platforms like Squadhelp can drive meaningful change in the workforce.

Twitter’s Content Strategy: New Approaches and Challenges

With its rebranding as X, Twitter has also introduced fresh content creation and consumption approaches. The platform’s emphasis on visual storytelling and interactive elements has profound implications for content creators and marketers.

 

X encourages brands to think creatively and engage with their audiences innovatively. Companies must adapt to these new paradigms as content strategies evolve to remain relevant and competitive. However, this shift also presents challenges, as brands navigate the changing landscape of social media marketing and audience engagement.

 

Innovations in Remote Work: Twitter’s Influence on the Virtual Workforce

The COVID-19 pandemic accelerated the adoption of remote work, and Twitter’s rebranding reflects this ongoing shift. X empowers businesses to embrace remote work and leverage it as a strategic advantage.

 

Twitter’s embrace of remote work and flexible arrangements is a blueprint for other organizations seeking to modernize their workforce practices. By offering employees more flexibility and autonomy, companies can attract top talent from diverse geographical locations and adapt to the evolving expectations of the modern workforce.

 

Revolutionizing HR Practices: Twitter’s Influence on Talent Management

X transforms external recruitment and revolutionizes internal HR practices. The platform’s advanced analytics and data-driven insights enable HR professionals to make informed decisions about talent management.

 

HR teams can now harness X to identify skills gaps, develop personalized employee growth plans, and foster a culture of continuous learning. This data-driven approach to talent management aligns with the broader HR trends, where organizations increasingly prioritize employee development and well-being.

Twitter’s Rebranding: The Rise of Agile Workforce Strategies

The rebranding marks a significant change in how companies address several issues, including people management, diversity and inclusion, content strategy, and workforce provisioning. This move has an impact beyond just Twitter; it catalyzes change in the larger corporate environment.

 

Organizations can embrace more flexible and inclusive workforce strategies as they adjust to the exciting developments brought about by Twitter’s rebranding. By utilizing the power of X, companies may put themselves at the forefront of innovation and cultivate a future workforce that is more alive, flexible, and resilient. The transformation of Twitter from a dominant social media platform to one that embraces X is a perfect example of how the business world is constantly changing and how innovation and flexibility are the two main factors that determine success.

 

Conclusion

With the launch of X, Twitter signals a dramatic change in the digital world and how it will affect the workforce. Beyond simply changing the name, this rebranding represents a dedication to innovation, diversity, and the future of work.

 

Businesses can change their recruitment methods, embrace diversity and inclusion, adjust to new content trends, and use remote work as a competitive advantage as X continues to evolve. The platform’s data-driven insights also enable HR professionals to make knowledgeable choices about personnel management.

 

The rise of X signals the use of more adaptable and inclusive hiring procedures. Businesses may position themselves as innovative leaders and develop a dynamic, responsive, and resilient workforce for the future by leveraging the revolutionary changes brought about by Twitter’s rebranding.

 

The transition of Twitter serves as a potent reminder of how important creativity and adaptability are in today’s continuously changing environment. Businesses can learn from Twitter’s development as they navigate the shifting digital environment and make the most of X to significantly transform their business.

Angela Harmon is an integral member of Squadhelp’s creative powerhouse. Passionate about storytelling and word crafting, Angela brings a special blend of creativity and strategic thought to her role. Devoted to exploring branding-storytelling relationships online for businesses of all kinds. Her innovative ideas and ability to bring brands alive make Angela an invaluable addition to the Squadhelp team.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

 

Posted on

Navigating the Quiet Quitting, Hiring, and Firing Trends

You may have noticed #QuietQuitting all over social media, or heard about a TikTok video by Zaid Khan, an engineer in his twenties, who discusses the trend of those who feel that life is more than the hustle of working long hours and going the extra mile. Instead, he expresses the view that it’s okay to show up and simply fulfill the requirements in your job description and then leave, as we aren’t defined by our work.

This philosophy isn’t just being adopted by twenty-year-olds and TikTokers, however. Over 50% of American workers could be called quiet quitters, according to Gallup, and though many are under 35, as many as 18% of workers of all ages are disengaged.

The quiet quitting trend started in 2021, after the pandemic and at the beginning of the great resignation. At the same time, quiet firing and hiring have risen.

What Are Quiet Quitting, Firing, and Hiring?

