Category: Workplace Culture

After 8 Months as a Digital Nomad, Here’s What I’ve Learned

by jsl_web_admin

Written by: Elizabeth McHeffey

 

Having the opportunity to travel, while keeping your career intact is not something that everyone can do, but with more and more jobs relying on technology, the trend is not slowing down. In fact, according to a recent Forbes Article, “7.3 million Americans describe themselves as digital nomads”. This is an “increase of 2.3 million from the previous year”. With the increasing trend, the article quotes that 44% or almost half of nomads are working a traditional job, meaning they are not freelancing or self-employed. With Millennials in the lead, the second largest generation of digital nomads are Baby Boomers (56 – 74 years old), which may be a surprise to some.

 

While being a digital nomad myself, I met people from all demographics. From young bloggers and digital marketers a few years out of college to couples in their 30’s traveling with their toddlers while making a living in Research or IT, to the Baby Boomers in sales, photography, or journalism. Everyone had a unique story to tell and a different timeline on their nomadic lifestyle: some for the summer, some on the road already for years with no plans to end their nomadic lifestyle. One commonality among all was a collective passion for exploration, freedom, nonconformity and unique experiences. However, that freedom must be shared with discipline and hard work to stay on your career path.

 

 

So, after being on the road for eight months, I have a few tips for those considering becoming a digital nomad, or perhaps those that already are and need a little guidance.

 

 

 

Strive for Balance

Balancing your workload with business travel can be a challenge, and the nomadic lifestyle is no different. So, whether you are working 5 hours per week or 25 hours per week, you must be very self-disciplined. Most nomads are moving around all the time and not on a relaxing vacation, so it is important to set aside time daily, weekly or monthly for work. When you are working, make sure to make those hours count and be as productive as possible, so you can spend your other time on the road exploring. Productivity and efficiency are key!

 

 

Prepare for Plans to Change

Unfortunately, with life on the road comes uncertainty. The plan that you had very rarely ends up being the outcome. That is the best part about being a digital nomad: you don’t have a set plan; time is limitless, and your boundaries are endless. But that can cause issues when you need to get your work done or have a strict deadline. WiFi and outlets are not a guarantee! Once leaving the big cities and driving through the winding backroads in the plains, deserts, and mountains, we rarely had WiFi. I relied on coffee shops for internet, but that also meant working during their hours, so if you get to a city at 6PM and they closed at 3PM, you are out of luck. If you are camping off the grid and you are able to use a hotspot to connect to internet, make sure your laptop is fully charged, because there won’t be any outlets at your campsite in the middle of that cornfield in Idaho. When I could, I would try to find shops open late or early in the morning on the weekends. While everyone vacations and sightsees on the weekends, I had the luxury of hiking the flower-blossom covered mountains of Glacier National Park on a Wednesday, while many are working traditional workweeks.

 

 

Set Goals and Communicate

Being a digital nomad is an unmatched opportunity and experience of a lifetime. Set goals for yourself and ask your boss to set goals for you as well. Like many things in life, being a digital nomad is not something that you can truly plan for, so having open communication and an employer that is adaptable to change was a huge part of making my journey successful. Moreover, if you can make it an opportunity for your personal evolution and exploration, coupled with professional growth, while also achieving something for the organization you work for, it will be a win-win from all angles. I am lucky enough to work in the travel and tourism industry and had the opportunity to fulfill a dream while visiting many destinations and clients that we work for along the way.

 

Now I am back in a traditional sense of workspace and workweek, but I am grateful for the experiences digital nomadism has granted me. Hopefully, these tips allow some of you to take a leap of faith to drive through the rugged and desolate Badlands in the VW van of your dreams, roast marshmallows under the moonlight and sleep among thousand-year-old Redwood Trees. And if not, then go after your passion and work towards that goal!

 

 

 

 

Elizabeth McHeffey is our digital nomad. During her travels she’ll be diving into topics and trends surrounding the generations in the workforce, stopping along the way to meet with industry leaders that are making waves and reinventing how we work. What we’re calling, “The Remote Route.”

 

[mkdf_button size=”” type=”” text=”Read more about The Remote Route Here” custom_class=”” icon_pack=”font_awesome” fa_icon=”” link=”https://searchwideglobal.com/blog-why-searchwide-global-has-one-millennial-employee-embarking-on-a-digital-nomad-lifestyle/” target=”_self” color=”” hover_color=”” background_color=”” hover_background_color=”” border_color=”” hover_border_color=”” font_size=”” font_weight=”” margin=””]

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

 

 

 

Behind the Term Millennial

by jsl_web_admin

Written by: Elizabeth McHeffey

 

Google the word Millennial and you will come back with an endless flurry of articles written about “how to deal with Millennials”, “how to manage Millennials in the workplace”, or “how to interact with Millennials”. Entitled, job hoppers, self-centered, easily distracted, and need constant praise are frequent adjectives listed. So, I set out on a quest to talk to tourism and travel industry Millennials about these stereotypes and what has shaped us, while also meeting with industry leaders within the GenerationX and Baby Boomer generations to see what the generation gap looks like to them.

