Unlock Your Potential

by

We have all heard the staggering statistics around the rise in mental health issues over the last 18 months as the world and the people who populate it struggle through COVID. The coronavirus (COVID‐19) pandemic’s impact on mental health (nih.gov). The pandemic is not just a medical phenomenon; it affects individuals and society and causes disruption, anxiety, depression, stress, stigma, and xenophobia. Quarantine and self‐isolation can most likely cause a negative impact on one’s mental health. A review published in The Lancet said that separation from loved ones, loss of freedom, boredom, and uncertainty can cause a deterioration in an individual’s mental health status. Patients with mental health disorders in the COVID-19 epidemic (nih.gov).  Whether your workplace is your kitchen table or your high-rise office, the fact of the matter is that most of us spend the majority of our waking hours “at work”.  Employers, therefore, have an obligation and a societal duty to offer solutions to this ever-growing mental health crisis.

Never has the focus on employee well-being been so critically important and been quite as honestly the difference between life and death. The Impact Of Covid-19 On Suicide Rates (psycom.net). A new report by The Well Being Trust released last month found that 75,000 additional people could die from what they called “deaths of despair,” (which include suicide and substance abuse) because of Covid-19. Suicide is likely to become a more pressing concern as the pandemic spreads and has longer-term effects on the general population, the economy, and vulnerable groups,”  according to David Gunnell, professor of epidemiology at the University of Bristol.

Employers have a responsibility to create robust employee well-being programs and to ensure that they offer something for everyone.

Physical well-being

Employees are being told to isolate and many gyms have been shut down for months, leading to a lack of physical exercise and all the added health benefits it brings. The Mental Health Benefits of Exercise – HelpGuide.org  That shouldn’t stop you from offering exercise opportunities through programs like Vitality Online Fitness Training | My Vitality Coach.  You can run group engagement activities with prizes galore!

Emotional Wellness

Outside of the standard EAP’s which have experienced a jump in employees utilizing their resources, there are also programs like TalkSpace Talkspace – #1 Rated Online Therapy, 1 Million+ Users that offer one-on-one counseling, couples therapy, and Psychiatry, all 100% virtually with licensed practitioners.

Financial Wellness

Large numbers of employees in the hospitality business sector were impacted by COIVD when restaurants, hotels, and the travel industry literally ground to a halt.  While stimulus checks and increases in unemployment staved off starvation, the stress associated with not being able to pay your rent or mortgage and not knowing when you will be employed again is huge.  Offer employees the opportunity to engage with a financial coach to understand how to best manage through this difficult time.

Social well-being

We are social creatures by nature and the stress caused by not being able to hug, interact, and see our loved ones and co-workers is tremendous. Consider forming online interest groups that are designed to foster not only an inclusive workplace but to organize learning opportunities and discussions to encourage and elevate open and honest conversations around the topics that matter most.  Sometimes just knowing you are not alone, is all that is needed to help you realize that this will eventually pass.

Employers have a unique opportunity to engage with their workforces during this pandemic, to do the right thing, and to come out as a stronger team on the other side!

Is Patience a Virtue?

by

We live in a world where the pace is constantly increasing.  An analysis of the history of technology shows that technological change is exponential, contrary to the common-sense ‘intuitive linear’ view. So we won’t experience 100 years of progress in the 21st century—it will be more like 20,000 years of progress (at today’s rate), according to Wikipedia. Accelerating change – Wikipedia

90% of the world’s data was generated in the last 2 years How Fast Is Technology Growing Statistics [Updated 2021] (leftronic.com).  The adoption of mobile devices has led to the mass adoption of mobile banking technologies.  5G network technology is expected to be 100 times faster than the 4G standard, delivering 10 gigabits per second. The technological progress of mobile broadband networks will enhance IoT, bringing faster wireless internet to cars, refrigerators, and other innovations.

Workers in technology companies and other high-growth industries, routinely work 60+ hour weeks just trying to keep up.   In the last 40 years, Americans, just on average, have been working longer hours for more weeks a year. The average worker in 1980 put in 38.1 hours for 43 weeks a year. Today, the average employee works 46.8 weeks a year for a total of 38.7 hours a week.  Small increase but hey add up!

