Category Archives: Employees

Take Time to Unplug: Vacation Destinations to Stay Off the Grid

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It’s currently 88 degrees and sunny outside; and what am I doing? I am looking back and forth from my phone and my computer screen, inside, covered in a blanket because the air conditioning in my house is set to sub-arctic levels.  I need a vacation… Not just any vacation; a vacation from technology.  A trip where I can disconnect from the distractions of the internet and work, where I can focus on relaxing.

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How much time do you spend on your smartphone? Three hours a day? Four hours? More? According to a British psychological study whatever you estimate the time may be, you should double it. Checking our phones has become such a part of our daily routine that it’s ingrained in us. We don’t even realize we are doing it. We’re spending a lot of our day on Facebook or Instagram, too. In 2014 the average person spent 40 minutes per day on the social media sites. In 2016 it is now an average of 50 minutes. We take our phones to the bathroom; and have created new terms like Phantom Vibration Syndrome, and smartphone pinky. We are never without technology.

Believe it or not there are still some places cell phone reception and wifi are not accessible or reliable. If you are looking to take a vacation from technology, here are some great places to unwind where you won’t be sucked into your phone or computer.

The Wilds

My first thought on where to go to escape technology would be the woods camping. You can’t charge your phone when you’re living in a tent. But, roughing it in the woods isn’t my idea of relaxing. However, these locations could definitely provide the relief you need.

Emerald Lake Lodge, Canada : Enjoy the beautiful Canadian landscape in one of their cozy lodge rooms. Snuggle up to a fire in your in-suite fireplace or take in the views of the Rockies from your balcony. No interruptions from cell phones here since there is no reception at the lodge, and only wifi in the main lodge building.

Ultima Thule Lodge, Alaska : Don’t have a passport? Why not head to the great white north and this Alaskan getaway. The cabins only host a limited amount of guests at a time, and have their own onsite organic garden. They also have gourmet meals made with fresh-sourced salmon and game, stunning views, and comfortable cabins. You can only reach the resort by plane so it’s not hard to believe there is no cell service here.

The Beach

Still don’t think that the woods are the best place to relax or don’t think you could handle the cold of Alaska? There are still options. If you are a beach bum like I am, here are several places you can sun yourself and read a book or two in peace.

Campo Cortez Ecolodge, Mexico : If you really want to get off the grid this is the place. As an ecolodge, the cabins may be small but all modern amenities are available. Solar and wind powered electricity provide the ability to charge up some of your devices like a camera; something you will definitely want so you can capture the whales in the Baja area. No cell reception or TVs are in the cabins here though; so you can enjoy watching and learning about all the nature around you.

Little Palm Island, Florida : Now this is what I think of when escaping from reality for a bit. Beautiful beaches, warm sun, swimming with dolphins… Oh, and no television, phones, or guest under 16 (sorry if you were looking for a family vacation). I’m ready to pack my bags and pull a lounge chair up on the beach right now!

Don’t think you can go cold turkey from technology or don’t have time/money allotted for vacation right now?

Try taking baby steps and give yourself mini vacations each day. Carve out time every day where you put away everything, turn it all off, and read a book, have a nice dinner, or talk! If you sleep with your phone on your nightstand, move it out to another room and don’t touch it until morning. Whatever you do give yourself time to rest without distractions.

How to Unplug When You’re on Vacation

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“A vacation should be just long enough for the boss to miss you, and not long enough for him to discover how well he can get along without you.”
-JACOB MORTON BRAUDE

Do you have a vacation or even a staycation planned this summer? Do you plan to bring your work phone, tablet or laptop along with you? Take note of the quote above and take a break from your work as well! Here are some steps you can take to “unplug” while you’re on vacation this year.


cell-1344985_960_720Set Expectations
Discuss with your coworkers the fact that you will not be taking your work with you on your trip. Decide who will make decisions on pressing matters for you. This will help alleviate any anxiety you may have about leaving your work, as well as, save you some time when you return. If necessary, let them know where they can reach you in a true emergency.