 

To start, lets define the term Millennial. According to Pew Research Center, Millennials are defined as individuals born between 1981 and 1996 – or currently ages 23 to 38. And when talking with my peers, they agreed that they don’t jump for joy over the term that blankets our generation.

 

Maranda Tippin with the San Diego Tourism Authority says, “There is an unfortunate negative connotation, entitlement, and all of those aspects to [the term] Millennial that I always feel that I have to overcome when people know my age. You call me a Millennial and I take it negatively.”

 

Kylie Leslie with Visit Phoenix is in agreeance with Maranda, saying, “I think it is an interesting term because it is one that I think can have a negative connotation because people think of Millennials of not having great communication skills, always on their phones… But it has been gotten to a point now where the term has been used so much that people are realizing that not every millennial is the same. It is also such a big age gap. We are such a diverse generation.”

 

Let’s first dive into what shapes a generation – a big piece of the puzzle is the influence of environmental and economic factors. And arguably the biggest environmental factor that attributes to characteristics of the Millennial generation is technology.

 

We are the first generation that has largely grown up with computers and cell phones. This has not only created an ease of accessibility to resources but also an emphasis on efficiencies, data collection and analysis. We have the ability to Google ‘top visited cities in the United States’ and the answer will pull up in a millisecond. No need to comb through encyclopedias for hours at the library. We use and analyze data to streamline processes and make improvements – whether it is looking at your insight statistics on your personal Instagram account or improving SEO for your company.

 

Kimber Tabscott with Monterey Convention and Visitors Bureau points out that, “Data is a key word for our generation. It is something that has really fueled the whole generation. Everything has research and data behind it – it’s at the tip of our fingers, we aren’t spending hours at the library reading books and finding what we need – it’s available at the snap of a finger – and of course there is a [generational] gap. That’s a huge thing, so for the generations that have not embraced that it is going to cause a fissure.”

 

With answers at our fingertips, we have gotten accustomed to speed, which most likely leads to the stereotype of being easily distracted and having shorter attention spans. However, the positive side to this is that multitasking comes natural to Millennials. We are the generation that can easily sit in an overcrowded coffee shop with the hum of voices and revolving door of customers’ orders being shouted, while participating on a work conference call, texting back our clients, and going through emails.

 

Kylie with Visit Phoenix says, “We have shorter attention spans than others because we are so used to multitasking. I think most Millennials have a good work ethic because we are so used to doing things at the same time and being pulled into different directions. And that can be a strength for a lot of us because we don’t need complete silence to focus. We are able to focus in different environments – remote places and different work hours — and that is why we are interested in flexibility in the workplace.”

 

We communicate and collaborate openly. We have grown up using AOL Instant Messenger, texting, Gchat, Facetime and feel completely comfortable sharing personal pictures on Facebook and Instagram – always connected to our peers. TV shows have become much more open and less censored than previous generations, as have conversations on topics such as politics, sexual orientation and inequality in the workplace.

 

Randi Morritt with Visit Aurora says, “We are a generation of communicators. We will tell you about our dog, share all of our personal pictures, tell you where we live — we will tell the world everything.”

 

From an economic perspective, Millennials are faced with a great deal of debt compared to previous generations. According to this Forbes Article, the cost for a four-year degree has doubled from 1989 to 2016, even after inflation. Further, the average annual growth in wages was only 0.3% between 1989 and 2016. Concluding that the cost to attend a university increased nearly eight times faster than wages.

 

While some may say that we are job-hoppers, many Millennials might say that we have to stay on the grind and are entrepreneurial-minded. Having a “side hustle” such as an Etsy Shop or selling beauty products is not out of the norm for us. Once again, emphasizing the multitasker attribute.

 

Gina Archuleta with Monterey Convention and Visitors Bureau points out that, “We are super scrappy. Salaries haven’t really risen over time with inflation. You can’t support a household on one income anymore — you need two incomes. It is not an option to be a stay-at-home-Mom anymore. A lot of people think that Millennials are too out there or too creative, but we have to be with so many barriers. We just have to go for it because we don’t have another choice.”