So, does patience Four Reasons to Cultivate Patience (berkeley.edu)have a place any longer in our amped-up society?  It does when it comes to human interaction.  You can be impatient with the process, focus on meeting deadlines and project plans and strive to deliver ahead of schedule.  However, there is an inverse relationship between being able to achieve the above and the amount of patience you show to the individuals on your team.  Give your employees time to finish their thoughts before jumping in.  Make sure you listen more than you speak.  It can be tempting to jump in right away with your own ideas but resist that urge and just listen and ask probing, not leading, questions. For many people, silence is uncomfortable. A break in a conversation for too long can feel awkward. Rather than succumbing to it. Use it to your advantage. Next time you feel like jumping right in to say something, pause and count to 10 in your head. You’re likely to find the other person in the conversation will step in to fill the silence. If you’re a manager, this is a powerful tool. It gives your people an opportunity to fully share what’s on their minds. How Managers can be more Effective Listeners to Better Lead their Teams (getlighthouse.com)

Different people process information at different speeds.  Giving your team members the freedom and opportunity to process all of the information and then revert back with questions will likely yield superior results in the end.  They will usually be more receptive to whatever change you are bringing forth as they will have had the time to adjust.  Not everyone can move at the same pace and human nature is to resist something until you have had time to think it through.

Start with the strongly held belief that everyone comes to work wanting to do their best.  Giving your employees the space they need and being patient with those who move at a different pace is the key to successful leadership!

Our Attitude is our Altitude

by

I have to admit that this Is not my witty saying.  It is a reference from a beautifully written piece by Korn Ferry Korn Ferry | Organizational Consulting CEO, and published author, Gary Burnison. Gary Burnison (kornferry.com) He explained it this way:

When one person says thank you, it can set off a positive chain reaction. The reason lies in emotional intelligence (EI). Daniel Goleman, who has done extensive research and writing on EI and who works closely with our firm, has explained that when we develop and express our EI, we transmit more positive feelings such as gratitude than negative ones. It’s like a spark that ignites as others respond. Moods shift and positivity elevates everyone. Then our attitudes truly become our altitude.

As I read it, it reminded me of one of our own Guiding Principles at Tricon Residential. Tricon Residential – Rental Living Reimagined To elevate each other so together we leave an enduring legacy.  Similar to the ripples in the pond, each of our actions every day has a consequence.  Some purposefully intended and some not. But each of has choice to positively impact those around us or to think only of ourselves.  We have such a broader impact when we choose the former. By choosing to spread positivity, there is a ripple effect that spreads out likes rays from the sun, finally reaching earth some 90+ million miles away.  Gestures do not have to be large to make an impact.  Simply remembering to be grateful and to share thankfulness and appreciation is enough.

Appreciation is a cornerstone of the culture at Southwest Airlines, Southwest Airlines | Book Flights, Make Reservations & Plan a Trip named by Forbes as America’s #13 Best Employer of 2018. One way the company appreciates employees is by paying attention to special events in their personal lives—from kids’ graduations to marriages to family illnesses—and recognizing those with small gestures like flowers and cards. “We’re all encountering different obstacles in our life, we’re all celebrating different things in our life,” says Cheryl Hughey, managing director of culture at Southwest.

Studies show that grateful employees How to Exude Gratitude at the Office and Bring Value (dawnstebbing.com)are more concerned about social responsibility, for example. Grateful employees—as well as employees who receive more gratitude—also perform more “organizational citizenship” behaviors: kind acts that aren’t part of their job description, like welcoming new employees and filling in for coworkers.

In fact, gratitude and kindness seem to form a positive loop in the workplace. Just as gratitude leads to altruistic behavior, research suggests that the opportunity to help others and serve a cause is one of the major sources of gratitude at the office.

So, remember to say thank you often, go out of your way to show appreciation, and check in on each other regularly!

