Fargo INC! February 2019

MOORHEAD MAYOR JOHNATHAN JUDD FEBRUARY 2019

+ 10 BUSINESS LEADERS’ FIRST JOBS AND LESSONS THEY LEARNED

// FEBRUARY 2019

COVER STORY

19 My First Job

Local business owners and leaders share with us the lessons they learned at their first jobs and Spherion Staffing offers hiring advice for your employment efforts.

FEATURES 8 Editor’s note 10 Fargo Inc! Editorial Board 38 Local Business Owners: Why Search Listings Are Important for Your Business Metrics Media Group shares why your local search is important and how to manage your Google My Business account 40 Sexual Harassment in the #metoo Era Fredrikson & Byron Law advises how to help protect your business from sexual harassment liability 44 Ladyboss of the Month: Lexie Rundquist 47 Go Phish: Phishing Emails High Point Networks provides a guide on how to identify and protect yourself from phishing emails 51 Recruiting 101 Bobcat outlines the top 10 things to know about recruiting

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57 Apex Engineering Group The entrepreneurial mindset making traffic, water and revenue flow in Fargo 62 Why Your “Weird Benefits” Matter 66 From Suits to Sponsors: My Journey to Sales 69 Combatting Your Plane Brain: Tips for the Frequent Business Traveler

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72 Hiring a Newbie 74 Faces of Fargo Business Mona Tedford Rindy - Region Manager, Bremer Wealth Management Jayne Gust - Senior Public Affairs Specialist, Sanford Health 79 Events Calendar

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Follow Fargo Inc! on Facebook, LinkedIn and Twitter

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FEBRUARY 2019

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editor's note

From Movies to Magazines The Lessons I’ve Learned

T

his issue was particularly fun to work on. As you read through the lessons that some of our local business leaders drew from their first jobs, think of what you learned while working yours. It's a great exercise! My first job was at our local movie theatre. I started on popcorn and ticket tearing, moved to cashiering, projection and eventually management and marketing.

Here are five lessons I learned from working at the movies:

1. You’re providing an experience, not a service.

This was something that was really driven home. Modeled after the Disney experience, we were referred to as the “cast” and were reminded that people come to the theatre not just to watch a movie, but to experience the atmosphere. Your smile and attitude, possibly more than the movie, will determine how that experience was.

2. See what the customer sees.

Is there popcorn on the floor in the lobby?

Clean it! Popcorn on the counter? Throw it behind you. When you’re in a rush, you may not have time to keep your unseen workspace floor clean, and that’s okay.

Keep the appearance of your customer’s space tidy, and take care of your customers in a timely fashion. You can sweep your own workspace once the show starts and the rush is done.

3. A little scratch can make a large impact.

This will age me.

When we were splicing together the film (yes, film - digital was not a thing yet), we always performed a white glove test. We literally put on a soft, white glove and brushed over every frame of the film looking for scratches, tears or defects. A tear in the film could get caught in projector gears and cause a film break in the middle of your show (not fun!) and a small scratch can appear as a large line across the screen. Splice it out and make sure the presentation is pristine.

Jennifer Gades, Associate Publisher 6

FEBRUARY 2019

4. Don’t be afraid to ask for help!

The film of a movie used to come in multiple large (heavy!) metal cases. Each case of film had to be spliced together in order and placed onto one large reel to be fed through your projector. If you’re not sure if the frames match up, ask someone if they can tell. Believe me, everyone will notice if your movie is not in the correct order. A simple request for help can prevent a confusing story plot. Did someone say spoiler alert?

JenniferGades@SpotlightMediaFargo.com

5. Smells linger. Pay attention!

The make or break of a theatre does not come merely from how many tickets are sold. Film studios take a majority of the ticket price for their film rental, so profit is generally derived from concession sales. If you burn the popcorn, you are jeopardizing that day’s profit. Your rush is in and out in five minutes, but the smell of burnt popcorn lingers much longer.

EDITORIAL BOARD We at Fargo INC! want to make sure our content is unbiased and reflects the FMWF business community. That's why we meet regularly with our five-member editorial board to discuss local business issues and trends and ensure we are living up to our core values.

JOHN MACHACEK

SVP of Finance and Entrepreneurial Development

Greater FM Economic Development Corporation

My very first paid job was as a T-ball coach, but outside of various part-time jobs in high school and college, my first "real" job was a retail management trainee position. I was fresh out of college, very naïve and lacking confidence. I remember that internal struggle over those first 8-10 years of my career as I tried to figure out who I was and what I wanted to do with my work life. I don’t miss those days, but I don’t regret them either. Each job helped shape who I am right now, and I’m still a work in progress and I will be until I retire.

The perspective I now have on things like my past naivety, daily opportunities to learn and not defining myself by my job is a big reason why I try to help others who may be in that spot right now. Formally, I’ve participated numerous times in mentor programs at the MSUM and NDSU business schools.

Informally, I try to keep my eyes and ears open to interactions where someone could use some friendly guidance. I would recommend these formal or informal courses of action if you are not already doing that. You never know what kind of effect that little bit of time and wisdom can have on someone.

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FEBRUARY 2019

CRAIG WHITNEY President and CEO

FMWF Chamber of Commerce

The Chamber has many exciting initiatives in the works, but there are two I want to tell you about today.

Applications are open for our ChamberChoice awards. Every year we honor local businesses that go the extra mile, that have an incredible story of growth and innovation or that are changing our business community in a positive way.

We’d love to hear your story and see your name in the running this year! Applications for all categories (including Business of the Year, Young Professionals Best Place to Work, Non-Profit and Entrepreneur of the Year) are open through Feb. 28. Don’t be humble; tell us about your success and encourage others to submit their own application.