 

So, are the stereotypes true about Millennials? I think it depends which way you look at it. It is important to remember that although entire generations can have similar qualities due to certain environmental or economic factors, each person needs to be treated as an individual. And in talking with senior leaders in the industry, they accentuate this notion.

 

Margie Sitton with the San Diego Tourism Authority says, “I guess I’m pretty simplistic. We have a lot of Millennials in this [Sales] Department and I find them to be hardworking, on time, and not as whiny as everyone claims they are – so I don’t look at them as a problem. We are in a business community and have a diverse group of people – guys, gals, straight, gay, all different generations – with a commonality that they just love this industry.”

 

Rachel Benedick with Visit Denver shares, “If you understand what shaped a generation or what shaped the parents of a generation, then you are going to understand the products of those generations. That is what you have to do as a leader. It is my job to understand each individual person and when you figure that out, it is really empowering. You can’t manage every person the same.” She continues, “You have to invest in and understand your people.”

 

Bottom Line: Each generation has similar behaviors or attributes that they may share due to the factors that they have grown up with. Furthermore, all generations that are just entering the workforce may be faced with larger scrutiny and overgeneralizations than those that are established in the workforce. It is important to take note of the factors that have shaped each generation, while not painting Millennials with one brush. By doing so would encourage a disconnect rather than a collaboration, and a lack of change rather than a larger creative growth. The great news is that industry leaders that I spoke with already do view their team as individuals, encouraging diversity, development, and individuality.

 

So, are Millennials old news? In the coming years, the conversation will be shifting to GenerationZ.

 

 

 

 

Elizabeth McHeffey is our digital nomad. During her travels she’ll be diving into topics and trends surrounding the generations in the workforce, stopping along the way to meet with industry leaders that are making waves and reinventing how we work. What we’re calling, “The Remote Route.”

 

[mkdf_button size=”” type=”” text=”Read more about The Remote Route Here” custom_class=”” icon_pack=”font_awesome” fa_icon=”” link=”https://searchwideglobal.com/blog-why-searchwide-global-has-one-millennial-employee-embarking-on-a-digital-nomad-lifestyle/” target=”_self” color=”” hover_color=”” background_color=”” hover_background_color=”” border_color=”” hover_border_color=”” font_size=”” font_weight=”” margin=””]

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

 

 

 

Striving for an Imaginative Company Culture

by jsl_web_admin

Written by: Kara Ryan

 

Company culture is all the buzz, and for good reason. Studies show culture can make or break a company when attracting top talent, retaining the superstars, and can lead to a higher level of success versus companies without a defined culture.

 

If you’re striving for a company culture that sparks more creativity and imagination among your team, consider these suggestions to implement.

 

  1. Strive to attract and hire passionate and creative individuals that work great with others.

 

2. Hire a diverse slate of people from all walks of life. Diversity has been proven to foster new ideas and generate new opportunities. According to Forbes, “companies in the top quartile for gender diversity outperform their competitors by 15% and those in the top quartile for ethnic diversity outperform their competitors by 35%.”

 

3. Focus on empowering the entire team, not just the executive team to contribute to ideas and initiatives. Give everyone a voice. It’s been shown to attribute to higher performance ratings, lower turnover rates and leads to more initiative and innovation. Here are some ways to give everyone a voice.

 

Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.

 

4. Don’t work in silos. Break up the departments and allow individuals to work with different teams on new projects. Fresh dynamics lead to new ideas and perspectives.

 

5. Design an environment that inspires people. Somewhere that collaboration and innovation can thrive. Think meeting pods, gardens, treadmill desks or incorporating more natural light and plants has been said to increase productivity as well. Even flexible schedules and remote work opportunities. Anything to break outside of the traditional office or boardroom. Here are some of the most inspirational office spaces.

 

Motivated and happy teams lead to successful and productive companies. It’s an investment of time and energy that should be a priority for every company to stay competitive and relevant for today’s workforce.

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

 

 

How Teams Communicate in 2019 – For All Generations

by jsl_web_admin

Written by: Rachel Tomlin

 

In 2019, we are living in a world where communication and accessibility are more relevant and more important than ever.  In the workplace, teams are having to navigate not only all the different forms of communication tools that are out there, but the different types of communication styles, practices, and techniques of their peers and managers as well.

 

Good communication is a key factor to a team’s success whether you are working remotely or in an office environment.  This means finding the most effective ways to communicate with your team should be considered a high priority.

 

In the article 10+ Amazing Tools For Business Communication In 2019 the author dives into how communication for teams in the workplace is changing.