Reimagining Recruitment

by

Being unable to hire qualified workers is the most critical and widespread challenge businesses face today in the post-pandemic world.  Businesses that don’t have enough employees are forced to reduce their hours, scale down operations, and in some cases, permanently close, all leading to a less than rosy economic recovery.  

In a recent Committee to Unleash Prosperity paper CTUP_BonusUnemploymentBenefitsLaborShortage.pdf (committeetounleashprosperity.com) by Casey Mulligan, a professor of economics at the University of Chicago, who served as chief economist at the White House Council of Economic Advisers, the latest monthly jobs report from the Department of Labor for April and May have shown disappointing employment increases, flat job participation rates, and a slight increase in the number of Americans collecting unemployment benefits.  Two weeks before the May jobs survey, the BLS counted 9.3 million unfilled jobs in America, even with more than nine million Americans “unemployed.” The 9.3 million unfilled jobs is almost 2 million beyond the pre-pandemic record for the U.S., and the policy riddle is why more unemployed workers are not getting back in jobs. Small business owners around the country—construction firms, restaurants, bars, retailers, hospitals, and factories—are complaining that workers they want to rehire are less likely to work now. According to the U.S. Chamber of Commerce, some nine of 10 small employers are citing a shortage of workers as a top concern. 

Back in March, Congress and President Biden enacted the $1.9 trillion American Rescue Plan. H.R.1319 – 117th Congress (2021-2022): American Rescue Plan Act of 2021 | Congress.gov | Library of Congress

Because of the $300-a-week bonus unemployment benefits enacted in March 2021, along with other expansions of welfare benefits and cash payments unrelated to work:

  • In 21 states and DC, households can receive a wage equivalent of $25 an hour in benefits 
    • with no one working. 
  • In 19 states, benefits are equivalent to $100,000 a year in salary for a family of four with 
  • two unemployed parents.
  • In all but two of the blue states, $300 Supplemental Unemployment Insurance benefits 

plus other welfare pay more than the wage equivalent of a $15 minimum wage

There are 1.4 available workers per job opening in the US. This rate is just half the average of the past 20 years

Clearly, corporations are going to need to woo these workers back to work.  According to Jennifer Shappley,  Jennifer Shappley | LinkedIn the vice president of global talent acquisition at LinkedIn, the key to success in fighting the war for talent, is for corporations to offer flexibility to their employees. 

Forward-thinking companies recognize that employees, just like consumers, are attracted to different types of flexibility.  The below are some ways you might consider enticing your prospective employees and current workforce back to the office

  • Offer a hybrid model where they work 2-3 days in the office and the remaining days in an alternate location
  • Create more inclusive job advertisements. Job listings referring to “responsibilities” rather than “requirements “. LinkedIn finds a 14% increase in candidates when job posts mention responsibilities, but not requirements
  • Consider whether a 4- year bachelor’s degree is necessary.  LinkedIn reports a 20% increase in managers hired who didn’t possess a traditional four-year degree.
  • Be empathetic and concerned about your employee’s mental health- allow sick days to be used for “wellness days”
  • Re-imagine the workplace to be warm and inviting
  • Create informal areas where employees can collaborate with each other
  • Sponsor afternoon events where employees can enjoy a glass of wine and each other’s company

At the end of the day, monetary compensation is only one reason why employees work.   Help your employees to balance their work and personal lives, provide a comfortable and relaxing work environment and allow them responsibilities where they feel fulfilled at the end of the day and you will attract the candidates you need!

Employee Engagement in Action

by

Employee Engagement must be close to the top buzz word for 2019 or perhaps even the last decade.   While everyone can speak eloquently about the benefits of encouraging employee engagement and the importance of it to producing top business results, ask more specific questions and those once vivacious people go silent.  Few actually spend the time to detail the specifics of what activities actually do increase employee engagement in the workforce. Before we increase our spending in 2019 by 45% on increasing employee engagement as predicted by G2 Crowd, let’s figure out exactly how we should be allocating those additional dollars.