We’re also launching a brandnew program at the end of this month. Professionals of Color aims to offer development and networking opportunities to the range of diverse professionals in the region. We’re hosting a launch event on Feb. 28. We’d love see you there to learn more about the program and meet current diverse leaders in our community. Visit our website for more info!

GREGORY WALD

Communications Manager

Moore Engineering, Inc.

“I want us to win a national award with this.”

That’s what my department manager said after turning over a big annual publication to me less than a year into a new job very early in my career. No pressure, right?

Mission accepted, I worked out a whole new concept for the publication and produced a redefined version of it. It won a national award. The next year it won another national award.

It was an opportunity I’ll never forget and for which I’m eternally grateful.

The lesson: learn, listen and practice. Get good at your job. Develop expertise. Grab opportunities when they come your way. And trust your abilities.

TIM BEATON

Executive Director

FM Area Foundation

The FM Area Foundation manages more than 50 scholarship funds. These funds are created by generous individuals and businesses to provide financial assistance for students pursuing higher education and training. Last year, we awarded $264,705 in scholarships to deserving students!

If your company is interested in setting up a scholarship fund, please reach out to us at 701-234-0756 or email greg@ areafoundation.org.

KRISTI HUBER

STEVE DUSEK

United Way of Cass-Clay

Dakota Business Lending

As we enter the second month of 2019, I know many of us have goals on our minds.

As Fargo INC! is set to release their February issue on “My First Job,” I am reminded of a book titled, "The Heart-Led Leader" by Tommy Spaulding. In this book, he describes the necessity of any leader to have empathy. He writes, “Empathy is more than an expression of sympathy or kindness toward someone—it’s a deeper sense of understanding and a more heartfelt connection to the feelings and emotions of others. When heart-led leaders act with empathy, they inspire others to do the same.”

President

At United Way, we work toward four bold community goals that impact all of us – from the schools our children go to each day, to the workforce that impacts our businesses and organizations: Reduce hunger and homelessness Prepare children to succeed Help people be independent Lift people of poverty Our approach to charity is different. We have evolved from a historic community chest with a broad mission into a critical community convener focused on identifying the greatest needs of the community and then leveraging various resources to solve complex community issues. Our work is strategic, data-driven and focused on results.

Results such as: • increasing the number of children enrolled in quality child care so their parents can enter the workforce • improving how many children are on track to succeed in kindergarten • reducing barriers for people to access the training they need to attain and maintain a job that will support their family.

Harnessing the power of community results in a better tomorrow for everyone – and that is United Way of Cass-Clay’s ultimate goal.

President & CEO

In my years of leading a team of valued individuals, I find that people want a place that cares about them and values them as people first, employees second.

In this month of February, let’s be mindful to lead with our hearts and, in the process, change the lives of those we serve for the better.

FEBRUARY 2019 Volume 4 Issue 2

Fargo INC! is published 12 times a year and is available at area businesses and online at FargoInc.com.

Publisher Mike Dragosavich Drago@SpotlightMediaFargo.com

Chief Operations Officer Steve Kruse CREATIVE

Editorial Director Andrew Jason Andrew@SpotlightMediaFargo.com

Associate Publisher Jennifer Gades FargoInc@SpotlightMediaFargo.com

Art Director Sarah Geiger Graphic Designer Sarah Stauner Creative Director Simon Andrys Director of Photography Hillary Ehlen Contributors Andrew Jason, Jennifer Gades, Marisa Jackels, Max Kringen, Mark Puppe, Laura Caroon, Danyel Moe, Steve Dusek, Craig Whitney, Justin Bumann, Kristy L. Albrecht, Michael Raum, Jamie Maguire Web Editor Jessica Kuehn Digital Marketing Specialist Tommy Uhlir ADVERTISING

Associate Sales Director Neil Keltgen Senior Sales Executives Paul Hoefer

paul@SpotlightMediaFargo.com

Sales Executives Ross Uglem

Ross@SpotlightMediaFargo.com

Zach Olson

Zach@SpotlightMediaFargo.com

Executive Sales Assistant Kellen Feeney Client Relations Manager Jenny Johnson Client Relations & Office Assistant Alex Kizima Business Development Executive Jennifer McColm VP of Human Resources Colleen Dreyer Business Development Manager Nick Schommer Office Manager Wendy Kalbrener DISTRIBUTION

Delivery Bruce Crummy, John Stuber, Craig Sheets Fargo INC! is published by Spotlight Media LLC, Copyright 2019 Fargo INC! & FargoInc.com. All rights reserved. No parts of this magazine may be reproduced or distributed without written permission of Fargo INC!, and Spotlight Media LLC, is not responsible for, and expressly disclaims all liability for, damages of any kind arising out of use, reference to or reliance on such information. Spotlight Media LLC, accepts no liability for the accuracy of statements made by the advertisers.

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My First Job

BY JENNIFER GADES HILLARY EHLEN

Sandwich Artist

Taco Bar Restocker

T-Ball Coach

Bagger

Your first job. For some, it may have been fun and carefree. For others, it may simply have been a way to get some cash in your pocket. Whether you enjoyed your first job or not, it was likely the cornerstone of your career. This is where we got our first glimpse of the real world, learned how to manage money and maybe even decided what we wanted to do when we grew up and got “real jobs.�

In the following pages, join us and we hear from local business owners and leaders who share the lessons they learned at their first jobs. These fun and insightful reflections inspired us to delve deeper into the recruitment process.

Restroom Attendent

Whether you are hiring someone for their first job or adding an experienced executive to your team, Spherion Staffing provides tips and information from their Spherion Emerging Workforce Study for your recruitment efforts.

