CEO Jim Annis talks on The Jon Sanchez Show (kkoh-am 780). Workplace dynamics, generations, social media, and the workforce are discussed in this not-to-miss 20 minute segment.
By Jim Annis, CEO
You may know it as cannabis, Mary Jane, pot, grass, 420, burnie, and many more creative names. Whatever you call it, recreational marijuana is now legal in Nevada. What does that mean exactly? That is a little more complicated. This article is not about medical marijuana, because medical marijuana has been around since 2014 and is already incorporated into most workplace drug free policies. Don’t confuse the two. Here is what we know.
If you are 21 or older, you may have an ounce or less of marijuana intended for recreational use in your possession. You must use this amount in your own home or private space, and you may not use the drug in public. Separate provisions in the statute also license the commercial production and retail sale of cannabis. Those regulations do not take effect until January 1, 2018; however, for employers, these rules matter now. How do you handle this? Our top five answers are:
by Celeste Johnson, COO
Northern Nevada is now an employee market. Implications for employers include a multitude of things – one being the way they hire. Employers must step out of their box, implementing creative tactics and strategies to find (and retain) top talent.
Why is this? The Northern Nevada market is now at full employment. Essentially, there are more jobs than people. There are some creative strategies employers should consider when looking to grow and change in 2017.
By Jim Annis, CEO
As a regular columnist and presenter, I address employment, workplace and business issues across the country. In ALL cases, I’ve always managed my public persona like I treat my in-laws – never discuss politics or religion – until today. My responsibility as an NCET presenter on this topic compels me to do so.
If mainstream Democrats won in November, we would have been able to predict future actions of the National Labor Relations Board. If mainstream Republicans won, we would have made confident decisions based on party lines. President Elect Trump is a wild card. Sometimes he goes party, then he does a 180. Employers are asking, “What now? How do I plan?” Here are five tips:
By Jim Annis, CEO
Sitting around the management table, we are all in agreement about the following factors that will influence the workplace in 2017; however, we are not all in agreement about how they will reveal themselves. Time will tell. Starting a dialogue is a great place to start. Let’s begin …
Millennialization of the workplace
This is the single most prominent issue. How are we adapting? Forty percent of our management team falls into this generation. We consider ourselves fairly progressive in this aspect. How have we adjusted to their wants, needs and desires? We have allowed more casual dress (I, however, still come to work in a suit and tie). There is a more relaxed style of communication and through different methods like texting. When a project is identified as a priority, we have more of an open exchange about a project before it starts, as well as constant communication during the process. In decades past, this culture shift is in contrast to work dumping, “Here is a binder of everything I did this month,” and then the employee would drop said binder on supervisor’s desk. We’re a better team because we adjust quality as we collaborate while the work is being done versus a post mortem process improvement.
By CEO Jim Annis
How do you approach the times of “togetherness” at your workplace? Open and honest communication helps increase the transparency of the organization and equal truth in my mind. That is one of the elements for a great place to work. We have had several goals for staff meetings over the years, from over-communicating and getting everyone on the same page to making every meeting “fun” in some capacity. At the rate of change our work and nonwork lives are morphing with technology and cultural shifts, it makes sense the traditional all-staff meeting needs to evolve, so we’re changing it up.
What do your employees need?
We traditionally hold an all-staff meeting once a month. A few years ago, we charged ahead with open book management, giving employees all relevant financial information about the company, so they can make better decisions as workers. Traditionally, we’ve done the same thing for the last 13 years: I ran the meeting as CEO, started with a few jokes, played a few fun videos and then dug in to the nitty-gritty. The meetings are not as funny as they used to be. I know, it is hard to believe but true. People started not caring about detailed financial information. In the development of the company, that initial open book approach/get to know the CEO helped strengthen the organization, but we did not offer a great deal of training and many employees did not know what all our companies did “for a living.” We needed a fresh perspective. Recently, we hired a consultant to interview all employees, so the meeting results would be improved. We now strike a balance between fun and training. We still do birthdays, work anniversaries, treats and an occasional Pictionary game, but the focus is on cross training — both technical and high level. Our greatest ambassadors are our employees, so a sense of camaraderie is important and consistent key messaging about our companies’ offerings out in the field can’t hurt.
by Jim Annis, CEO
Every year we have a little fun marrying a well-loved holiday song and HR trends. Sing the words to the tune of, “The Twelve Days of Christmas.” Here we go:
On the first day of Christmas,
My true love gave to me,
A Reno-o Re-enaissance.
On the second day of Christmas,
My true love gave to me,
And a Reno-o Re-enaissance.
By Anastasia Warren, Sales and Marketing Manager
“I like that idea, but we need to weigh the pros and cons.”
If my upper leadership responds with this, I automatically feel that my input is inadequate. That my solution was the wrong one. That there are too many flaws to my idea.
“I like that idea, and we need to weigh the pros and cons.”
If my upper leadership responds with this, I have hope. I feel that I contributed, that my opinion is valued, that there was something to what I said.
By Jim Annis, CEO
Oops … lost one. Oh, and there’s another. Wait for it … and … gone. What’s happening? Companies are losing key employees left and right. In the talent acquisition game, this market is hot, hot, hot. Companies cannot delay hiring people. Our headhunting and recruiting side of the business is so busy that we’ve had a handful of situations where companies who were interested in candidates lost out because they did not move quickly enough – literally within minutes. How many times can we say it? You snooze, you lose. The early bird gets the worm. Postponement is the father of failure. Has it sunk in yet?
Today’s job market operates on two assumptions related to procrastination. First, your A and B players – yes, the ones you employ right now – are being recruited constantly. Unless you create a culture worth staying for, then prepare to lose your shining stars. In the 2014 EPIC Report by EDAWN, the study created a forecast with the number of jobs and the number of residents that will potentially be located in the study areas by 2020. Based on current and anticipated growth trends, the study area was segmented in 18 “EPIC zones.” The where and how growth will occur is largely based on expected changes in land-use patterns and economic activity over time. The Regional Economics Models, Inc. (“REMI”) model projects the demographic, economic and associated public revenue changes the Study Area expected between 2015 and 2019. In 2014, the report suggested that the market would demand hiring 50,000 people in the next five years. Fifteen months later, hiring is above that curve. Population growth is above that curve. Are you willing to play ostrich and hide your head in the sand?
By Jim Annis
“As I said before, I’m sorry if this touches a nerve because I just know you people never read this column all the way to the end.” – The Annoying One
How did you react? The sentence encapsulates everything that can go wrong in workplace email communication. It floors us how much energy we spend (as HR experts) daily on adjudicating the damage that poorly written or poorly thought out emails cause. Are your emails driving business to your company, or sending people running to a competitor? How do you ensure a positive outcome? Set the bar high. Establish an expectation that open, honest and appropriate communication is mandatory. We are so email-heavy that we have to nitpick down to the detail. Our employees need to be good at email, because largely that is our product. What is the percentage of job function that email captures at your company? Here are some high level points to share with your employees at your next office meeting or training:
Bullets: Bullet points and numbered lists are easier to read, creating structure and white space. Recipients appreciate the option to comment on individual issues. Arranging bullets carefully prevents endless email chains if you ask for a specific action, versus leaving open-ended thoughts.