Productivity 

Productivity yields employee engagement. A novel concept as most would argue that it is the reverse; a previously engaged employee yields better productivity.  However, this gives us a significant opportunity to ensure that we provide our employees with every opportunity to not only produce, but to understand how what they do fits within the framework of the organizational objectives.  Establishing waterfall goals is an easy an effective way to assist employees at every level to understand their ability to accomplish objectives and feel proud of their contribution to the organization, thus yielding more productivity.

Employee Recognition

Employee recognition can come in many forms, individual, team or even Company.  We use a peer to peer recognition program called Good Gotcha’s. Anyone can nominate anyone else for doing something good.  A subset of those are then chosen and announced at our quarterly all hands meeting. We also have quarterly awards structured around our Guiding Principles, an annual President’s award and Community service award.  Don’t forget about company awards, there is Great Places to Work and the corresponding Fortune awards, AON Top places to Work and many local awards.  Employees feel proud to work for a company that is recognized nationally as one of the best places to work!

Promoting Wellness

Healthy employees are happy employees!  While only about 10% of employers have implemented a formal wellness platform, they provide opportunities across a host of health initiatives for your employees.  We use Vitality and could not be happier.  Employees have the ability to earn points for individual or team fitness challenges, for taking healthy actions like getting a physical of biometrics performed, buying healthy food and participating in physical, mental, emotional and financial wellness opportunities offered by the company.

Continuing Education/Learning

Almost all employees want the opportunity to develop their skills whether that be through lattice, vertical or ladder, horizontal learning opportunities.  We offer a three fold approach to learning that encompasses action steps, which are specific projects an employee can tackle to enhance their value to the company, internal training opportunities through custom content and courses and also through Franklin Covey’s All Access Pass and external training courses or certifications.

The list is likely endless.  Almost anything you do with the employees’ best interest in mind can be utilized to enhance employee engagement, and, ultimately, company performance!

Measuring the Employee Experience

by

There are many tools on the market that purport to accurately measure the customer experience.  They focus on such topics as action management, customer segmentation, feedback management, sentiment analysis and trend analysis, just to name a few.  Then there are whole CRM systems whose goal it is to manage a company’s interaction with current and future customers. The CRM approach tries to analyze data about customers’ history with a company, in order to better improve business relationships with customers, specifically focusing on retaining customers, in order to drive sales growth.  If we want to understand the employee experience, we have to pursue it with the same gusto and metrics that we do our customer experiences. In general, great experiences don’t just happen, they have to be consciously designed.

We need to start with the belief that a strong correlation exists between the quality of the employee experience and work productivity, which ultimately drives engagement and, hopefully, the delivery of more value to your end customer.  However, there are challenges around measuring workforce experience because no single person, department or function owns the whole experience. Organizations use many tools to understand the experiences, positive or negative, their employees are having — pulse surveys like Waggl, annual employee surveys, quarterly or annual performance reviews incorporating self-reviews, weekly management meetings, talent and succession planning, town hall meetings and so on. The issue is that these tools and the feedback received from them can offer a fragmented and often misleading view of how good the employee experience is.

Forrester has a Workforce Experience Model that is worth reviewing.  It is built around Engagement, Productivity and Impact.  The only issue I would take with their assumptions is that I believe productivity actually drives engagement and not the other way around.  

Productivity

Being able to measure productivity assumes that you have done studies to understand what acceptable levels of productivity are by function.  It isn’t the measuring piece that is difficult, it is understanding and creating the “what” to measure and the scale that makes it challenging. 

Engagement

An engaged workforce willingly invests time and energy in the success of the business and the degree of engagement will impact business results. Everyone has discretionary engagement that they may choose to deploy at their job or elsewhere. Your mission is to ensure that it is deployed at the job to the benefit of the customers.  To my point, Daniel Pink’s secret to high performance and satisfaction  – the deeply human need to direct our own lives (autonomy), the desire to get better at something that matters (mastery) and the yearning to do what we do in the service of something larger than ourselves (purpose).

Impact

The positive business outcome of productive, engaged employees is a loyal customer. Customer-facing employees, customer service, for example, have the greatest potential direct impact on the customer experience and satisfaction. What about those employees that don’t usually engage with customers directly, like Accounting, Finance or HR, where the potential for positive impact on customer experience is harder to quantify? They know how the processes really work in your organization and may be the best ones to identify and rectify problems for customers quickly.