FARGOINC.COM

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Jonathan Judd FIRST JOB

Bagger at Northport Hornbacher’s Foods

Tips from Spherion

Talent Shortage

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FEBRUARY 2019

78% of HR leaders have stated they are more concerned about talent shortage today than they were a year ago. Finding qualified workers with the right skills to support their organization narrows the skill gap immensely. Finally, increasing employee engagement remains a high priority with a direct impact on the organization’s bottom line.

CURRENT JOB

Moorhead Mayor, Dad, Husband and Attorney at Judd Law, PLLC 10 Lessons I Learned...

1.

6.

2.

7.

Teamwork The ability to work together and support your co-workers and managers when times were busy or shortstaffed.

Responsibility We also stocked shelves, mopped floors and did many other tasks. Our floor managers did a great job setting high expectations to make sure that employees worked to the best of their ability.

3.

Pride Northport Hornbacher’s was one of North Fargo’s community grocery stores. I wanted it to look good and be a great place for our North High parents and North Fargo residents to shop.

4.

Customer service I always walked the customer to the item when they couldn’t find it. I went to get an item when a customer forgot and remembered it while in the checkout line. The customers really appreciated that.

“Face” the aisles This was especially important to elderly folks (and verticallychallenged folks like me).

Always check the egg cartons for broken eggs It’s always good to double check for the customer just in case.

8.

Always ask “paper or plastic” Besides being recyclable, these bags have many uses such as carrying other recycling items and they make great trash bags for “mini” trash cans.

9.

Try to keep all the cold items together You never knew how far customers were traveling with their food. It helped to keep the food cool, especially on the hot days.

10.

Place the bread on top of the groceries. I made the mistake of not placing the break on top once and a customer was not pleased. It never happened again!

5.

Rotate your stock I still check food expiration dates to this day. We were taught this is a reflection upon our store.

Retention Risks

Simply put, keeping valuable employees takes a lot more effort than employers have been putting forth. In the last 12 months, more than 20% of employers have replaced HALF of their staff! Employees are overall dissatisfied with employers’ efforts to retain them, with more than 49 percent of them in agreement that their ability to find a new job has increased significantly over the last year.

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Janna Sagvold FIRST JOB

Server in a small town restaurant

Tips from Spherion

Diversity & Inclusion

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FEBRUARY 2019

The majority of employers agree that building a diverse and inclusive workforce is vital to their business success, yet only a very small percentage are putting forth the required effort. With the workplace becoming more global, one of the only ways companies can stay competitive and relevant is by building a more diverse workforce that can support it.

CURRENT JOB

Photographer/Owner of Janna Sagvold Photography 10 Lessons I Learned...

1.

2.

6.

3.

7.

8.

4.

9.

How to have good people skills and a great poker face.

Hard work pays off. The busier you are, the harder you work.

Nothing is what it seems.

People are not what they seem. People you think will tip well or should tip well rarely do, and vice versa.

The art of multi-tasking. It is easier to carry five plates and a pitcher of water stacked across my arms that it is to carry five plates and a pitcher of water on a tray. If a server comes to you with a full tray, do not help and take something off the tray.

Unless you want to wear it.

5.

The ends do not always equal the means. The tip you receive is not always indicative of the service.

But‌sometimes it is.

Accept chaos.

Even people in the lowliest positions in life can be successful people.

Take responsibility and accept that you are on your own. Everything is your fault. All of it. Accept it.

Own it. But, this will keep you humble. And not many careers keep your humility in check.

10.

Memory. I would absolutely love to recite all 26 tap options for you to choose a Bud Light.

Yes is always the answer.

Always. If your guests are not happy, you did not do your job.

Technology & Social Networking

Technology plays a leading role in an employer’s workforce strategy and their ability to attract, retain and engage the largest generations of talent in the workplace today. Moreover, technology and social media provide an ideal platform for promoting your online reputation, culture, mission and values, which carry significant weight in their employment decisions. Employers must find a way to integrate social and digital tools into the way they work, recruit and manage these workers.

FARGOINC.COM

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Jason Orloske FIRST JOB

Stock Person/Cashier, Pamida, Red Wing, M.N.

CURRENT JOB VP of Operation, ImmunoPrecise

10 Lessons I Learned...

1.

2.

You don’t get praise for being on time and doing your job.

Hearing “thank you” from a manager or team lead was nice to hear, but I had to earn those two words.

Your smile and calm voice can brighten someone’s day,

defuse a contentious situation and help make others around you happier.

7.

Be a helper. Be there to

help out and support your co-workers and customers (I still define myself as a helper).

3.

4.

8.

they may be having a lousy day and you’re an easy target. Be a bigger person.

some really big sales events where we worked between 12-18 hours a day. When they were all done, employees had a little celebration if we hit sales goals.

5.

9.

Bad managers can teach you valuable lessons, too.

ImmunoPrecise Antibodies (IPA) is a full-service, therapeutic antibody discovery CRO (contract research organization) with US headquarters located in Fargo, ND. The services we offer assist pharmaceutical and biotech researchers worldwide in identifying and developing antibody drugs for a variety of disease conditions, including cancer. Find out more at immunoprecise.com.

6.

Don’t take it personally when someone yells at you;

Communication skills are critical to customer and co-worker satisfaction. You’re constantly talking to people so I quickly developed effective communication skills, both verbal and non-verbal.

Celebrate success. We had

How to manage financial information, like how we

marked up and the profit margin we needed to maintain per item sold.

10.

You’re not always right,

so be humble enough to not try to be.

Tips from Spherion The Agile Workforce

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FEBRUARY 2019

Contingent workforces (those that include contractors, freelancers and/or temporary workers) are on the rise and are here to stay. 51% of employers agreed with this statement: “We struggle to find ways to engage our agile workforce because compliance and regulatory requirements hinder us from integrating them fully into our workforce.” With employees becoming bigger proponents of a more flexible work environment, employers will need to give priority to finding this happy medium.

