Goal Setting: Starting Your 2021 Out Right!

incipioworkstg on January 8, 2021

I’ve heard a lot of people say, “I can’t wait for 2020 to be over!” That’s certainly a common opinion. But here’s the thing – I don’t think anything is going to miraculously change just because the calendar now says 2021. This “new normal” may last for another six months or more. So instead, I prefer to look back at 2020 and think about what we learned and how we can turn that into action in the New Year.

By looking at the positive, I can appreciate some aspects of 2020. For one thing, I think we learned how to be flexible. After all, in many cases we had to do a complete 180 overnight! I had to cancel some thirty trips and I love to travel. Was it fun not being with family? No! But in the positive, I didn’t experience the “overwhelming type of busy” as in the past. From a business perspective, 2020 gave me the gift of time while it also helped me focus and ensure we stayed aligned to our goals.

In 2020, we also importantly devoted time to thinking about how we could better function as a team. Since people were no longer in their office right down the hall, we developed new ways to stay in touch and even grow. As I mentioned in a previous blog, many companies realized the six-month or yearly performance review no longer was effective. Those systems were replaced with much better ways of setting goals and tracking effectiveness on both a personal and professional level.

So instead of being excited that 2020 is finally over, I say look back and try to find something positive. Hey, we’re still here – making an impact and collecting revenue. And that is something to celebrate!

Are you Loyal? The Power of Vulnerability and Transparency

incipioworkstg on September 10, 2020

What It Takes to Develop a Partnership

When Incipio meets with a business or organization considering using our services, we make it clear we don’t want to be seen as just a vendor. Our goal is to develop a partnership focusing on results. We want to work together to come up with clear expectations with measurable outcomes.

How do we accomplish that? One of the specific ways is by insisting our relationship is based on transparency. We stress upfront we want honest and frank discussions that will help us focus quickly on areas where improvement is possible and where Incipio can make a difference.

ASK FOR HONEST FEEDBACK

It’s not easy for everyone. Some see being transparent as a weakness. I don’t see it that way. I’ve found the most successful business people have an understanding it’s okay not to be perfect. I like to call it being “vulnerable.”

Business leaders who take this approach are often the most innovative. That’s not to say you should make your business a democracy. Rather say to the team, “This is the way I see it, but you feel differently about it, let’s have a discussion.”

BE AUTHENTIC

Being able to express yourself in a vulnerable and transparent way is empowering and helps everyone grow stronger. We’re not looking for an argument because that doesn’t change anyone. Instead, we have found what does change behavior is authenticity.

I think being able to express yourself in this way is empowering and is guaranteed to deepen any relationship. We’re not interested in a superficial or judgmental relationship. We want to understand each other with what I call “real talk.” That creates a partnership where both parties benefit and grow stronger.

Your Company Culture, Share It.

incipioworkstg on May 28, 2020

Your Company Culture Matters-Share It!

When many millennials (individuals born between 1981 and 1996) were growing up, it was common for their baby boomer parents to encourage them to find a steady job – perhaps one with a pension plan and a defined pay scale. My own baby-boomer father has worked for the same company for 38 years. However, ask human resources professionals today and they’ll tell you that dynamic has certainly changed.

If your company wants to do a better job of hiring and retaining millennials, it’s important to understand what motivates them and what doesn’t. Research shows while millennials are looking for a salary and benefits package to pay off college debt, they are more drawn to a company’s culture. They look for growth opportunities, great managers and jobs that match their talents and interests. Organizations that award creativity, find ways to engage and develop workers are highly valued.

Millennials want to believe they’re contributing to a company that is making a positive impact in the world. For example, they take seriously an organization’s commitment to charity and social causes. They also value a collaborative office environment that increasingly blends work life with their outside-of-work interests and values. When organizations can provide these attributes, and promote them in their branding, they will attract millennials – and perhaps just as importantly – keep their millennial employees from pursuing the next best thing elsewhere.

Your Employer Brand is Already Out There

An organization’s branding may make it seem like the company is a great place to work. But is it? With just a bit of research, it’s easy for job applicants to find out. A quick search of the internet and social media sites gives applicants a first-hand look at a company’s culture. Moreover, sites like LinkedIn can easily let potential applicants find out if they know anyone working at the company to get the “real” story. The bottom line? Companies can’t fake it. As is often said, you have to “walk the walk” if you’re going to “talk the talk.”