Quiet quitting is also sometimes called soft quitting. Though someone isn’t quitting, they begin putting in the minimum effort to be considered doing their job. They only attend mandatory meetings, don’t work late or on the weekends, and don’t reply to phone calls or emails in their off time. In other words, they aren’t putting in extra effort to be a team player and are unwilling to make personal sacrifices for their job.

Quiet firing is what happens on the other end, and maybe a response to quiet quitting at times. A manager or company may create an environment or conditions that are unreasonable or overly taxing to try to get someone to quit, instead of just firing them outright. This can save them money or legal hassle, and be a more passive-aggressive tactic so that the employer still has leeway to deny their part.

Quiet hiring, on the other hand, is when a company tacks on responsibilities that go beyond employees’ job descriptions. They could be given new types of projects, a new position, or be required to perform certain tasks that require them to learn a new set of skills. This saves the company, time, money, and resources that would otherwise be needed to hire someone to fulfill these responsibilities.

Why Are These Trending?

But why have these trends arisen? Like the TikTokers who advocate for quiet quitting, many are striving for a work-life balance, while others are dissatisfied with their job and work environment.

any of these quiet quitters have similar motivations to those who have been actually quitting since 2021: low compensation, little growth or opportunities, and feeling undervalued or unappreciated.

These employees usually don’t set out to underachieve. Instead, they feel they are being expected to go beyond their job description and work outside their normal hours to an unhealthy extent, which detracts from their rest time and personal life. In return, these employees don’t feel supported, respected, or rewarded for their efforts. It’s no wonder they feel the need to create firm boundaries.

Quiet hiring has arisen as organizational needs change. As a healthy company grows, new tasks or projects will naturally arise, and it can feel natural (and more efficient) to assign these to current employees instead of creating new jobs. This can be a smart business practice, but keep in mind the worker needs to see some kind of fruit of their labor: an increase in pay, a new title, more paid time off, or some other reward to feel that their extra work is being valued. Additionally, they need support to learn new skills or to have the resources required to fulfill their new responsibilities with confidence and not get burnt out.

Quiet hiring can help an employee grow and learn, but be careful that their job isn’t straying too much from what they signed up for or feel comfortable and skilled to do.

How They Intersect

If organizations aren’t careful and they overly burden their employees with quiet hiring, it could lead to ‘quiet quitting.’ And quiet quitting, as previously alluded to, can lead to quiet firing if leaders begin to feel their employees are underperforming.

How HR Can Help

HR can help to regulate job creep to prevent employees from getting burnt out.

Jim Cichanski, Founder & CHRO of Flex HR, a top HR outsourcing firm, shares some of the signs that HR can look for that signal an employee might be quiet quitting: taking time off, coming in late and or leaving early, underperforming, not going the extra mile like they used to do, cutting conversations short or avoiding conversation.

Phil Davis, Senior Vice President of Flex HR shares that senior leaders can help to prevent quiet quitting by holding monthly luncheons with a cross-section of employees to stay connected with employee needs.

Instead of quiet firing, Phil Davis advises that leaders “develop and institute a “discipline without punishment” program and stay positive and respectful in communications to employees. Frequent, frank, and constructive communications with employees with issues are always appropriate.”

Jim Cichanski similarly suggests a gentle “check-in with the disengaged employee by asking them what is going on. Try to get to the employee’s main concern and see if you can put them on a route back to working and being engaged: Perhaps a change in schedule or not working with a specific employee.”

Contact us now to discuss your HR needs.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

Posted on

Taking Control of Your Finances: Tips for Small Business Owners

As a small business owner, you have to wear many hats. You are the CEO, the CFO, and the HR director all in one. It can be overwhelming if you don’t know how to manage your finances effectively. New Century Dynamics has put together some tips to help make financial management easier for small business owners.

Set Your Target Business Growth Goals

In addition to creating a budget, it is important to set specific goals for your business growth. Think about where you want your business to be one, two, and three years down the road. Create short-term and long-term goals for revenue growth, profitability, cash flow, and other areas of your business that need improvement. Make sure that all of your goals are measurable and achievable. Once you have set these goals, it will be easier to develop a budget plan for achieving them. This will help you prioritize certain investments or areas of focus that will help propel your business forward.

Planning a Budget and Evaluating it Regularly

Creating and following a budget is essential for any small business owner. This will help you manage your cash flow and ensure that you are making appropriate investments in your business. Be sure to reevaluate your budget regularly so that it is up-to-date and reflects any changes in your financial situation.