Kendra Goette FIRST JOB

Sandwich Artist, Subway, Granite Falls, M.N.

CURRENT JOB Industrial Staffing Consultant, Preference Employment Solutions

10 Lessons I Learned...

1.

4.

do prior to your official start time. Get there early; you’ll be pleasantly surprised how much you can accomplish before your customers arrive and the phone starts ringing.

olives (yes, they did say olives, but they really meant to say pickles). Set that sandwich aside and make them a new one. No use in arguing.

If you get there at the time your shift starts, you are late. There is so much to

2.

Just because you are in a position that is not a career you plan on pursing the rest of your life, always remember that you are building your resume.

You will learn important details in that job that you will not learn in other positions or companies.

3.

References. The way you

behave in your first position can set you up for failure or success in obtaining your future roles. Treat your bosses and coworkers with respect; you never know who they might know.

Your customer might not always be right, but always, always, always treat them with respect. So what, you added

5.

That front desk person, he or she is probably one of the biggest influences in helping you get a job. Be nice to them. Treat him or her with more respect than anyone else in that building. “Why,” you ask? You never know who may be covering that front desk—it could be your future boss! (Front desk people take lunch breaks and vacation time, too).

6.

Give a two-week notice. Who

knows, you may need to go back to that job someday—you want them to welcome you back with open arms.

Work/Life Balance

7.

Laugh. Not every day is going

to be great, find humor in uneasy situations.

8.

Don’t complain about your previous supervisor or boss. You did learn something from them, and you don’t want your new boss thinking you’ll do the same thing to him/her if you leave their company.

9.

10.

Raises come with more responsibility.

Last but not least: Don’t burn the cookies—the

customers won’t eat them and you won’t either. There is nothing more delicious than a slightly undercooked Subway cookie.

Employers are offering fewer work/life balance options than they were one year ago, and remains to be an area of real disconnect between workers and employers. Only 35% of workers are extremely or very satisfied with their ability to maintain a work/life balance, and that will be something employers will need to address in order to increase employee retention and boost job satisfaction.

FARGOINC.COM

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Casey Glandt FIRST JOB

Forum News Carrier in Valley City, N.D.

CURRENT JOB Owner & General Manager, Go Promo/Green Street Promotions

10 Lessons I Learned...

1.

Discipline and timeliness: If I overslept, my customers let me know.

6.

2.

Early bird gets the worm: I was making over $200 a month in 1994 as a 14 year old, all before most friends were out of bed.

7.

3.

Customers notice the little things: Some customers liked their paper in their door, some in mailbox, some by backdoor, some in mail slot.

8.

4.

9.

5.

10.

Weather the storm: Rain, sleet, snow...it didn’t matter. The job had to be done.

Responsibility: If I was unavailable/out of town, I had to find a dependable sub to do my route.

Appreciation for journalism: After I finished my route, I would read the paper as I ate breakfast.

Efficiency: Riding my bike compared to walking the route got me about 10-15 minutes of extra sleep in the morning.

Teamwork: On Sundays, my dad would help me insert the comics into the papers and drive me around as I ran up to the houses.

Relationship building: I met a lot of neighbors through this job.

Financial Responsibility/Bill Collections: Back then, news carriers were required to collect fees every month from their customers.

Tips from Spherion Recruitment Challenges

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FEBRUARY 2019

Employers are encountering a real challenge in their recruiting efforts due to a widening skills gap and an increased demand for specialized professionals.

Recruiting STEM professionals will require a much more targeted hiring strategy with an additional focus keeping the current workforce trained and up-to-date in order to meet future skill requirements.

Casey McCullough FIRST JOB

Paperboy in Hope, N.D.

CURRENT JOB Owner & VP of Account Development, Go Promo/Green Street Promotions

10 Lessons I Learned...

1.

Deliver great customer service.

Customers notice the little things, so go the extra mile.

Some customers wanted their paper put inside a porch, others wanted it between two doors, others wanted it hand delivered to them.

2.

Efficiency is very important. I would find new routes and strategize how to get the paper route done faster and faster.

3.

Casey Glandt and Casey McCullough, once friendly competitors, are merging their companies: Go Promo and Green Street Promotions.

Thanks to Larry at Great Northern Bicycle for the use of his tandem bike for this photo!

Skills Gap

The skills gap is continually widening and presenting real challenges to employers. The skills that are lacking the most are the same ones named as essential to future workforce success. Employers that want to move forward successfully will need to give priority to employee training and skills development.

Learn how to manage your duties and yourself. I was in charge of selling new subscriptions and collecting payments. If I didn’t sell and collect, I didn’t get paid.

6.

Take responsibility for filling your shifts if need be. If I was out of town, I needed to find someone to fill in and compensate them appropriately.

7.

How to work with the public.

I learned how to work with multiple personalities to understand their problems and deliver a quick fix.

8.

Stay on top of bookkeeping.

Some clients would pay three to four months at a time, others would pay each month.

Staying on top of this, meant keeping the books organized and up to date.

4.

9.

5.

10.

Excuses will not work. No matter the weather, I was always impressed that the Forum would somehow get the papers to Hope.

Prioritization is key. I would sit in the city hall stuffing the comics into the news section, they were separated at the time, for the first half hour. Then I would deliver to the people I knew would be the earliest risers to get them squared away first.

Work can be fun! I’d have a blast cranking my radio and jamming out along the way. Anyone in Hope could hear the latest 90’s tunes blaring from my ’85 LTD Crown Victoria.

Help others when they help you. I used to cut hair in school. I knew three styles: the full buzz, the bowl and the mohawk. I would use this as a way to convince others to help me with a route from time to time. I’d buzz them up at night and in the morning they would ride with, deliver, stuff comic sections and get it done as a team.