Your Company’s Reputation from An Employee’s Perspective.

incipioworkstg on May 20, 2020

Lori Fain

Your Company’s Reputation From an Employee’s Perspective.

When I think of social media in relation to recruiting, it takes me straight to employer branding. Employer branding is simply the process of creating, growing, and maintaining a company’s reputation and popularity from a potential employee’s perspective. It’s a crucial way for an organization to prove its worth to candidates.

What is the number one reason employer branding is so important? It’s the business identity of your company. It’s what makes your company a great employer and one that stands out to candidates. It also helps your team attract and improve your candidate pool for current and future opportunities. Having a reputable employer brand is a must for an organization’s strategy by helping companies recruit and retain great talent, reduce hiring costs, and improve overall employee productivity.

Tell the World You Are a Great Employer

A great employer brand is one that offers a clear message about the organization and what it stands for. It shows the company is committed to consistent communication with stakeholders, raising awareness of what the organization offers.

The following steps are a great place to start when creating your employer brand. These tips should set you up to boost your employer brand and attract talented hires who are a great fit!

Message – Create an authentic message and tone of voice for your brand so candidates know exactly what to expect. Make sure the brand voice is consistent at every touchpoint by aligning the messaging on your career website with video content, the application process, assessment platforms, and one-on-one conversations with your talent management team.

Culture – Recruitment plays an influential role in nurturing culture and ensuring you’re finding great talent. Consider what type of culture you are aiming to create. Employer brand reflects your culture rather than something that can be prescribed. Building a positive culture within your organization is at the core of a strong employer brand.

Brand Perception – Employees will unquestionably use platforms like Facebook, LinkedIn, Twitter, Glassdoor and Indeed to share their work experiences with an organization. These platforms are a source of valuable feedback to address elements of your employee value proposition. Of course, not all employees are happy all of the time so watch out for pain points that may deter top talent from applying. It is crucial that a company monitor its employee brand on an ongoing basis.

Technology – Technology is a positive asset to employer branding and provides better communication channels improving the candidate experience. Technology can streamline candidate engagement, job search, applications, assessment and selection processes, as well as interview scheduling and feedback. Thanks to technology, talent management teams can provide an exceptional candidate experience that reinforces the employer brand.

Candidates are Customers – Jobseekers want to know about a company’s expectations, work style and interview process and that information is easily accessible during their job search. They may also leave reviews about their personal candidate experience. For that reason, it is essential to provide a positive, timely, consistent, fair and engaging candidate experience.

Storytelling – Once you have initiated contact with your talent pool, keep potential candidates engaged through regular communication. Storytelling might include landing pages that show videos relevant to positions within the organization or sharing stories from current employees about their own experiences.

Storytelling is an opportunity to make your brand personal, to tell the story of real people rather than faceless associates. By using engaging human narratives, you will attract the type of candidates who see themselves creating similar stories. That increases the probability great talent will enter the top of the recruitment funnel.

Layers & Depth – There are plenty of tactics beyond the written word you can use to actively promote your employer brand. Providing an appealing vision that inspires people can often be best accomplished visually – through photography, imagery or video. Many companies are utilizing social media channels like Facebook and Instagram to connect with their target talent populations.

Depth also means making communication a conversation rather than a one-way street. Consider tools like Chatbots for helping candidates get answers to their questions or hosting online career fairs.

Own your space – Make sure you are where your target talent is. Whether it be LinkedIn, Facebook, Instagram or Pinterest, make your impact in the right places. This tactic is especially valuable if you are trying to hire in an area that is outside your usual sphere – think of a company moving into new geographical markets.

Connect employer and corporate brand – A positive candidate experience adds value to both employer and consumer brands. Conversely, there are risks: jobseekers may stop purchasing or purchase less from a brand because of a negative candidate experience.

Get The Right People for Your Business-Soft Skills Matter!

incipioworkstg on April 30, 2020

The Individuals You Hire Impact Your Existing Staff.