 

“The modern business world is evolving and so is the need of every modern workplace. With the increasing dominance of technology and automation in every industry, employees now have the freedom to stay connected to their work regardless of their actual location. Now a key effect of this modern workplace trend is that it has shown people the importance of team communication. It has made effective team communication an integral part of everything that we do.”

 

The focus on team communication continues to be a key factor in the workplace, and when you add in how the evolving methods of communication have now led to more questions than ever like “Can I use an emoji in that email?” Or “Should I add an exclamation mark over a period in order not to offend someone?” Or “Will this text get the same message across over a phone call?” we are now tasked with asking ourselves what the best practices are in 2019 to make sure a team is communicating effectively.

 

In the article 8 Simple and Effective Ways to Improve Team Communication, Mattis Le Cren, product owner at Azendo, lays out eight methods to create the best environment for your team’s communication efforts. These methods include fostering an open-door policy, encouraging two-way feedback, clearly defining roles and responsibilities, building team spirit, using time wisely, ensuring proper training, using the appropriate forms of communication, and utilizing online tools instead of having meetings.

 

“Communication is more than just talking face-to-face, although this form of communication should never be neglected. However, individual people and projects may dictate different types of communication. Technology plays a big part of our communication toolbox, and when used effectively, can save time and help team members work more efficiently.” Le Cren states.

 

He goes on to say “Normally a combination of methods works well on most projects, but the key here is how to increase the overall communication across the whole team. By implementing a few simple strategies, you should start to see an increase in team interaction.”

 

Identifying which of these eight areas need the most attention or may make the largest impact for your team is a good exercise to start down the track of better communication.  For example, you may find that clearly defining roles and responsibilities may organically foster better communication through feedback and ensuring proper training for the roles affected.  Training may then identify the proper tools needed to better collaborate across teams.

 

Katie Douthwaite, a writer for The Muse, lays out an approach in tackling the style of communication and how to be most effective in getting a message across in today’s workplace in this article.  The strategies include using statements and not questions, maintaining confidence as you speak, giving clear directives instead of suggestions, adding deadlines, and repeating your requests.  With many teams working remotely and generations sometimes feeling like they are speaking different languages to each other, these are clear and concise communication techniques that can be effective whether face-to-face or talking through email or an online messaging tool.

 

While we live in the ever-evolving, technology-driven world where new tools to solve our simplest problem tend to pop up every day, one thing remains clear; there will never be one answer or one tool to address communication across organizations.  People will always be different, and tasks will always require unique approaches.  As such, we will continue to rely on varying our types of communication through methods, styles, and technologies to connect with our teams in the most effective way possible.

 

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

What Do Rising Leaders in Tourism Really Want from Employers?

by jsl_web_admin

Written by: Elizabeth McHeffey

 

The ongoing, ever-changing discussion surrounding preferences in the workplace is one that is incredibly important in order to retain your team, you must first know what is important to them. To dive into this topic, I met with several focus groups from different generations within the travel and tourism industry to find out firsthand what is really important to them.

 

The most significant and interesting thing that I learned was that although all generations seemed to have similar priorities on the surface, once the conversation went deeper on each topic, there were key generational differences. Below, I’ll dive into more detail on what the Millennial-generation truly wants.

 

Unconventional Growth and Development

The word growth came up time and time again and while it seemed at first to be straight-forward, that word means different things for different generations. While GenX and Baby Boomers seem to search for opportunities with forwarding advancement in the typical sense, such as promotions and increased compensation, Millennials wanted growth in a less traditional sense. Instead of climbing the corporate ladder from a Manager to Director to Executive, Millennials seem to want more cross-functional growth, individualized development, and opportunities for collaboration without boundaries.

 

“I am looking for development. I want a company to believe in me, to invest in me, and not just to look at me as a number. The opportunity to be collaborative and to learn…. I don’t want to be in a box. I don’t want to be the Group Administrative Coordinator and these are the only things I ever get to do…I want to know that if I discover something that I am good at and I have a talent for and I can learn more that people will support that and really see me.”- Sabrina Siqueiros, Visit Monterey

 

“A lot of the careers that Millennials have, didn’t even exist a few years ago. You can be a blogger, you can be a social media influencer, you can be a content creator….there are so many different things that we can do….One thing that Millennials get a hard time for is that we move on from jobs quickly or we are picky, but there are so many career options available to us that you can’t really blame us for really trying to find something that fits well within all of our interests.” – Kylie Leslie, Visit Phoenix

 

“I feel like in some managements structures you only get to see three feet ahead of you. ‘Your job is only to complete the next three steps and then after that don’t worry about it, it’s not your job’. I think more millennials are looking to see what is down at the end of the road, what are we working towards. It is more of a curiosity.” – Randi Morritt, Visit Aurora

 

Due to technology, there are new job titles emerging constantly, thus endless career options available for rising leaders. In my discussions, Millennials seem to actually prefer to grow outwards rather than upwards, honing a diverse web of skillsets and growing expertise in a multitude of areas. This unconventional career trajectory and blurred duties due to the desire to ‘not be placed in a box’ is something that employers should be aware of and continue to evolve with if they want to retain Millennials.