FARGOINC.COM

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Lindsay Paulson FIRST JOB

Food & Beverage Stand - FM RedHawks

CURRENT JOB Public Relations Specialist, RDO Equipment Co.

10 Lessons I Learned...

1.

4.

2.

5.

Focus on the job at hand.

A smile goes a long way.

My job was to get customers their food and beverage quickly so they didn’t miss much of the game. Focusing on that led to a happy customer, as well as better rapport with my coworkers.

People are important to a business – so make them feel important.

By acknowledging every customer and getting their orders to them quickly, they walked away happy – and I believe they were more likely to come back and spend their money with us.

3.

Positivity is contagious.

Especially when the Redhawks were in the field, we’d get a long line of customers. It’s easy to get stressed when it’s busy, but all of us working stayed upbeat. Our positivity rubbed off on each other. I think it did on customers, too, as most didn’t seem to mind waiting.

I greeted every customer with a smile and almost always received one in return. A simple gesture created a positive experience for both of us.

Be proactive.

During times when we were slow, I’d organize hotdog sleeves and napkins and tidy up spills so that when we did start to get busy, I was ready and raring to go.

6.

Different strokes for different folks.

I’ll never forget, there was always a giant jar of pickled eggs on the counter. To me, it looked unappetizing, but some people loved them. By the end of the night, that jar was always empty, so it was clearly a good product that I never would have thought to offer.

7.

Have something to offer that no one else has.

Speaking of those pickled eggs, our stand was the only one at the field that offered them.

People had to come to us to buy them and often that would lead to a beverage or another food purchase.

8.

Diversify to appeal to more needs.

While the pickled eggs were the unique selling point of the stand, general crowd-pleasers like good old hot dogs and pretzels with ranch were also offered to appeal to more potential customers.

9.

Hard work pays off.

I worked hard to get people their food and beverages quickly and was rewarded with a lot of sincere thank you’s and a full tip jar at the end of the night.

10.

Extra hard work really pays off.

My extra efforts also were noticed by the boss, who would often tip me extra at the end of the night for doing a great job.

Tips from Spherion Employer Branding & Reputation

Simply put, “The Millennial generation behaves as consumers of the workplace, shopping around for the jobs that best align with their needs and life goals.” To find out more about a potential employer, 75% of Millennials will read what former co-workers said about their teams online, carefully research the company’s background and ask for feedback/personal experiences from their personal network. Employers can combat this by turning their staff into engaged, brand ambassadors. The result? Better recruitment initiatives and retention of these workers.

FARGOINC.COM

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Casey Steele FIRST JOB

Direct Support Professional at my parents' company when I was in high school providing direct care for children with disabilities in a residential community setting.

Tips from Spherion

Wage Equality

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FEBRUARY 2019

Wage stagnation and an increase in minimum wage are two of the top three operations issues cited by employers. The pressure to address compensation is rising as workers feel a sense of entitlement and competitors are stepping up their pay offerings to attract and retain top talent.

CURRENT JOB

Owner of Square One Rental Kitchen & Events 10 Lessons I Learned...

1.

Securing and holding a job as a teenager is a truly valuable experience. I learned what it was like to have my own money, save some and choose what I wanted to spend the rest on.

6.

2.

7.

Creative problem solving is the key to success in so many situations. This job was challenging (especially for a teenager) but it taught me how to navigate difficult situations to find solutions time and time again.

3.

Patience. I know I can be rather impatient when it comes to some aspects of life but I know this job, way back in the day, helped me develop more patience, especially with myself.

4.

This is where I got my first taste of independence. I didn’t have to ask my parents for money to go to the movies and that was awesome.

Though I wasn’t making the big bucks, it was mine.

5.

Through this job I developed a drive for self employment.

Though I worked with great people and the bosses were awesome (aka my parents) I had grown up watching them build this company that I now worked for and knew (just a flicker in the back of my mind at this point in life) that I wanted to do something for myself someday and be my own boss.

Success & Talent Planning

Co-Workers are everything. You need to enjoy the team you work with. Being a teen at the time everyone was older than me by quite a bit but man, they were a fun crew and provided great care for the residents.

It’s good to think one step ahead.

Working with behaviorally challenging children taught me to keep ahead of the game and do everything I could to provide them a safe and pleasant experience. This meant knowing any triggers and working hard to prevent them from entering our daily activities. I think this same lesson can be applied in various ways to most any job. Do what you can to keep things moving smoothly.

8.

I developed work ethic by working more in the summers while I wasn’t in school and longer shifts to make sure I had gas in my car and extra money for popcorn at the movies (I’m starting to remember I went to the movies a lot...so much popcorn and Junior Mints).

9.

Creativity is a part of every job and comes in so many different forms.

For this job, it was coming up with fun things to do and ways to keep busy on a daily basis to keep things fresh and interesting.

10

. Lessons are always up for grabs.

Being a kid at the time, I’m sure I didn’t dig too deeply into the lessons being learned at my job, but now I can go back and see how this experience shaped me into the adult I am today.

With Millennials now outnumbering Baby Boomers in the workforce, employers are starting to face some unexpected challenges in the development of younger workers.

Most employers believe their youngest workers have neither the emotional skills nor the business and life experience required for leadership positions. Going forward, employers will need to decide how to identify leadership potential, where to focus their development efforts and ensure that learning programs appeal to workers with frequent feedback and recognition.