If there is anything a business needs to consistently get right when building effective teams and a winning culture, it’s recruiting. The individuals you hire communicate clear expectations regarding performance to your existing staff.

In the recruiting process, successful companies look not only at an applicant’s skills and experiences but also at their personality, drive and motivation. Understanding what will fit best with the existing team is critical. That means the hiring manager should have a clear picture of the needs of that team and how the recruit will fit within that group. From my perspective, in many situations, passion and drive can exceed the value of skills and experience.

Reassess and Be Flexible

For example, look at the situation facing many organizations today. Right now, there are thousands of fantastic people in the job market looking for work due to layoffs. They are more than willing to provide significant value to employers who have stayed in operation throughout the global pandemic, even if it is a short-term value! Businesses need to reassess their expectations as it relates to commitments around employment timelines. Having a short-term superstar is definitely better than having a role unfilled due to passing on that hire while looking for a longer-term team member.

Can an Outside Recruiter Help?

Sometimes traditional methods of recruiting can be limited ineffectiveness. If your candidate flow is weak, or if you are not getting the specific characteristics you need in applicants, an outside recruiter can be extremely beneficial. An outside recruiter can leverage a broad range of connections and other resources to find the candidates with the skills and characteristics you need to fill your specific job role.

An outside recruiter also uses a thorough, formal and consistent recruiting process. That allows the hiring manager, and in some cases, key members of the team, to more effectively assess the “fit” of a candidate. Depending on the situation, or the organization’s strategic direction, the candidate with the best resume may not be what a team needs.

Get The Right People for Your Business- And Keep Them!

incipioworkstg on April 21, 2020

Lori Fain-Incipio Workforce Solutions

Why Retention Matters

Recruitment should go hand in hand with retention. In fact, I would argue you can’t have recruitment without retention. Companies should be both “recruit ready” and “retention ready.”

Here’s what I mean. The days of a large pool of candidates waiting to be hired are gone. That’s just not the case anymore – particularly in skilled positions where employees are required to have certain licenses or certifications. This requires you to think about what potential hires see when they do their homework about your company. It’s similar to online shopping. Before or during the hiring process a candidate will certainly check the reviews of your company and negative comments always carry the most weight.

As part of the recruiting process, you should answer several questions. What do your professional development programs look like? How are your employees treated? Are your employees being coached, mentored and prepared for advancement? Companies with effective retention programs are the most successful in recruitment.

How We Can Help

At Incipio, when we assist a company with recruitment we work on spending time upfront with clients. We walk through all aspects of the position, the organization, and the market. We go in and see where the work is going to take place. We meet the people who the candidate will be working with. We examine what both short and long-term success looks like to make sure the position is a good fit for both the organization and the candidate. Some of these conversations can be uncomfortable but they are crucial because the strategy sessions ensure recruiting efforts produce positive results as quickly as possible.

Professional Development: Keeping it Strong

incipioworkstg on March 26, 2020

Are Your Professional Development Efforts Really Sticking?

Have you worked at a company where everyone was required to attend a two-hour team-building exercise? The company likely heard something about professional development and assumed this exercise would solve whatever issues it was having with employees. Everything seemed great. Employees seemed to “like each other” again. But the next day people went back to their jobs – got busy – and soon the benefit of the exercise was lost. That is “transactional” professional development. It simply gets employees “pumped up” for a few hours.

What needs to happen is “transformational” professional development. After assessments of the strengths of employees – and after you have identified what skills you need to develop – you put together a plan and a budget and begin targeted training and coaching. Then you combine that with actionable steps and expectations to hold people accountable.

If it’s not part of your strategic plan, that’s a problem. I’ve never seen a successful business that didn’t make employee personal growth a priority. Professional development at a previous employer made me who I am today. My growth occurred early in my career because that company was committed to developing their employees – helping them learn to be engaged, loyal and productive. It was seen as an important step that would lead to growth of the business.

HOW CAN YOU TELL IF IT’S SUCCESSFUL

Reducing turnover is one way to measure success. Companies always worry they’re going to invest in professional development and then an employee is going to walk out the door and go somewhere else. But what’s the alternative? For them to leave and complain about the company they worked for because they didn’t provide any training or coaching? Or for a company to provide professional development so if employees do leave they have positive things to say about what a great place it was to work? Plus, if you promote continued learning as part of your values during the recruiting process you’ll likely attract candidates who want opportunities to learn, grow and innovate – an important trait in today’s rapidly changing economy.