 

 

Sense of Community

Culture is another topic that was discussed several times and is almost one of those “cliché” responses to the ‘what are you looking for in an employer’ question. It seems that this answer is defined differently from individual to individual. Although it encompasses likeminded values and the people, it goes beyond that for the generation of rising leaders.

 

“One thing I looked for was a sense of community and support in that you have people that care about you and care about your future. One thing that was very evident in my interviews, was that each person was independently passionate about what they did.” – Kylie Leslie, Visit Phoenix

 

Rising leaders are looking for more than just a nice team that gets along well. They want to work for a company that is supportive with likeminded and passionate individuals, spurring a positive and creative community-like culture.

 

“I look for fulfillment and I look around me to see if the people around me feel the same way. If you are going to work everyday and suddenly no one around you is passionate or fulfilled too, then it gets draining after a while. It is important to me that wherever I work, people are extremely passionate about what they are doing.” – Gina Archuleta, Visit Monterey

 

Flexibility and Modern Perks

It wouldn’t be an article about the Millennial generation without talking about ‘work perks’. For the senior leaders, they are looking for perks such as great benefits packages, while rising leaders had different perks in mind. The Millennials that I spoke to almost all prioritized workplace flexibility, such as remote options and flexible hours, as well as work-life balance.

 

Millennials want their leaders to focus on results rather than hours in a workday or a workweek: productivity and efficiency overclocked hours worked. Coupled with this topic was the concept of laidback workspaces, which the tech industry seems to lead the charge on. Although this was not a deal breaker for most, it was most definitely something that Millennials prefer and feel that the tourism industry is a bit behind the ball comparatively. It is important for industry leaders to understand that this is a preference and to consider evolving the traditional workspace to stay competitive and retain this generation.

 

“We think if you come in, work hard, do great work, then leave and go have your life. When we created the 9/80 work schedule, I said to the board, ‘let’s try something for 6 months.’ This was in 2007.” – Gary Sherwin, President and CEO, Visit Newport Beach.

 

Defining Experiences and Making a Difference

 “My job has to have an element to it that makes me feel like what I am doing is really making a difference and is good. I love that we are beating the charge with the sustainability initiative, that means a lot to me, that is really important to me. Being able to give back to the community in certain ways, that has always been something really important to me to find those kinds of elements in a job.” – Kimber Tabscott, Visit Monterey

 

In my discussions, all generations seem to look for a job that had a rewarding aspect to it, although for many of the Boomers and GenXers, it was not their top deciding factor for choosing an employer. The words fulfillment and impact were used by Millennials a lot, prioritizing experiences that will define them and only them. They want to be the making an impact that is unique and individualized, intertwining their specific job duties with making a positive social impact; essentially checking two boxes at once.

 

Nani says it best:

“We are definitely seeking more experiences as Millennials. We’re seeking what our life experience is going to be, instead of just finding that job that is going to keep paying the bills. We are always, constantly looking for our next, ‘what is going to be defining Nani? What am I about?” – Nani Almanza, Visit Monterey

 

 

 

 

Elizabeth McHeffey is our digital nomad. During her travels she’ll be diving into topics and trends surrounding the generations in the workforce, stopping along the way to meet with industry leaders that are making waves and reinventing how we work. What we’re calling, “The Remote Route.”

 

[mkdf_button size=”” type=”” text=”Read more about The Remote Route Here” custom_class=”” icon_pack=”font_awesome” fa_icon=”” link=”https://searchwideglobal.com/blog-why-searchwide-global-has-one-millennial-employee-embarking-on-a-digital-nomad-lifestyle/” target=”_self” color=”” hover_color=”” background_color=”” hover_background_color=”” border_color=”” hover_border_color=”” font_size=”” font_weight=”” margin=””]

 

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

The Importance of Investing in Employees

by jsl_web_admin

Written by: Natalia Valdivia

 

In the ever-changing world that we live, it is imperative for companies large and small to stay current on cultural trends, employees’ needs, and technological know-how in order to retain top talent. Companies are now focusing on, and understand the importance of staying ahead of the curve in order to keep their organization competitive.

 

Studies show engaged employees are 87% less likely to leave the organization than the disengaged, and companies with engaged employees outperform up to 202% better. 