FARGOINC.COM

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Sandra Vigen FIRST JOB

Sweeper & Restroom attendant at Valley Fair

Tips from Spherion

Employee Perks & Benefits

30

FEBRUARY 2019

Traditionally, employee benefits have addressed the physical and financial health of employees and their families, but in more recent years, these benefits and perks have also been addressing the employee’s emotional needs, like workplace recreational areas, more liberal parental leave policies, tuition reimbursements and weekly in-office happy hours are becoming more common and sought after in the workforce. Employers will need to find the “fine line” as to what initiatives to implement in their organization and how they will impact employee satisfaction and retention.

Each month, Mama Ducks Cleaning Service cleans, at no cost, for cancer warriors battling or survivors and veterans that can use some help.

CURRENT JOB

Owner, CEO, President of Mama Ducks Cleaning Service mamaduckscleaningservice.com

10 Lessons I Learned...

1.

2.

3.

4.

5.

I learned the value of $4.25.

Work hard & suck it up.

Life isn’t easy but very rewarding and built character.

Work hard, play hard.

Go above and beyond what’s required to go far.

Fashion isn’t always pretty. (we wore these yellow short jumpers with long plaid collars my oldest brother probably has a picture to blackmail me someday with)

6.

7.

8.

9.

10.

Someone has to do every job humbling.

Never be ashamed of your job never judge a book by its cover.

Men don’t know how to aim.

ALWAYS, ALWAYS wear gloves.

Take ownership. Go above and beyond and SMILE!!

The Remote Workplace

Perceptions about flexible work arrangements and the ability to drive productivity may be changing. Barriers such as efficiency of work technologies, communication with colleagues, social interaction and the ability to stay focused cause employers to wonder if this is the best approach to employee requests.

Ryan Keel FIRST JOB

Restocking the Taco Bar at Rax Restaurant in Fargo

Tips from Spherion Workplace Collaboration

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FEBRUARY 2019

Collaboration in the workplace is not a new concept by any means; however, it is becoming increasingly important in the modern world as we become more connected around the globe. As the Millennial and Gen Z generations take over the workforce, employers will need to evaluate their own workplace collaboration to see if they have the tools in place that will help these generations grow and develop in their roles.

College Smart helps with college planning for families and helps reduce the overall cost of a college education.

CURRENT JOB

Owner of College Smart gocollegesmart.com

10 Lessons I Learned...

1.

There is something very satisfying about earning a paycheck.

7.

A fun work environment makes everything better.

If you have to miss a shift, make sure you have someone to fill in for you. It’s no fun when everyone else has to work harder to make up for a missing team member.

3.

Sometimes you have to suck it up and wear the alligator mascot costume.

8.

4.

I didn’t realize it back then, but sometimes it’s WHO you know more than WHAT you know.

9.

5.

10.

2.

Be friendly and kind to coworkers. You never know when you will run into them years down the road.

When you work on a team, communication is key to things running smoothly.

Sometimes you have to miss out on fun things because you need to work... ...but it sure is nice to be able to afford the fun things when you DO have time!

6.

Own up to your mistakes! Don’t accidentally dump roast beef into the spaghetti sauce and then pretend nothing happened.

MultiGenerational Workforce

Millennials, Generation X and Baby Boomers make up the majority of the workforce today. All three have different styles and skills that they bring to an organization’s success. Millennials seek out leadership/mentorship from Gen Xer’s and Baby Boomers, and will typically leave an organization if these opportunities are not presented to them. In order to provide Millennials and Gen Zers with this experience, employers must find ways to incorporate these mentorship opportunities to drive the retention rate in these two generations.

FARGOINC.COM

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Jeff Vanlaningham FIRST JOB

T-ball Coach

CURRENT JOB Dream Manager, BNG

10 Lessons I Learned...

1. Teamwork will outperform individual showboating.

2. Always have fun in whatever you do.

3. An encouraging word always works better than a sharp rebuke.

4. Practice is essential.

5. There are no dumb questions.

6. Put players in a position to maximize their strengths.

7. Being punctual is a sign of respect for the team.

8. Celebrate effort, not winning or losing.

9. Study the obstacles that prevent you from achieving your goals.

10. While there is no crying in baseball, there is in T-ball.

A Dream Manager is a person who works with employees to recognize what their individual dreams are and the steps that it will take to achieve them.

The employee and dream manager then work together to ensure their dreams become realities.

Tips from Spherion

How To Best Retain Your Employees

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FEBRUARY 2019

• • • • • •

Ensure workplace technology meets job demands Leverage HR technologies to more effectively recruit Stay informed about changing HR technologies Embrace social media technologies in HR practices/initiatives Effectively leverage data analytics Provide mentorship/leadership opportunities to grow and develop employees

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BY Justin Bumann Managing Partner Metrics Media Group LLC

36

FEBRUARY 2019

What is Google My Business Google My Business (GMB) is a free service offered by Google which allows businesses to manage their Google Listing and Knowledge Panel. This allows you to tell Google about your business, in turn attracting you more customers to your business.

With an actively managed Google My Business listing; you’ll stand out by sharing your latest and most useful business information, directions, phone number, hours of operation, photos and much more!

You can engage with customers; share articles, frequently asked questions, obtain reviews and most importantly allow them to easily access you via smartphone searches.

The Demand for Local Search We are all familiar with grabbing our mobile phone and quickly searching; where is the nearest fitness studio, veterinary clinic, bank, or restaurant?

We want to quickly acquire a business’ phone number, address and even reviews. From personal experience, I do it multiple times a day!

As a real-life example; just the other day I organized a reservation for friends at a new restaurant in Fargo, ND, I informed my friends of the time of the reservation. Easy, right?

But some within my group didn’t know the location as they’re from out of town. It was no surprise, they grabbed their iPhone for directions and were then misguided to a location four miles away from the restaurant. Why? Well it appeared the restaurant focused millions on their property, menu and staff, but missed the important details of their online presence.

As a consumer and local marketer, this is something that I personally find to be frustrating, not only for the inconvenience listed above, but more for my desire to see local North Dakota companies succeed.