TIMES HAVE CHANGED

You can’t do business today the way you have always done it. People coming into the workforce today are in many cases an entirely different set of people. Some haven’t had parents at home to shape them into the people they need to be. Others have parents working so hard to make ends meet they simply aren’t around as often as our parents. In many cases business owners today are forced to become parents. They have to invest in developing people and teaching the soft skills important to be successful in a job – like why showing up on time is important. The most successful companies take pride in treating employees as family – respecting them and providing them with professional development to help them become people who are committed to lifelong learning.

Employee Retention – It’s Not Rocket Science!

incipioworkstg on January 26, 2020

Every human has a need for belonging, and I believe employees stay with a company when that company does a great job of creating an environment that makes them feel like part of the team and valued. As an employee, your work environment is so important and can make all the difference when it comes to finding your career, or your second home, as many call it. The key to good retention starts with this and when a company knocks it out of the park, I don’t think the 50 cents or more an hour makes a big difference.

Asking for feedback and allowing your employees to be heard is another huge aspect of retaining an organization’s most valuable asset; Its’s people. Not only listening to the team but taking what they hear and using it to make changes that are best for staff as a whole is so important. Leadership needs to constantly strive to have a growth mindset and listen, listen, listen! You should always lead with the team in mind, and in order to do so, that means truly taking what they have to say into consideration and showing them that their opinion really does matter!

To Retain You Must First Obtain

A big part of retention, that I’m sure is no mystery to you, is the importance of obtaining and retaining your best employees. Business owners should always have their top talent in mind, but that doesn’t mean neglecting the rest of your team. Depending on the size of your company, having continuous one-on-one meetings to offer encouragement, open conversation, and feedback is vital. Even if you have a larger company, ensuring that there is open communication at all levels is key. Honest conversation and encouraging open lines of communication establishes a level of trust and respect for, and from, everyone.

Of course, in order to retain these employees, you have to obtain them first. This process starts in the interview and ensuring you are asking the right questions that will help in selecting the right person for the job. Asking questions that will allow them to respond honestly and naturally is key. Steer clear of questions typical of an interview and aim more towards behavioral questions that let you see how they would react in particular situations that aren’t an answer you’ve heard from every other candidate. And of course, always remember that how your company presents itself in an interview is the first impression for that employee and could be the difference between whether or not they decide to even show up on their first day.

Making Connections Through Open Communication

No one ever said you have to be best friends with everyone you work with, and it’s not expected, but professionalism is. One of the things that have been a deciding factor for me staying with a particular company is having an associate at work that will engage with me in open and honest conversations. This doesn’t have to be the case for everyone but ensuring that there is an inviting and accepting environment for every single person in a business setting is absolutely necessary and it’s part of what makes coming to work every day worth it.

Employee retention isn’t rocket science. Show your employees that they are valued and that they matter by encouraging open and honest communication throughout your team. Doing this will make all the difference!

Creating a Successful Network – It’s Easier Than You Think!

incipioworkstg on June 10, 2019

Take a minute to think about when your business was first getting started. I’m sure it was a difficult time and that finding sales and potential clients felt impossible at times, but the good news is, you’re not alone! We’ve all struggled to make sales and bring in clients at some point in our business, but the key to solving these issues isn’t some big mystery, in fact, it’s something we do on a daily basis: networking!

The value of the relationships you build during networking is key to sales and life. The relationships become so important because these people get to know you, your character, the work that you perform, etc. They become your business associate, strategic partner, referral source and your friend. The value that one person can bring to your business can be immeasurable, but in order to find that out you have to get your feet wet and get out there!

I love people. I am naturally curious, and I love to learn from and help those I meet, but not everyone is like that, and that’s ok! What I’ve found is there is always a connection if you keep asking questions. You may not get business from someone you meet at a networking event, but you’ve made a connection and who knows where that may lead. A friend recently called me the “business cupid” because of my passion for helping people connect, and that’s the key; you don’t always have to be the best at what you’re doing, it’s your passion that people recognize.