 

Here are a few tips on how business leaders can invest in their organization’s future:

 

Recognize the Needs of Your Employees

Employees now desire a greater return for the time they spend at work (One-third of our entire lives are spent in a working environment). In addition to standard benefits like medical insurance and 401(k)s, we’re seeing that company culture and work-life balance are at the top of the list when prospective hires consider new positions.

 

It’s important that organizations showcase volunteer work, team building initiatives, and their employee-friendly culture to prove they are a good match. By recognizing additional needs like this, you are instilling a sense of pride in the company and positioning your organization to be “the ideal place to work.”

 

 

Provide Continuing Education & Leadership Opportunities

A top priority of employees in the workforce is continuing their education.  A great way to secure talent from your pool of employees is investing in their skillsets. Providing continuing education programs for your team or offering financial support for a degree that will help your organization improve is a win for all involved. In the travel and tourism industry, for example, associations such as AHLA and AHLEF are offering options for employees to help them grow in their careers:

 

“As part of the hotel industry’s long commitment to empowering its workforce, the American Hotel and Lodging Association, the American Hotel and Lodging Educational Foundation and Pearson have recently partnered to launch a new pilot program to offer women and men in the hospitality industry a cost-free degree.”  

 

By offering your employees a competitive edge in their education, you are showing them they are valuable.  This simple strategy provides great returns over the long run.

 

Offering leadership roles to your employees increases motivation and drive. Enable your team members to take on leadership roles, opportunities, and temporary assignments whenever possible. The travel and tourism industry, for example, provides endless opportunities for career development:

 

The hospitality industry provides an opening for anyone to truly develop a career, where you can start as an intern, commit to working hard and grow to become a senior leader in the industry. – Juan Corvinos, VP of development, Caribbean and Latin America, Hilton 

 

By empowering and challenging your employees with opportunities to prove their talent and potential, you are providing them with experiences and new skills that are irreplaceable.

 

 

Stay Ahead of the Technological Curve

 

“The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford  

 

Lastly, encouraging technological fluency in the workplace is paramount for long term success. New innovations will allow your company to stay competitive. Tech knowledge, in general, is an important asset that employers should prioritize. It’s also important to make sure that your team members are equipped with the appropriate tools essential to the success of the team as a whole. Companies can now take advantage of training programs and apps that will provide learning opportunities and tips for their employees to stay ahead of the curve.

 

These efforts can lead to happier, engaged employees and overall better company culture. Research shows that happy employees greatly contribute to the future of a company. Making it a top priority for leadership to invest in their employees and overall company culture.

Investing in employees

 

By providing an attractive employee-focused culture and offering career development opportunities through training and financial support, companies can reduce turnover and build loyalty. Additionally, focusing time on technological education is a sure way to retain talent. In doing so, you are positioning for a positive return on investment in your employees and positioning your organization for success.

 

 

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

 

Are Work Perks Enough for Top Talent?

by jsl_web_admin

Written by: Nicole Newman

 

In today’s ultra-competitive job market with a low unemployment rate and high demand for the best talent, how can companies keep the best and brightest?  Sue Shellenbarger’s Wall Street Journal article “Why Perks No Longer Cut it for Workers” from December 2018 explains how the most successful companies are doing this by providing employees with a sense of belonging.

 

Sue shares that the companies offering growth potential, trust, motivation and career planning are more likely to retain top talent and post higher per employee profits than companies that don’t.  Creating a cohesive work environment, promoting from within and continued training account for high employee satisfaction and lead to employee loyalty.

 

Sue’s article shares that; “psychological safety: the freedom from the fear of being shamed or ostracized by others for voicing criticism or tossing out a crazy idea” encourages higher employee performance by allowing team members to take risks, innovate and solve problems.

 

The creation of cross-discipline and multi-generational teams that foster collaboration and a free exchange of ideas can provide employees an increased sense of ownership and pride within their organization.

 

According to Atlassian’s article “Have tech perks gone too far?” the top six traits that make for a stand-out workplace include a sense of purpose, risk taking, rituals that drive innovation and create a culture of discovery, transparency and autonomy, flexibility and the idea of “working open.”  These cultural imperatives, not perks, are what current and potential employees are taking into account when deciding to join, stay or leave an organization.

 

The WSJ article was shared on LinkedIn and gained quite a few comments with people offering their opinions.  Among the many, there were comments such as “never underestimate the significance of a company’s culture” and “the most successful companies give employees a sense of belonging,” showing us that this is both a desired and important attribute for employees.