As years pass, Google continues to show signals of importance around relevance and accuracy with local search. They strive to give their users the best search results, by pinpointing the exact locations and expanding on the information collection about your business. This is easily observed as they add additional features to their Google My Business Knowledge Card.

Start understanding how customers are finding you; GMB gives you important reporting around how their interacting with your listing. You can view the number of searches, phone calls and requests for directions.

Understand the Importance, Let’s Get Verified With the above information, you should now be convinced of the importance of Local Search. If not, still go through the process of getting verified as the results will show you the importance.

First, you’ll need to go through a verification process to be listed on Google Maps, Search and other Google properties. This allows Google to trust that your information is accurate.

Therefore, allowing you, the business owner, to access your GMBs full listing.

• Step 1: Go to Google My Business to Sign-up Page • Step 2: Walk Through the Online Setup Form, Business Name, Address, etc.

• Step 3: Check Your Mail Daily, Snail Mail that is… A Postcard will Arrive (1-2 Weeks) with a PIN Verification.

• Step 4: Follow the Instructions on the Postcard by Entering the PIN Online • Step 5: Done. You’re now Verified!

Continue Completing all Information within GMB

Completing & Updating your Profile Once verified, you’ll notice within Google My Business that many more features are available within your profile. In 2018, Google added many extra features to GMB focusing on growth and the importance of local search. Google is on a clear path to making sure local search ranking is further developed and monetized for businesses. Last year alone Google added; Google Posts, Q&A, Messaging and Videos.

As a best practice, Google keeps adding more features. It is in your best interest to be as thorough as possible when completing your profile. Empty fields in Google My Business could potentially lower your local search ranking. Be sure to diligently log into your GMB account to update fields.

By following these steps, you can easily rank above your competition. If your local competition is neglecting to see the importance of their online presence… take their loss and make it your win, get a head start and put your business on top!

FARGOINC.COM

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SEXUAL HARASSMENT IN THE #METOO ERA

Promoting A Respectful Workplace And Limiting Risks of Liability

BY Brandt Doerr and Kristy L. Albrecht

Brandt Doerr is an associate who works on commercial litigation and employment/labor matters. He can be reached at bdoerr@ fredlaw.com.

Kristy Albrecht is a shareholder at Fredrikson & Byron in Fargo; she advises businesses on employment/labor matters and litigates employment disputes.

She can be reached at kalbrecht@fredlaw. com.

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FEBRUARY 2019

T

he #MeToo movement has ushered in an era of greater public awareness of sexual harassment. While this movement initially involved celebrities, it has had ripple effects on all segments of society. In that regard, the Acting Chair of the Equal Employment Opportunity Commission, Victoria Lipnic, has noted an increase in harassment charges filed in 2018 and has stated that she believes this increase in reporting is related to the #MeToo movement.

Although the #MeToo movement has not yet resulted in substantive changes to federal or North Dakota law, increased public awareness of sexual harassment has brought this issue to the forefront of employers’ and employees’ minds. Additionally, the perceptions of juries and other decision-makers are likely affected by the attention this issue has received.

We know that in our practice, we have seen an uptick in the number of complaints and allegations of sexual harassment.

In this environment, employers want to know how to limit their exposure to liability. Under applicable law,

employers may not be liable if they have acted “reasonably” (a legal term of art) to prevent and address harassment issues. Employers are therefore well served to review their policies and practices, with an eye toward managing the risks associated with sexual harassment and preserving legal defenses. Beyond that, having sound policies and practices in place serves the important goals of improving employee morale and retaining good employees. To the right are recommendations for employers, based both on the preservation of the reasonableness defense and the goal of fostering a respectful and positive work environment.

1. Non-Discrimination/Anti-Harassment Policy Employers must have clear, written policies prohibiting discrimination, including sexual harassment. Such policies, usually found in the employee handbook, are vital to employees’ understanding of what constitutes prohibited conduct.

A good policy provides a nonexclusive set of examples of prohibited conduct and behavior, thus providing clear communication to employees regarding the employer’s expectations about conduct in the workplace.

2. Reporting Procedure in the Policy A sound anti-harassment policy must also include clear instructions on how to report any perceived harassment. This is important because employees must know that the company welcomes feedback and reports regarding inappropriate conduct.

The reporting policy should provide several avenues for making a report.

Having only one place to lodge complaints can undermine the reporting policy. For example, if a policy directs employees to make reports of sexual harassment solely to their direct supervisor, how likely is an employee to report sexual harassment by that same supervisor? An employer can prevent this issue by identifying several options as to where to submit a complaint or report, usually including other managers

or the human resources department, or by establishing a hotline that employees can utilize to make a report.

The easier the employer makes this difficult step for an employee, the better. The goal is for employees to report any issue early, so that the employer can promptly investigate and address the situation.

3. Non-Retaliation Policy Employers also must have a policy explicitly informing employees that retaliation for making a claim of harassment or participating in an investigation of harassment is strictly prohibited. This non-retaliation policy should be found in or near the anti-harassment policy in the handbook. Clear communication of the employer’s non-retaliation policy is crucial to creating a respectful work culture. Simply stated, employees are more likely to feel comfortable about coming forward if they do not need to fear retaliation for making a report.

4. Training and Setting the Tone of Respect Having sound policies in place is important, but not sufficient. Employers should also ensure that their employees are periodically trained on the policies and the employer’s expectation of a respectful workplace.

We recommend that this training not be a canned program, but rather one that is thoughtfully prepared with the specific

Disclaimer: Since each situation is different, readers should consult a qualified attorney for legal advice. This article addresses common issues on the topic, but should not be considered legal advice.