#BusinessCode: Should you go #offthegrid while on a #vacation away from the office?

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Pick your Tech
Will you totally unplug from technology for the week? Or, will you still use your personal devices to connect with friends and family you might not have seen in a while? Maybe you can’t live without those vacation selfies! Decide what level of technology you will be using for the week. By making this decision before your trip you will be able to better stick with your unplugged lifestyle for the week.

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Turn off Reminders and Notifications
Just like you’ll be turning off your wake up alarms during a relaxing vacation, turn off other notifications. This includes; Facebook, Twitter, E-mail and maybe even your text message and phone call alerts. This will help you fight the urge to check your phone each time it makes a noise or you hear a vibration.

Finally, if you can get away with it completely leave your devices at home or plan a trip outside of cell service and WiFi. Disconnecting allows you to reset and refresh your outlook, body and mind. You’ll go back to work more focused!

Do you completely go off the grid while on a vacation away from the office? Or do you still tend to do some work here and there?

The Do’s & Don’ts of Emojis at Work

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World Emoji Day is marked by the iPhone calendar emoji as July 17. In 2015, people began celebrating the day by posting their favorite emojis to Twitter, Facebook, and other social media sites. Of course, anyone can have fun with emojis online, but what can employees do who are working all day? Is sending a celebration emoji in a workplace email appropriate, or should they maintain their place online and in text messaging?

The Do's & Don'ts of Emojis at Work

Back in 1982, Scott Fahlman sent the first recorded smiley emoticon, “: – ),” in an email. He wanted the symbol to be used for jokes, but now the emoticons have evolved into a whole assortment of emotions. While Fahlman may not have been sending a professional email, many people wonder if communicating this way in the workplace is appropriate. There have been numerous inquiries about email etiquette throughout the years, especially within the past decade. Using too many exclamation points and adding text lingo such as “lol” or “omg” are both universally accepted as unprofessional. Many businesses prefer not to let their employees use them, but others have been more lenient if they are used in the right way. Emojis have been gaining traction over the past few years, so it’s time that we take a look at the do’s and don’ts of emoji usage in the workplace.

#BusinessCode: The Do’s and Don’ts of using #emojis in the workplace. #WorldEmojiDay

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DO:


Emojis at WorkUnderstand email etiquette – If you are ever unsure about whether to send an emoji email, then you should probably check with your coworkers to make sure it is okay to send. Check to see if your company has a style guide for how to send formal vs. informal emails.

Avoid ambiguity – Emojis can mean different things to different people. For example, what I think is an emoji for being upset, you may think is an emoji for being tired. If you do decide to use them, it’s probably best to stick to the simple happy and sad faces for less confusion.

Determine the right context – Should you be using laughing face emojis when discussing poor company performance? No. This example may be extreme, but examining the context of your email is important to avoid awkwardness or rudeness.

DON’T


Overuse – Just like using more than one exclamation mark is unadvisable, so is using more than one emoji. Adding too many of them to your emails may annoy others and cause confusion as to what you are trying to say.

Use to get a point across – What would you think if your boss sent you an email that said, “Bring those reports to my office tomorrow or you’re fired :)”? Your boss may be Emojis at Workusing the smiley to get the point across that he is joking with you, but this type of message can be misinterpreted. Being outright and frank with coworkers is always the best option.

Send to your boss – This may seem self-explanatory, but the majority of authority figures in your workplace want to be treated with respect. While you may think you are being friendly, your boss may think you are being unprofessional.

This outline of rules for emojis at work is not anything that should be set in stone. The guidelines for language and communication are changing every day. Five years ago, using emojis in professional emails was unheard of, but now 78% of Americans are using them at work, according to one survey. The truth is that communication evolves over time, and only you know best how to interact at your company. Some people may send an emoji email celebrating July 17, and others may not do anything at all. Whatever you do, we want to wish you a Happy World Emoji Day!