 

It seems as though the tech industry and large companies are paving the way when it comes to creating innovative company cultures. For the travel, tourism and hospitality industries, it is more important now than ever before to create a culture that team members can relate to and be proud of.  Community involvement, open or alternative workspaces, the inclusion of team members at all levels in idea generation, accessibility to leadership, and fostering collaboration across the organization are just a few ideas to enhance your organization’s culture.

 

 

How does a company create a culture that attracts and retains the best and brightest?

 

 

We found there are many free resources online. The recent Forbes article, “Defining Company Culture: It’s About Business Performance, Not Free Meals And Game Rooms” dives deeper into creating a desirable culture. The author, Natalie Baumgartner suggests that employee perks can often be confused with company culture, or “…being used as a Band-Aid solution to cover up a lack of defined culture.”
In fact, research shows employees value culture and career growth almost twice as much as they value compensation and benefits when selecting an employer.

 

Company Culture: A Complete Guide for 2019 offers specific elements to achieving a positive culture such as company values and employee engagement. It states, “To put it more simply, culture is the way things work in your company – engagement is how people feel about it.”

 

An astonishing 87 percent of organizations cite culture and engagement as their main challenges, according to a report by Deloitte.

 

While there is no “right” answer for every organization, creating an inclusive and empowering workplace culture is highly more likely to attract and retain top talent.

 

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

Why Creating a Diverse Workplace Will Help Companies Thrive

by jsl_web_admin

Written by: Kellie Henderson

 

It’s important to understand why a diverse workplace will impact your bottom line and, why the diversity discussion is at the forefront of recruiting. The hospitality/tourism industry is a melting pot of people working in destination management, lodging, restaurants, attractions, events, transportation and other fields that serve a wide and culturally diverse population of visitors and travelers.

 

Our global industry creates opportunities for people from all walks of life and workplace diversity offers personnel an opportunity to better understand and appreciate different cultural backgrounds and lifestyles.  A diverse workforce also creates a positive image for businesses and shows they are inclusive and offer equal employment opportunities. As we seek to recruit top talent, diversity is a top priority.  Not only for SearchWide Global, but also the companies we serve.

 

Organizations with a diverse staff are more creative, innovative, retain staff longer and companies earn more money by capturing greater market share by marketing to a wide range of consumers; races, ethnicities, genders, ages, religions, disabilities, and sexual orientations. Diversity of thought, skillset, experiences, and education also round out a workforce.

 

A 2015 study from Bersin by Deloitte, showed that diverse companies had 2.3 times higher cash flow per employee over a three-year period than non-diverse companies did.

 

According to Forbes, “companies in the top quartile for gender diversity outperform their competitors by 15% and those in the top quartile for ethnic diversity outperform their competitors by 35%.”

 

Gallup studied 800 business units from the retail and hospitality industries in 2014. They found that gender-diverse business units had better financial outcomes, including revenue and net profit, than those dominated by one gender. Financial performance was dramatically better for gender-diverse business units that were also highly engaged.

 

 

Below are a few ways to create a diverse workforce:

 

  • Make diversity a part of your brand and company culture – It’s important to show that your company is one that respects and embraces differences, and is welcoming to everyone.

 

  • Provide diversity training in your workplace for employees to fully understand the benefits of a diverse workplace. Training people at all levels on topics like unconscious bias.

 

  • Be open to accommodating cultural and religious holidays and diversity-friendly apparel choices.

 

  • Diversify the boardroom in order to leverage your company’s full potential. According to Pew Research, by 2050 there will be no racial or ethnic majority in the United States, and our nation’s boardrooms need to represent these changing demographics.

 

  • MSCI Inc. studied the financial performance of U.S. companies from 2011-2016 and found that those with at least three women on the board had median gains in return on equity 11% higher, and earnings per share 45% higher, than companies with no women directors.

 

  • Create an inclusive environment – teamwork and collaboration and a work environment of trust and involvement. Diverse and inclusive teams have been shown to help employees feel more engaged. Read more.

 

  • According to studies cited by Scientific American, organizations with inclusive cultures have greater innovation, creativity, and bottom line results.

 

  • Make representation of diversity at all levels of your organization a priority.

 

 

There’s a huge benefit to bringing people together from a variety of backgrounds, cultures, lifestyles and belief systems.  Not only will this create a well-rounded and inclusive workforce, but it will also bring creativity, different perspectives, and new thought processes, which will impact your bottom line, improve efficiencies, land more customers, and you’ll be giving yourself one of today’s biggest competitive advantages.

 

 

 

 

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

What does Generation Z in the workplace look like

by jsl_web_admin

Written by: Mark Gnatovic

 

In a recent article published by Inc., How Generation Z Will Transform the Future Workplace, author Ryan Jenkins dives into Gen Z and the changes they will bring when it comes to recruiting, training, and managing.