Choosing a Dependable Accounting Platform

Having an accurate accounting platform is key when running any type of business. This will help you manage your finances and track business performance. Consider choosing software that is easy to use and integrates with other tools for data analysis. Investing in a reliable accounting platform that integrates with other platforms will save time and money while also helping ensure accuracy when it comes to managing finances.

Selecting a POS Platform to Aid with Inventory Management

If you run an eCommerce store or retail space, then investing in a good POS system is essential as well. A POS system can help you manage inventory and streamline the checkout process for customers. This will in turn make your business more efficient and increase sales. Look for one that includes features like inventory management so that tracking items in stock is easier while also highlighting which products need restocking or adjusting pricing based on current demand levels.

Partnering with an Accountant

Managing financial matters can often be quite challenging, so having the experienced guidance of an accountant at your disposal is invaluable. Their expertise allows for a thorough check that income and outgoings add up correctly while providing valuable advice on how to make the best use of market conditions to improve profitability. Furthermore, as they are well-versed with all necessary taxes regulations related to running a business where you operate, employing their services during tax season could prove essential.

Get Organized with Project Management Software

Investing in cloud-based project management software can be a game-changer for businesses looking to stay on top of their necessary tasks and projects. With the ability to access project information from anywhere, team members can collaborate and communicate more efficiently. Cloud-based project management software also offers real-time updates, task scheduling and tracking, and automated reporting. By implementing this technology, businesses can streamline their workflow and increase productivity. Check this out for more info on how cloud-based project management software can benefit your business.

Being successful as a small business owner requires financial expertise, organization, and strategic planning skills — but luckily there are tools available today that make managing finances easier than ever before. With careful preparation such as setting clear goals, using dependable accounting software, choosing suitable POS systems, partnering with reliable accountants, and investing in automated project management platforms, small business owners will find it easier than ever before to take control of their overall finances.

By following these tips, you can get a better grip on your financial situation and make decisions that position your company for success. With the right preparation, small businesses can achieve their goals and grow with confidence.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

Posted on

Five Reasons to Conduct Marketing Research

Large consumer companies like Coca-Cola, Proctor & Gamble, and Unilever spend millions of dollars each year on marketing research to gain an edge in a competitive market. They have large staffs of people with PhDs, MMRs, and MBAs creating and managing complex research studies to provide data and insights to support business decisions.

But what about small or medium-sized businesses? Are the insights leveraged by big companies beyond their scope because of a lack of resources and personnel? Should they depend on guesswork and intuition to drive marketing decisions? The answer is an emphatic NO!

Attaining insights to drive your business is within the reach of any business. The scope and scale may differ, but the focus should be on five key learnings.

    1. Know Your Company
    2. Know your Customers
    3. Know your Prospects
    4. Know your Competitors
    5. Know your Communications

Know Your Company

The first maxim inscribed in the forecourt of the Temple of Apollo at Delphi is “Know Thyself”.  Organizations of all sizes must develop detailed strategic plans that describe their mission, goals, and objectives and define key strengths and weaknesses. A foundational marketing research study will develop a greater understanding of the marketplace dynamics and consumers to identify your unique selling proposition and better target your organization’s goals and objectives to the needs and characteristics of the marketplace.

Know your Customers

Customer retention is critical to the success of any business. Current customers are easier to engage, cheaper to retain, more likely to spend more dollars with you, and can recommend your products and services to others. But, to retain customers, you first have to know and understand them. Marketing Research is critical to understanding how your current customers perceive and engage with your products and services. Customer experience and customer satisfaction studies conducted on a regular basis measure change in customer perceptions due to marketing programs and tactics deployed by your company and competitive activity.  Regular Awareness, Attitude, and Usage research can help you further understand the needs and wants of your customers and the characteristics of their lifestyle, media consumption, and demographics that you can leverage to better meet those needs and wants.

Know your Prospects

Like a shark that must swim forward to stay alive, a business organization must grow to survive. Marketing Research is necessary to learn about the differentiating characteristics of your non-customers and your prospects. Deploy research among prospective customers to measure attitudes and usage of your competitor brands as differentiated from your customers.  Additionally, a Market Segmentation study can be used to group prospects into homogenous segments that can be differentially targeted with specific marketing.