Do you use emojis for work purposes?

Steps to Better Marketing Team Building

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“Talent wins games, but teamwork and intelligence win championships” is a quote famously given by the legend, Michael Jordan. A lot of people get confused when it comes to the topic of talent. Most think it’s all they need to succeed. In some cases, such as professional basketball, it’s a huge part. Some people are born with natural abilities that make up their talent; there’s definitely a big difference between an individual who is 6’8” and someone who is 5’4” when trying out for a basketball team. Who do you think is more likely to be the first round pick? I’ll admit, there is some flaw to that analogy. Work ethic, hustle, and mental capacity make up the difference whether it’s in the NBA or in your marketing department.

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When building or refining your marketing team, it’s really all about filling in the gaps between talent, brains, and hustle. Which brings us to our first step in building the ultimate marketing team.

When building or refining your #marketing team, it’s really all about filling in the gaps between talent, brains, and hustle.

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Step 1. Identify the gaps.

Let’s do a little audit with your current marketing team. Divide your employees into categories. The creative, the strategist, the analysts, and so on. Now identify the gaps. What are gaps exactly? Gaps are when your marketing team is missing or doesn’t have the right skill set to keep the cogs turning.

This inevitably means you need to grow your team and you’ve reached that “oh crap” phase.

The good news is that you’ve caught your dilemma and you’re taking the initiative to fix it. So good for you! You’ve now realized that there are blocks in your team that are preventing you from achieving your goals. Your talent gaps have led to performance gaps. The bad news is that performance gaps act as ceilings on your results.

What you shouldn’t do is go and hire 10 new people to fill these gaps. Schedule evaluations with your current team members to identify what’s working for them, what their passions are, and what you actually need. You’ll be surprised when you find that hidden pool of talent within your current team hasn’t surfaced until this point. Sometimes all it takes is being personal with your employees and showing them that your interest is to cultivate their passion.

Step 2. Be realistic.

If you had unlimited resources, you would create the perfect team in no time. The cost of the team would be unimportant. What you need to focus on is where you stand now, what resources you currently have available, and where it all exists in reality. Create a plan that outlines how you’re going to fill the remaining gaps. Minimize waste in your department to free up your budget and begin to position your team to scale.

Step 3. Worry about the gap, not the project.

Turnover isn’t a word that sits well with any business of any size. Sometimes it creates problems, but it’s exactly what you need to weed out the main gaps within your department. You can look at it one of two ways; you’ll have the waste of always looking for new talent, delays due to always trying to find that perfect talent, bringing people up to speed…OR you can look at it as a worthwhile investment in furthering your team’s strengths. Don’t hire contractors and agencies for what they can accomplish. Hire them for what they do best. There are agencies that can give you the world, but there are only few who can work with their passion. There are people who were made to do a few things really well; those people were designed to fill your gaps.

Now it’s time to begin again. Remember, a well-oiled marketing team is always going to be a work in progress and will be far from perfect.

Not everyone who starts with you will make it to the finish. Realizing that priorities and needs change in team members as well as the company, helps rationalize what could be a tough decision ahead.

Team building is a necessary part of business. Forming the right team is an art that few businesses have yet to master. Are you the next Picasso?

The Most Important People You Need In The Workplace

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“You’re only as good as your team.” A quote given by the nine time NBA All-Star Dominique Wilkins. A quote that may sound pretty straightforward and to the point on the surface is actually a lot more complex than you could imagine. Ask yourself, “How well am I performing?” Whether that question may be aimed towards your personal life in regards to your happiness, health, and family; or in your professional life in relation to your financial success or the overall strength of your company–it all comes down to whom is behind you. So, who are the most important people you need in the workplace?

People you need in the workplace

Who are the people in your life that are raising you up to become and maintain the happy, in shape, mother, father, or partner that you are? It’s important to not only understand the good standing you’re in; but who to thank for turning the often overlooked gears that made you this way.