 

As a father of three “GEN Z’s” and working in a profession that attracts talented people to career opportunities, I often wonder about the “bench”. Who will be the future leaders of tomorrow? How do we motivate and inspire the next generation to contribute and add value that is unique to the traditional Boomer, X’er and Millennial?

This generation is just starting to enter the workforce, and Ryan’s article sums up the DNA of the Z’s.

He describes the first fully digital generation as saying, “technology is a must but it’s not enough…”.

Personally, I was inspired by the need of Gen Z’s to have high-touch human interaction coupled with trendy technology. Ryan hits on great points describing what makes Z’s tick and how we can create environments to inspire them to one day change the world.

 

Read the full article here.

 

 

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SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.

Ways A.I. is Changing Business

by jsl_web_admin

Written by: Mike Gamble

 

If you missed the November 2018 article on Fortune, 25 Ways A.I. is Changing Business, the piece features a video that provides very interesting high-level discussion and is only 12 minutes long. It’s well worth the read/watch!

 

I was of course drawn to the sections that focused on talent acquisition and evaluating human behavior (excerpts below). The travel/tourism/hospitality, and events industry will be able to learn a great deal from other business sectors already experimenting with artificial intelligence (AI) but the application will likely be a bit different. We currently use some of the best personality profile tools that have been staples for many years, but our clients want us to get to the core of a candidate’s Emotional Intelligence (EI). As described by Genos, EI is a set of skills that helps us better perceive, understand and manage emotions in ourselves and others. These skills are as equally important as your IQ in determining success at work and in life.

 

Here’s to a successful 2019!

 

Hiring Smarter

 

A version of this article appears in the November 1, 2018 issue of Fortune as part of the article, ’25 Ways A.I. Is Changing Business.’

 

The hiring process is fraught with challenges. Humans may be subtly or unconsciously swayed by a last name, a college, even the font size of a résumé. Now some companies are seeing if A.I. can help.

 

Applicants at Vodafone, Nielsen, and Unilever, for example, play a smartphone game designed by A.I. startup Pymetrics that measures cognitive and emotional traits with an algorithm designed to avoid racial, gender, or other bias. Unilever then asks top candidates selected by the software to record a video on HireVue, answering questions about how they would handle various situations encountered on the job. Another algorithm sifts the best candidates by reviewing not just what the individuals said but also how quickly they responded and what emotional cues they revealed in their facial expressions. Those candidates who pass the early tests are rewarded with regular job interviews with a live person.

 

Unilever says that since it instituted the system it’s getting a higher rate of acceptances when it offers a job, and has increased applicant numbers across several diversity measures, including race, ethnicity, and socioeconomic status—and that it’s drawing from a more diverse pool at three times as many colleges and universities. —Aaron Pressman

 

20% Percentage of people who want their voice assistants to help them be “funnier or more attractive,” according to a study by Computerlove in the U.K.

 

Building The Ultimate Manager

 

Judgement of human behavior was once reserved for, well, humans. But increasingly, algorithms are the ones evaluating and drawing conclusions on our actions and even intentions. That’s especially true in the workplace, where HR departments are turning to A.I. for more scalable (and hopefully, more reliable) insights into possible attrition risks, attributes of high performers, and what makes teams tick. Boston-based Humanyze is experimenting with smart ID badges that track how employees interact with each other throughout the day, enabling employers to look for patterns to figure out how work actually gets done.

 

Textio, a Seattle startup, uses A.I. to help companies craft the right recruiting ads (the “augmented writing platform” is particularly effective at surfacing language that will attract more diverse candidates). Big companies are getting in on H-less HR too: Intel is looking at using artificial intelligence to power a new internal tool that would match employees to other opportunities within the company, all in the name of retention.

 

These new capabilities could help companies attract and retain the talent they need (and cut down on on-boarding and recruiting costs by automating these processes). One possible downside? They also risk alienating the very people they claim to serve—employees might not like the increasingly intrusive workplace of tomorrow. —Michal Lev-Ram

 

A version of this article appears in the November 1, 2018 issue of Fortune as part of the article, ’25 Ways A.I. Is Changing Business.’

 

 

About SearchWide Global

SearchWide Global is a full-service executive search firm primarily for companies in Destination Organizations / Hotels & Resorts / Venue Management / Experiential Marketing, Tradeshow & Exhibition / Industry Associations / Sports & Entertainment. Specializing in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Founded in 1999, SearchWide Global headquartered in St. Paul, MN, USA and operates worldwide.