Know your Competitors

In his famous treatise, “Art of War”, Sun Tzu says, “If you know the enemy and know yourself, you need not fear the result of a hundred battles.” Having insights about your competitors can identify gaps in their product and service delivery to exploit in your tactical marketing. The starting point is to gain a relative measure of brand awareness for your company and that of your competitors. Interviews with your competitors’ customers can identify competitive brand positionings relative to your own and their strengths and weaknesses. Ultimately, your analysis should “map” or compare your brands’ strengths and position versus those of your competitors.

Know your Communication

George Bernard Shaw is quoted, “The single biggest problem in communication is the illusion that it has taken place.” In a world overrun with messaging, how do you get your messages to stand out? Marketing Research is the vehicle to provide feedback about how successful your marketing campaigns are in building awareness and supporting your brand positioning.  Attitudinal information will also help guide the development and structure of your advertising and promotional messaging to effectively break through the clutter, clearly communicate, and support the positioning and unique selling proposition of your products and services.

Therefore, don’t avoid conducting marketing research because you feel that it is out of reach due to cost, complexity, or relevancy.  You need to know your company, your customers, your prospects, your competition, and your communication to be successful and thrive in the marketplace. Marketing research can provide you with the answers you need.

 

Carl Fusco

Carl Fusco is an accomplished Marketing Research Consultant who helps businesses more effectively solve problems by applying research techniques and data-based insights.  For more information, reach out to Carl at fuscoresearch@gmail.com

 

 

 

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

Posted on

Jim Weber Lands VP Marketing Search

Jim Weber – President
New Century Dynamics Executive Search

New Century Dynamics Executive Search is pleased to announce that Jim Weber has landed an Exclusive Search to find a VP of Marketing for a Midwestern-based Casual Dining Brand.  This is an established, but growing franchising company looking for a seasoned Restaurant Marketing Professional to lead the Marketing Function.  This position reports to the CEO.

Position Summary: 

The VP/Director of Marketing will direct and oversee the Marketing department.  The role reports to the CEO and serves as the Brand Leader for The Brand. This role has oversight responsibility to design, implement and monitor effective marketing strategies that align with our business goals. The Successful Candidate plays a significant role in shaping the company’s strategic marketing planning and ensures strategies contribute to the company’s long-term success.

 

Essential Functions: 

    • Leads overarching brand strategy and initiative calendar of consumer-desired programs to support strategic goals and increase brand awareness.
    • Defines brand positioning in the marketplace, brand objectives for short- and long-term growth, and strategies and tactics to achieve growth.
    • Has a clear vision for the business; maintains a strategic perspective for concept development and enhancement. Generates and encourages breakthrough ideas to promote the development of the organization and its team members.
    • Uncompromising commitment to the guest experience; consistently seeks to improve guest satisfaction and understand core customer needs. Conducts consumer research and utilizes feedback to increase guest experience and identify challenges and opportunities for growth.
    • Skilled at the development and implementation of alternative strategies when faced with challenging environments; capable of completing key assignments and devising effective alternatives when roadblocks appear.
    • Ensures effective and efficient marketing, branding, and communications strategies across all channels.
    • Drive marketing ROI and performance through a result-driven approach, continually testing and evaluating new modern marketing opportunities and reporting results of programs.
    • Maximize marketing results across a variety of channels and vehicles. Utilize data/analytics to understand customer behavior, determine customer personas, and develop a comprehensive set of marketing programs.
    • Generate a clear view of our competitive landscape and positioning strategies. Identify opportunities to reach new market segments and expand market share.
    • Owns brand framework and visual identity.
    • Leads menu innovation strategy and menu engineering.
    • Conducts consumer research and understanding of core customer needs. Identifies challenges and opportunities for growth.
    • Prepares regular reports and presentations on marketing metrics for the CEO.
    • Oversees marketing team including team development. Sets current and long-term goals for the marketing team.
    • Designs and reviews the Marketing department’s budget.
    • Prioritizes marketing projects and allocates resources accordingly.
    • Forecasts hiring needs for the Marketing department
    • Participates in the quarterly and annual planning of the company’s objectives
    • Oversees Marketing expenses/allocations and regularly updates monthly projected sales.

Qualifications and Experience: 

    • Proven work experience as a VP of Marketing, Marketing Director, or another senior role.
    • Demonstrable experience designing and implementing successful marketing campaigns.
    • Experience with Google Ads, Facebook, Instagram YouTube, and other social platforms.
    • Experience with SEO marketing and optimizing content for landing pages.
    • Experience with content management software and digital marketing tools and techniques.
    • Strong leadership skills.