Maybe you’re not the best you can be. Maybe your company is struggling with sales, keeping client relations strong, or forgetting its overall core values. Are you to blame? Partially, yes. It’s crucial to also realize that who you are made up of as a team often determines the success of the current moment you’re in now. So let’s dive right in and break down the most important qualities that you need in your workplace. We can uncover whether or not these qualities and skills are present, or need to be brought to your team immediately.

Commitment

Believe it or not, your team’s commitment to the overall goal of your company is crucial. An employee committed to achieving his goals and objectives is something magical in and of itself. These team players should be especially valued when times are tough, and when they continue to strive for solutions and refrain from blaming others. A person who is committed to your bigger picture is, in this case, probably the most important person in your office no matter what other skills and strengths they may have.

The Extra Mile

In order to gain your confidence, employees must be willing to go above and beyond what is typically required of them on the job. Employees who take on projects that fall outside their normal responsibilities can expand their skill set and explore new avenues for professional growth. While someone may not always have the time to volunteer for an extra assignment, passing on every opportunity will prevent any particular person in your team from being viewed as a go-to person in the department, as well as a critical cog in your business’ well-oiled success machine.

Communication/Interpersonal

In today’s workplace, communication is the skill of utmost importance. Your employees must have communication skills that allow them to proactively and effectively contribute their thoughts toward the overall proliferation of greatness within your company. An effective communicator leaves no room for error and can exhibit thoughts in a direct manner to make up the solid framework of your team.

Leadership and Creativity

Employees often work together on projects, so some employees must take on the leadership role to ensure deadlines are met, problems are addressed and all ideas are being considered. Meaning that leadership and creativity are also two very strongly needed qualities to have in your workplace. You as the employer often seek employees who have natural leadership skills. In addition, these employees must also have creativity skills so they can find and use solutions for potential problems on tasks, projects, or assignments.

Wear Multiple Hats

Who is the person in your office that shows an eager willingness to get done…well…whatever needs done? Having a person that doesn’t pump the brakes with what’s outside his job description is a huge asset. A person who wears multiple hats in the office is the reason you know if there are any loose ends; if there are, they will be covered.

Passion

When someone believes strongly in you, it makes a difference. You feel his support and you become more confident in yourself and your endeavors. When an employee believes strongly in your company’s mission, his job is no longer a job. It’s a calling. People work harder when they feel connected to and believe in your mission as a leader and the mission of the company. So why wouldn’t you include passionate people in your team?

Who are Your All-Stars?

Hopefully by taking a closer look within your company’s various teams you will find who shines the most and who could use some work. Maybe you’re missing an important quality/person all together who could bring that edge you’re looking for! Whichever the case, you now have a better understanding of the players on your team who are making your business the champion it is today.

What Employees Want: Ways to Keep Your Workforce Engaged and Motivated

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Adulting is hard…How many times has the alarm gone off, and all you wanted to do was roll over and go back to sleep? Pretty much every morning, right? Somehow though we all get up, get ready, and go to work. Besides the obvious; what is it that keeps us all heading in day in and day out? How can employers learn what employees want and how to keep their workforce happy and motivated, and not dreading the next wake up?

One of the major issues facing employers today is how to keep and retain their employees, as well as keeping them motivated and fulfilled. With millennials embarking on their career journey, and with many baby boomers delaying retirement, employers must find ways to entice a multi-generational workplace.

What Do Millennials Want?

Let’s first take a look at the newest members of the workforce; the millennials. As this group (myself included) spreads their wings in the workplace, it is common for them to hop from job to job post-grad. Businessnewsdaily.com explains further:

“Research suggests that today’s college graduates will have a dozen or more jobs by the time they hit their 30s. In an uncertain job environment, it has become societally and culturally okay that they explore. The expectations have changed. Your 20s are used as the time where you actually figure out what you want to do, so the constant job hopping to explore multiple industries is expected.”