Just Be Yourself!

A lot of people like to think of networking as an event, but that is very far from the reality of networking; opportunities are all around us! I have met and connected with people in every kind of industry, every kind of job from all over. My network has been created from business, personal, community involvement, church, my kids’ activities, business associations, and so much more. I’m always networking! Even if you are not a super outgoing person there’s always chances to build relationships even when you least expect it. Just be yourself because that is the most important aspect when it comes to building new networking connections.

Networking doesn’t have to be intimidating, in fact, don’t even think of it as networking. Think of it as just meeting someone new, asking questions, building a relationship. Don’t go in trying to sell a product or service. Just listen to the one you are meeting and let it go from there. Always follow up after a connection with a personal note, and make sure the person you meet remembers you. An important piece of advice I would give from my many years in sales is to work on your one minute story to brand yourself. That is what sets you apart from everyone else, and in a room full of hundreds of people that unique story is what will make you memorable.

Networking Doesn’t Have to be Intimidating

Early in my career I was intimidated by people of a higher status or position than me. However, what I’ve noticed is that often times they are there doing the same as you; looking for ways to grow and better their business. I have gotten over this challenge of intimidation by just continuing to meet people I don’t know by saying “Hi”, introducing myself, asking questions, and LISTENING! Don’t always just sit there waiting for an opportunity to speak. Really listen to what the other person is saying because it shows that you are there for more than just personal benefit.

Always remember that your network is your friend! You’ve got to continue to work it. Meet new people to add to your network. The friends that you make in your network are your biggest referral source. But make sure it goes both ways – you must continue to help those in your network by referring them and showing them that you are a reliable connection.

Build Your Network Now and Success Will Follow

incipioworkstg on June 10, 2019

Wherever you are in life right now, and whatever you know, is a result of the ideas, experiences, and people you have interacted with in your life.” This excerpt from Keith Ferrazzi’s Never Eat Alone encompasses the value of networking and building relationships. As much as we may like to take all the credit for our own success, we would be nothing if it weren’t for our partners and the connections within our own network.

Many fear “networking” perhaps because they don’t understand that it is simply interacting with others, dinner with friends, birthday parties with family, talking with clients at work…all networking. These individuals will be able to help you in ways you never thought imaginable, but it’s all about the effort you put into obtaining and, most importantly, maintaining your network.

I pride myself with being authentic in my interactions with others, being the real me, and being honest in what I say and do. It is your responsibility to ensure that you are always acting in a way that appropriately, and honestly, reflects you and your business because our behaviors demonstrate who we are. Your connections, i.e., network, have gotten to know you by your actions and deeds. Are you a person who can be trusted, counted on, reliable?

Take the Time to Reflect

Staying true to yourself isn’t always easy, but on a daily basis I reflect on my interactions with others and check myself. Where was I my best self and where can I do better? The kind of person you are and the image of your business can be reflected in your network, so for those of you working on building your network or even updating it, keep this in mind as you look for those new connections.

For me, reliability is a factor that I find crucial within my own personal network. In my time in between jobs I always managed to find myself in a place where I knew I could count on my network. No one can do it all on their own, and as stubborn as we all may be sometimes, asking for help is OK! As important as reliability is for me, I always make sure to reciprocate my services to others within my network because, like any relationship, you can’t always expect to take, you have to be willing to give too, even if there is no benefit to you personally.

In my experience with a variety of companies, the thing I think separates them the most is their ability to build and nurture a successful network. If a business doesn’t have a sturdy network they could very well become the target of another company for acquisition or simply have to shut their doors. I’ve experienced this first hand and know it to be an unfortunate reality which is why building and maintaining relationships is a necessity and an important step in expanding your businesses’ network.

The task of building your own personal network can be daunting, but it doesn’t have to be! Take a friend to lunch, join an association relevant to your career path, attend meetings and get to know people in the industry, volunteer in the community for a charity that you believe in,…there are so many ways to build a network. Find those that work for you and use them to your advantage.

Human connections are critical to success both personally and professionally. So get out there, be yourself, and don’t be afraid to show others what you’re made of and what makes you a valuable asset.