Please contact Jim Weber with your interests or referrals.

All communication, whether written, oral, or electronic should be addressed to:

 

Jim Weber – President
New Century Dynamics Executive Search

 

James E. Weber, President

New Century Dynamics Executive Search

Tel. 770-354-2817;

jimweber@newcenturydynamics.com

 

 

Posted on

7 Questions Customers Will Ask About Sustainability

Consumers are at the forefront of the eco-friendly revolution. Multiple studies have revealed what many business owners already know — customers prioritize sustainability. For aspiring entrepreneurs, this means you need to prioritize sustainability, too. You also need to be prepared for the questions that customers might ask about your sustainable business practices. Today, New Century Dynamics Executive Search goes over seven important points that will reveal your business’s commitment to sustainability.

 

  1. “Where is this product sourced from?”

Where a product comes from often determines whether or not it is sustainable. Products that are delivered via long-distance shipping, for example, contribute to carbon emissions. You can avoid this by sourcing products from local suppliers.

 

  1. “How does your business benefit the ecosystem?”

Some customers care about specific elements of sustainability, such as the ecosystem. You can answer this question with marketing materials that highlight how your business practices are benefiting the environment. Be specific when you describe and market these benefits.

 

  1. “Does your business use sustainable products?”

Customers know that sustainability requires a long-term commitment from a business. They want to know that you’re using sustainable products in your daily operations. These products might be pricier than traditional items, but they’re a worthwhile expenditure — and customers will be reassured to know that your business’s commitment to the environment includes sustainable purchasing practices.

 

  1. “How are you reducing paper waste?”

Paper waste is a major cause of pollution, and well-informed customers will want to know that you’re actively fighting this problem. You can address the issue by replacing your paper invoices with electronic invoices. An electronic invoice system will also allow you to create an invoice with a premade template. Simply customize it with your logo and add any text or colors that you’d like.

 

  1. “Was your business founded on sustainable business practices?”

You might be asked whether your company has always maintained sustainable business practices. It’s okay if the answer is no — it’s better to dive in and start your business than it is to waste time and aim for perfection. If you’re ready to get started, establishing an LLC is a great place to start. You can start yours with help from a formation service, and you’ll be able to take advantage of less paperwork and minimized liability. However, not all formation services are the same, so check BestLLCServices.com reviews to make sure you’re getting the best deal available.

 

  1. “How did you learn about sustainable business practices?”

Your successful implementation of sustainable business practices might inspire others to start their own sustainable businesses — and they’ll likely have questions. You can help other entrepreneurs by sharing the resources and research that helped you learn about sustainability.

 

  1. “How do you balance profit with sustainable practices?”

Balancing sustainability and profit is often a concern for new business owners, and customers who are interested in your business model might ask about it. You can tell them that sustainability often helps businesses grow and generate greater revenue.

 

Have Answers Ready and Have a Plan for Sustainability

Building genuine connections with your clientele is the key to ensuring your business’s long-term success. Customers who are invested in your business will want to know more about it, and they may ask any of the aforementioned questions. You can strengthen customer relationships by answering honestly and maintaining sustainable practices such as electronic invoicing.

New Century Dynamics Executive Search is focused on providing Retained Search for the Service Industry: Segments of interest include Food Service Distribution, Restaurant and Hospitality, and Retail. Call 770-354-2817.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

Posted on

FRONTLINE LEADER DEVELOPMENT AND COACHING

 

Mike Perkins

ITB partner, Frontline HR Solutions, offers an exciting new lineup of Manager/Supervisor Development, Coaching, and Training Programs.  Mike Perkins, President, announced, “With the addition of two outstanding leadership development experts, we can offer an expanded menu of customized leader development and coaching programs for businesses that understand the value of investing in their first and second-level leaders.”  Leading the enhanced development programs for Frontline HR Solutions are Rodney Atkins, former Director of Talent Management for Progress Rail, a Caterpillar Company, and Dr. Colby Jubenville, Professor and Director of the Center for Student Coaching and Success at Middle Tennessee State University. Atkins has over 30 years of manufacturing and professional services experience with Fortune 500 Companies.  Jubenville is a popular public speaker and success coach, and author of Zebras and Cheetahs: How to Look Different and Stay Agile to Survive the Business Jungle (Wiley) and Me: How To Sell Who You Are, What You Do & Why You Matter to the World.  