Their older, Gen.Y counterparts are out to change the world; but millennials have a different way of doing the changing. They want to feel like they are part of the big picture and are making a difference; if they don’t mesh with the big picture of their employer or feel things are stagnant, millennials will likely move on.

What Makes Baby Boomers Stay?

As millennials enter their careers, baby boomers are continuing at the helms of many businesses; and are extending their time in the work force before retirement. A recent study by AARP finds that 41% of baby boomers have no plans to leave their posts in the near future. There are two major factors that are keeping this group working; the economy and their health. Due to the recession and slow economic growth in the past few years, this generation is staying employed longer to make up for their losses. Though they may have lost in the stock market in the past, for the most part, this group is still healthy and still has much to contribute.

How Do You Make Them All Happy?

The quick and dirty answer is…you don’t. Each person, regardless of their education or generational background, has different needs and wants, and like how mom always says,“you can’t please ’em all.” But, there are several things an employer can do to help improve employee moral, drive, and retention rates.

Recognition

Everyone likes to know that they are doing a good job. That pat on the back lets you know the the work you do is appreciated and can go a long way. For me, this is probably what motivates me most; I aim to please, and want to continue to impress. Letting employees know that they are valued can help increase motivation and decrease the desire to look elsewhere for validation and fulfillment; especially where millennials are concerned. Here are some ideas employers can use to recognize and encourage their workforce:

  • Tell Them! – Sometimes it’s as easy as that, a few words about the good work they did on a project or the passion they show for their work can do wonders.
  • Special Treats – Has an employee been working diligently to complete a big proposal? Recognize their diligence with a special treat like a gift card to their favorite lunch spot, or if your company can swing it, maybe tickets to a special event coming to town.
  • Additional Responsibilities – This may sound counterintuitive, but if you recognize an employee has the skill and drive it takes to complete a certain task, give it to them. Trusting them to leave their “comfort zone,” take on a new challenge, and recognizing their ability to learn and advance can really motivate employees who express the want to grow.

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Interesting Work

I’ve worked a lot of menial repetitive jobs in my day, (in my defense these were high school/college era jobs) and can tell you there is nothing that makes me dread working more, and want to look for an alternative to the monotony, than work that doesn’t interest me. Believe me I know that these “boring” jobs are necessary; but sometimes you need to break up these “uninteresting” tasks and do something more challenging or different. There are many ways to prevent boredom and burn out; here are a few suggestions:

  • Unrelated Work – Is your company big on giving back? Pull one of your employees and have them organize a company fundraiser. Give interested employees the ability to work on a project outside of their daily tasks. It will give them a break from the funk they may be in.
  • Outside Learning – Employees do have interests outside the work they do daily; try sponsoring an “activity night” and get your employees using their brain cells as they work on non-work related projects.

 Keep Them in the Loop

Millennials want to feel like they are part of the bigger picture. Baby boomers need to be reassured that they aren’t being pushed to the wayside as the younger crowd moves in. Keeping employees “in the know” and active in company culture can help avoid employees feeling alienated and detached. Involving employees in activities would be a good way to reinforce company culture and keep them in the loop; these ideas would be a great place to start:

  • Company Activities – Like suggested above, organize an activity in which all employees are invited to take part in; maybe a 5k run/walk. Or, again, if your company can accommodate it, plan an outing and get the team together outside of work.
  • Newsletter/blog – Keep employees updated with key happening in the company by creating an internal newsletter or blog; make it ever more inclusive by letting the employees submit their own content.

Getting Your Core Values Off The Wall and Into The Office

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If you were to walk into your company today, where would you find your corporate values? In the employee handbook? Hanging on a plaque in each room? Is your HR department protecting them? Regardless of where your core values may be found; they’re all empty promises if you as the business owner aren’t modeling them through daily office behaviors.

As a business owner, you’ll find yourself flip flopping in and out of other operating roles. Especially when pulling together your team to find out what your company stands for, besides the products/services it sells. In today’s post we’ll be taking a look at your core values, from the position of one question; Why? Why do we stand for these purposes and HOW do we make sure these purposes are off the wall and walking around the halls?