The conventional eNPS  (Employee Net Promoter Score)  is a standardized tool that you could benchmark your organization against year over year and,  benchmark your ratings against other companies of your size or in your industry. The issue is that it is one question and for most of us, does not really provide value when wanting to delve into the specifics.  There are also multiple surveys you can conduct through Fortune, OC Register or other organizations, but they are quite expensive and questions can be tailored so they do not provide an apples to apples comparison across organizations.  Eventually, it would be great to have an industry accepted employee engagement scale that could be used to drive the employee experience and, ultimately the customer experience.

(From Forbes) “Want To Get Noticed By Recruiters? Honing These 10 Skills Can Help”

by

I was recently featured in a Forbes article on recruiting. You can find an excerpt from the article below. For the full article, click here. 

 

“6. Automation

In order to stand out, you need to be ahead of the trends. Experience in and being able to talk intelligently about AI and RPA ( Robotic Process Automation) is important in any field to which you are applying. Ensure that you have some examples of how AI has streamlined a process, created efficiencies and delivered measurable results. Discuss what you were able to achieve by freeing up resources. – Sherrie Suski, Tricon American Homes”

Finding the Right Mentor

by

sherrie suski mentorship

In this blog post, I highlighted the importance of mentorship in your career and professional life. Mentors provide much needed support and direction as you navigate within your network and work to establish yourself as an expert in your industry. The question that always comes up after someone determines that a mentor is the vital key that they are missing is, “How do I find a mentor?” Finding a mentor is not as simple as walking up to someone at a networking event, and asking “Will you be my mentor?”.  Mentoring is about a relationship; it needs to be organic and should grow out of real interactions between people who are already familiar with one another. Here are a few bits of advice to keep in mind when you’re looking for a mentor:

Make Yourself Mentor-Ready

You will not be able to build a successful relationship with a mentor if you don’t know what you want. You need to take the time to reflect, and create a working outline of your needs and professional goals. This doesn’t have to be a list of things that are set in stone, but you do need to know what you want, so you can seek out a mentor who  aligns with your aspirations.

Relatedly, work towards being someone that anyone would want to mentor. Do work to establish yourself as much as possible within your field; know what your strengths and your weaknesses are. Work to associate with the right people, create meaningful work, and be a professional that other professionals want to work with.

Start Networking

As I mentioned earlier, mentoring is born of real relationships. Very few people are willing to invest their time in a stranger. Work to build meaningful connections, both online and in person, and get involved with others through as many different avenues as possible.

  • Get active on twitter, and follow people that you admire. Look at who they  interact with, and follow them too. Read the content that they produce, and maybe even reach out and comment on something they’ve written. Do the same on Linkedin.
  • Go to networking events and make real connections with people. Websites like meetup.com have endless options of meetup groups and events where people are eager to make connections and build up their network as well. Find conferences where people you admire are speaking and don’t be afraid to walk up and start a conversation.

In the beginning, avoid the “I need a mentor”conversation. Instead, work on getting to know these various individuals you’ve brought into your life. Exchange emails, meetup for coffees and lunches, and ask questions. Feel out these interactions, and if over time you think that someone may be a good fit, then ask them if they would be interested in being your mentor. Many believe that the official question will be unnecessary, because the organic relationship that you’re working on will naturally shift into a mentor-mentee relationship on its own. 

For the sources used in this post, and even more resources on the mentorship process, check these sites: Forbes, Fast Company, The Muse

 

Body Language in the Office

by

arms crossed

Your body language has more of an impact on your career than you’d believe.  According to Albert Mehrabian, Professor Emeritus of Psychology at UCLA,

The three elements account differently for our liking for the person who puts forward a message concerning their feelings: words account for 7%, tone of voice accounts for 38%, and body language accounts for 55% of the liking.