Studies show that frontline leaders are the number one factor in employee turnover, productivity, and engagement.  Businesses and non-profit agencies that have traditionally promoted employees to supervisor and management positions without providing leadership training and coaching have discovered that investing in the development of these leaders pays huge dividends, especially in the retention and success of the employees they manage.

“Frontline’s leadership development programs are specially-tailored for our client’s specific needs, schedules and budgets,” said Perkins.  Frontline offers over a dozen training and development options ranging from fundamental programs like The Basics Every Leader Should Know, Do and Avoid; Discrimination and Harassment Prevention; Conflict Resolution; and Effectively Holding Employees Accountable to higher-level 360 evaluations, executive coaching, employee focus groups, and personal strength and communication assessments for individual and teams.

Contact Haley Ryan at hryan@frontlinehr.com, 833/FRONTHR for more information.

 Mike Perkins, President

Frontline HR Solutions

850/291-7070

www.frontlinehr.com

 

Posted on

How To Navigate Open Enrollment Benefit Choices

Employers cringe this time of year because it can be confusing to comprehend the unfamiliar concepts of benefit offerings and then identify which benefits are a suitable match for their employees.

Open enrollment is an opportunity for employers to adjust the benefit options they previously offered their employees or elect new plans. This period for most companies falls in November, to which all forms must be returned and processed for the new benefit plans to take over on January 1 of the new year.

It takes weeks or even months for HR professionals to investigate and negotiate with various insurance carriers to align the right fit for their organization.

This is what HR professionals are for, so don’t fret! Flex HR is your dedicated Human Resources backbone for all things HR. We’re an HR outsourcing and consulting firm that delivers all the HR support you need – including help with those confusing and complicated benefits.

Flex HR Is Your Benefits Solution Management Provider

Consider Flex HR as your benefits solution and management provider. We manage the complex benefits and insurance process for you. We work with your broker to deliver the census data for the broker to analyze market comparison costs, all the while the current vendor provides renewal information.

Founder & CHRO of Flex HR, Jim Cichanski, explains “we act as the client’s HR department, working with the broker to achieve the best plans possible for the cost the company is willing to pay.”  Employees may be offered quality health, vision, dental, disability, and even pet insurance plans that are consistent with the company’s culture. “We do what it takes to offer employers and their employees the best plans achievable. Sometimes that takes getting creative by adding higher deductibles and a GAP plan to strategically project for the future years of not seeing large increases,” Jim outlines. We work with all industries and companies of all sizes.

After the benefit and insurance selections are made, our Flex HR team communicates and conducts the open enrollment process for you. It’s imperative to personalize these messages to employees, so they understand the guidance they are receiving in choosing their perfect plan.

Our dedicated and dependable experts reduce your leadership roles from consuming the burden of completing these tasks. We seamlessly systematize your company’s benefits to increase effective record keeping and ensure all reconciliations are up to date, protecting critical employee files. Our support keeps your organization in compliance with employment laws.

Contact Flex HR today for your benefits enrollment needs.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is important to me, so please leave a comment.

Posted on

Another Breakthrough!

On September 26, I posted an article titled don’t become a hostage!  I spoke of two examples of managers being held hostage by troublesome employees.  I stated that one of the managers had an Epiphany that led to terminating the employee in question.  A new manager resolved the other situation last week.

Sometimes it takes a fresh pair of eyes to evaluate the situation correctly.

As you may recall, the lingering situation was in a big box retail store where an Assistant Manager created continual unrest.  Since my original post, a few exciting changes have occurred.  The first and most important was the resignation of the General Manager.  He left to take a job in a different industry sector.  A more experienced general manager replaced him.  These changes happened shortly after the publication of my article, almost exactly a month ago.  After a month of studying the situation in his new assignment, the new General Manager transferred the troublesome subordinate to another store.  She is now working under the General Manager who originally trained her.

So why did the new general manager act on the situation, whereas the former GM ignored it?

    1. Experience beyond this company
    2. External networks of competent employees
    3. He refused to be a hostage

The former GM was still learning the job while dealing with a dysfunctional team.  He was not fully competent and lacked confidence.  I suspect that his boss, the District Manager, was culpable as his direction for this GM was lacking.

On the other hand, the newly appointed General Manager is an accomplished GM.  He has significant prior General Management experience with another big box retail brand.  Competent and confident in his leadership abilities, he took a different approach to the situation.