“Are our core values off the wall?” We all know what core values are. I discovered, in my college internship that core values aren’t as “ugly” or monotonous as my business planning classes made them out to be. Core values should be thought of with emotion. They should be a result of the cerebral planning process that is left out of the business plan. They should be looked at from within. It sounds a little silly, but really, look at your business as a whole in the mirror and tear yourself apart. What’s good about you, what isn’t? Core values are how your customers and the people you hire are connected. They’re why they buy from you instead of your competitors.

The process of developing a set of core values isn’t as intimidating as one may think. In fact, the building blocks for great core values can be broken down into three easy steps:

  1. Name the value: “Integrity is the essence of our success.”
  2. Describe the demonstrated behavior: “Our walk matches our talk. We make and keep commitments.”
  3. Measure how the leader demonstrates the value: Needs improvement–Delivery of commitments are inconsistent.

It’s unfortunate that part of the reason why businesses fail is because of their poorly executed core values. Internally and externally, if your partners in business don’t share the same purpose–and if they don’t share the same values–it will be difficult to make any progress.

The same goes towards your employees. These core values you have so proudly displayed on almost every wall need to keep your employees unified. If your employees don’t understand your values and purpose as a company; chaos could be the result.

Ask yourself why?  Why are you doing what you do in the first place? How are you doing what you are doing? Keeping that WHY at the center keeps the focus on those core values you set in place for your business.

Where are your core values being carried out?

Where are your core values being carried out?

Assembling a team of like-minded partners and employees that understand your WHY keeps those words you have plastered all over your office walls in the discussions where critical decision making takes place. As well as in the break room during lunch.

Make your core values a navigational practice for your business. Bringing in your WHY when hiring will assemble a team of like-minded employees. Hold your core values as a high priority during the interview process and watch reactions.

What about your preexisting employees? Employees can be looked at in two ways: Those who have high values and those who have low values. Those who have high values might need to be trained to have better performance. Those employees who have low values, even if they have high-performance, should be relieved from the company. They become toxic. This is where most companies go wrong–they base everything on performance and not the culture.

Without letting your employees know where you stand through your meetings and team-work events, your employees won’t know where you stand. So be straight with your values first and then measure performance.

So next time you walk into the office take a look around. Each day keep an eye on where your core values have bounced to next. You may be surprised, but you’ll certainly feel satisfied.

ABG Capital Strikes Up Another Company Outing

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As you might have gathered by now, we love ourselves a company outing here at ABG Capital! Our first quarter tradition for the past several years has been to reserve a few lanes at Latitude 360 Pittsburgh and have a bowling party.

Before I tell you all about how much fun we had, check out our new company shirts that the fine folks at Commonwealth Press made for us!

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Best Places to Work in PA and Celebrations

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Before we talk about the festivities we enjoyed last weekend, we have a some very exciting news! We are proud to announce that ABG Capital ranked on the Best Companies Group’s 2015 Best Places to Work in PA list for the fifth year in a row! We are so excited and proud to be number 16 on the list of small to medium sized Pennsylvania companies! The Best Companies Group compiles the rankings by sending out a survey to employers and employees in hundreds of companies in the commonwealth. Using a formula, they score the surveys based on the answers to the questions. Employers fill out their survey listing the perks, benefits and offerings that they feel showcase the best parts about their company and employees fill out a separate survey with satisfaction-based questions. We are honored to be ranked so high on this list of innovative workplaces. Now that we got to toot our own horn for a second, let’s get into what really matters: helping during the holidays and, of course, partying.

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Spreading Holiday Cheer for Play it Forward

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PlayItForward

No child should feel left out during the holiday season. Thanks to the collective efforts of Play it Forward Pittsburgh and various businesses in the local area, toys are being donated by the truckload and distributed to families who might be needing a little extra help this year. Continue reading →