Body language is our non-verbal communication of our feelings and thoughts; we judge other people on their body language, and we are constantly being judged by our body language. Due to the fact that so much is communicated outside of the words that we speak, it’s important to be aware of our bodies, and to work to give off the correct impression. These are a few things you should keep in mind about body language in the office.

 

Don’t Cross Your Arms

This isn’t a new one; we’ve been told that crossed arms are a poor signal since we were young. But, it bears repeating. When you cross your arms, you are literally creating a physical barrier between you and the person/people you are addressing; that’s an immediate signal to them that you don’t want to be a part of whatever conversation that you’re having. Crossing arms may be an unconscious defense mechanism for some people when they are nervous or uncomfortable, so try to be aware of your body in situations where you are not feeling 100% at ease.

Stay Still

One of the tell-tale signs of nervousness is fidgeting. Nervousness is definitely not a characteristic that you want to be known for in the office. Nervousness dictates discomfort, and your colleagues will begin to scrutinize the reasons for your apparent discomfort. If you’re a natural fidgeter, try to keep your movements to a minimum when interacting with your coworkers.

Maintain Eye Contact (But Don’t Stare)

It’s important to maintain eye contact with anyone that you’re speaking to; it builds a feeling of connectedness between you and your audience. An avoidance of eye contact signals untrustworthiness to others, and that’s the last thing that you want to be known for within the office.

But, it’s important not to let your eye contact cross the line into staring. Very intense, unbroken eye contact will make others uncomfortable, and it can be interpreted as aggressive or even creepy. It’s a delicate balance. Work to read the body language of your company in order to gauge the proper amount of eye contact necessary.

 

Remember Your Posture

Always stand up straight. Good posture is a universal signal to others that you are sure of yourself. Elongate your spine, push your shoulders back, and keep your head held high. Take pride in how your carry yourself, and others will respond positively to your aura of power and self assuredness.

For more tips on body language, see these resources: Inc , AMA, Lifehack

 

Are You Networking Correctly?

by

networking

 

Every professional should be constantly working to develop their networking skill set. The word “networking” is thrown around in almost every career-oriented workshop or classroom, but many people do not fully understand the benefits of proper networking, and struggle with determining exactly what networking entails. In my line of work, I’m constantly seeing well-networked individuals flourish, because a great network provides great opportunities. These are a few networking tips to follow whether you’re just getting into the game, or a seasoned networking vet looking for a refresher.

 

Practice Makes Perfect

Networking can feel very overwhelming and intimidating to some people. If you’re an introvert, the best thing to do is to practice. Find a few networking groups and start making contacts. Dr. Ivan Misner, Founder and Chief Visionary Officer of Business Network International, says that you should create four different networks of people:

  • Casual Contacts: The individuals you meet by attending mixers and general networking events.
  • Strong Contacts: Business professionals you interact with at industry specific events and groups. (Depending on your industry, you may be able to find groups that gather frequently with the specific goal of creating strong business relationships.)
  • Knowledge Contacts: People you meet through professional associations.
  • Online Contacts: Casual contacts that you connect with online.  (We are in the age of the internet, and your online presence can be the key to your next big career move. Linkedin is currently the most effective online networking site available. )

 

Network Before You Need To

If you’re just getting out of school, be sure to keep in contact with professors, classmates, family friends, etc so that you have a network of people to turn to during the first job hunt. If you’re thinking about changing jobs or industries, start attending events and bulking up your network before you feel like you MUST leave. The one thing that “seasoned” (trustworthy) networkers shy away from are individuals who feel desperate. Try to network with people when you don’t have an alternative motive, so that your interactions come across as genuine.

 

Maintain Your Network

Remember that your network is made up of people. You have to make sure that you build and maintain relationships with the people you connect with. The last thing that you want to do is be the person that only reaches out when you need something.

One great way to maintain your network is to set up a calendar of birthdays and special occasions. Sending a quick text or email on those days will make you stand out as genuine and engaged.  Outside of the special occasions, make sure to send thank you notes, set up coffee dates, or send over articles you think might be of interest.

 

 

There are so many more ways to build and maintain your network. Feel free to check out these additional resources: Business InsiderForbesThe Muse