A toxic employee can do significant damage to a work environment.  Team cohesion, morale, and eventually productivity and profitability will be affected.  Wise managers know to deal with the situation immediately.  They do not let them faster, to metastasize into an even bigger problem.  The situation question went on for far too long.  As I stated earlier, I lay the blame on the Regional Manager.  He had long known of the situation.  His strategy included a meeting where he told the team to “work out” their differences.  It is no surprise that the team could not resolve their issues by themselves.  A more experienced, decisive leader replaced the former GM.  It was only then that the problem was correctly identified and resolved.  I hold the regional manager responsible for the problems created by his inability to resolve the issue.

When this type of disciplinary issue arises, decisive intervention is required.  The resolution should include progressive discipline supported by the appropriate level of documentation.  The next-level manager must become involved when a  manager is not fully competent.  In this case, the fear of going through the holiday season shorthanded clouded management thinking.  They became hostages.  There is no justification for suffering under these circumstances, as there is always a solution.

Conclusion:

In conclusion, managers cannot avoid the need to discipline disruptive employees on a timely basis. Concerns about terminating a toxic employee because it may leave a hole in the management ranks are invalid. On the contrary, failure to address toxic behavior guarantees that the team will become shorthanded. The irony is that the best employees will leave first. They have options. The team that remains will be less competent, less functional, and less productive.  This is a concern that second and third-level managers must be tuned into.  The good news in my example case is that a new manager understood the need to act decisively. He found a way to eliminate the toxic employee. He did not allow himself to become a hostage to someone’s poor behavior.

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.

Posted on

Accommodating the Disabled in the Workplace.

There is so much buzz about Diversity, Equity, and Inclusion (DEI) in the workplace, but what about disabled persons and their accessibility (or DEIA)? The goal of putting DEIA initiatives into place is to value all individuals in a company, giving them the opportunity to show their strengths, but also ensuring they are given the tools they need to succeed.

Human Resource experts know all too well that few organizations put in the proper plan of action for hiring people with disabilities. Employers should verify their company handbook is updated to include policies and best practices for employees with disabilities to be given the capabilities needed to fully participate at work. And with the increase of employees working remotely, companies should focus on disability inclusivity to drive motivation and retention.

The Americans With Disabilities Act (ADA) safeguards the rights of employees with a disability by enforcing businesses to comply and offer reasonable accommodations to allow employees to work for a job they are qualified to do. But what exactly are considered reasonable accommodations and how can businesses welcome, and best practice these parameters?

Flex HR’s own Lytana Kids, HR Consultant, was interviewed by Authority Magazine to share her expertise on how businesses make accommodations for customers and employees who have a disability. 

“In practice, the ADA requires companies to consider accommodating an applicant or an employee who has a need that may be out of the norm from others,” Lytana clarifies. She explains some reasonable accommodations “for example, maybe you have an employee who has a back problem and an ergonomic chair may provide the support they need, or a hearing impaired applicant who may need an interpreter to assist with their interview, or technology added to their computer that allows them to receive information differently rather than audio.”

These alterations are nominal in costs, not causing a business undue financial hardship. Choosing which modifications are practical for each employer is crucial, as this is a key approach to creating a long-lasting culture of acceptance. Developing an inclusive workforce is critical to represent the customers a company serves. Furthermore, it allows for more creative and innovative thinking for career growth.

Lytana shares that “as an HR leader I believe setting the right tone and culture is instrumental in the creation of the company being acceptive of differences, once this happens it’s not a special program that people have to follow, it’s a culture.” A key piece to this is training both for managers and HR professionals. “Both groups must know and understand the law, be realistic in their approach to accommodations and be willing to think outside the box. Another very important best practice is an “accessibility” employee resource group. This group not only has to be supportive of each other but should have an executive sponsor who learns what they, as employees, may need to then provide that support for the growth of the business. This is a win-win for both the company and the employees.”

As you now understand, Human Resources plays a major role in how workplace disability inclusion is adapting positive changes for organizations. The priority in the workspace should be validating all employees feel welcomed, appreciated, comfortable, and valued for their differences in a supportive work environment.

Flex HR customizes plans for each client, letting you choose as many or as few services as you need, depending on your business. Reach out for more info today! 770-814-4225 or 877-735-3947 (1-877-7-FlexHR)

Thank you for visiting our blog.

 

Jim Weber, Managing Partner – ITB Partners

Jim Weber – Managing Partner,  ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me, so please leave a comment.