An employer’s response is critical both legally and as a matter of employee morale.

workplace in mind. If possible, the training should be interactive, so that employees are able to ask questions. The goal is to get everyone on the same page as to expectations about conduct in the workplace.

Additionally, we recommend specific training for managers and supervisors about their obligation to set a tone of respect and professionalism in the company. The examples that managers set go a long way toward fostering a positive workplace culture. If managers observe or receive a report of inappropriate conduct, they should be instructed to obtain assistance from the human resources department, to be sure that the matter is investigated and addressed as needed.

5. Handling Complaints of Harassment Once the employer has established policies and training that clearly set forth the employer’s expectations and the ways by which employees may report sexual harassment, the next challenge is knowing what to do in response to a complaint of harassment.

An employer’s response is critical both legally and as a matter of employee morale. Specifically, an employer will want to ensure that an investigation is properly conducted. The legal standard for an investigation is that it must be prompt and thorough, and the person conducting

the investigation should be neutral and competent.

As a practical matter, the scope of an investigation depends on the facts alleged.

Sometimes an investigation involves only a couple of interviews. Other times, it may be more involved, including numerous interviews and a review of documents.

We recommend consulting counsel for guidance as to investigations.

6. Following Through When an investigator has completed the investigation and made determinations as to the alleged harassment, the employer needs to address and remediate any inappropriate conduct. Many times, the issues are very minor and can be remediated with a little coaching and sensitivity training. Where the issues are more serious, a higher level of discipline, up to and including termination, may be warranted.

The employee who reported the harassment should be informed that the matter has concluded and remedial action, if any, has been taken. While the details need not be provided, the employee should be informed that the matter has been handled. The employer should further assure the reporting employee that retaliation is not allowed, encouraging the employee to report any concern in that regard. We also recommend that

the employer check in with the employee periodically for a while, to be sure that the situation has been resolved and no retaliation has occurred.

7. Document, Document, Document!

As is often the case in the world of litigation, good documentation is critical; an employer’s ability to defend against harassment claims is often dependent on contemporaneous documentation of its reasonable efforts to prevent and address harassment issues. The employer should have an investigation file with not only the investigation summary and determinations, but also the interview notes and documentary evidence reviewed by the investigator. The employer should also have good documentation of the follow-up efforts and any reports from the complainant at that point. If the complainant has noted continued issues, those issues trigger further investigation and potential remediation, all of which should be documented. If the complainant reports that all is well, that is also important evidence for the file.

Through a combination of these efforts, an employer can navigate the #MeToo era with confidence and use the increased social awareness as an opportunity to improve communication and create a culture of respect, all while serving to limit the employer’s exposure to potential liability.

BUSINESS

WISDOM SANDY KJELVIK SVP of Human Resources Discovery Benefits 40

FEBRUARY 2019

"If you have a foundation and you work at building relationships that create trust, oh my God, you can accomplish a lot."

Q&A Artist and Owner of AEROW

Lexie Rundquist

Q In a brief summary, what do you do?

A I am a studio artist and a teacher. I specialize in electroform jewelry, utilizing gemstones and metal to create large, oneof-a-kind statement pieces. Electroforming is a process in which electricity is pulsed through a copper coil, transferring the copper onto the conductive surface of my jewelry, molecule by molecule, building a thick plate of metal that can look smooth and sleek or rough and organic. This process can take anywhere from six to twelve hours. I also teach workshops at Unglued and art classes for adults with Traumatic Brain Injuries at Heartsprings in Fargo.

Q Where does the name AEROW come from?

A There are really two answers to that question. First, I wanted a strong, simple symbol for my brand as I was getting started, something that spoke to how I view myself as an artist and my art. To me, an arrow symbolizes perpetual forward motion. After some word play, I realized spelling it AEROW would allow me a more personalized touch: AER are my initials and OW is Original Works.

So, I get the two-for-one of a tie to my name and a powerful personal symbol.

What are your top must-read books for Ladybosses?

“Yes Please” by Amy Poehler

Q What’s your favorite part about what you do?

A I love creating. I love making something from nothing--having an idea and bringing that idea into reality. It’s pretty satisfying. I also really love challenging myself. As my own boss, I really enjoy that I have the opportunity to challenge myself and to reflect on previous works to see my progress.

Q How did it feel to see your pieces worn

by Lily Tomlin on “Grace & Frankie?”

A It was pretty surreal. I’m honestly still a little in shock. I felt so lucky, and I cried the first time I saw Lily Tomlin wearing my jewelry in the trailer.

“Big Magic” by Elizabeth Gilbert

“Milk and Honey” by Rupi Kaur

Q What has been the scariest/ most challenging part of being an entrepreneur?

A I kind of fell into this business. The hardest part for me has been finding a balance between the creative side of AEROW and the business side. I’m also working on learning that sometimes I have to say no to opportunities when they arise. As a creative, I get excited about projects and ideas when they come to me, but I have to work on setting boundaries for myself and my business and focus on what needs to get

done. It’s actually something of a goal I’ve set for myself this year.

Q What advice would you give to Ladyboss entrepreneurs just starting out?

A Be brave and be bold when you’re making decisions for your business. A lot of good things have come my way from having the courage to just jump in. Also, as a creative person, there’s a lot more of the business side of things than you might expect when you’re just getting started as a creative business person. So, take a business class, or tap the nearly infinite resources online to make sure you know what you’re doing. There are also a lot of great creatives in Fargo-Moorhead and in the Ladyboss community who are great resources!

Q What are you most looking forward to in 2019?

A I’m really excited to continue to streamline my wholesale process and to meet future AEROW wearers at shows. I’m also eager to see how my design process continues to evolve, as it sometimes surprises me as much as anyone else. I just can’t wait to see what 2019 has in store!

PRESENTED BY

SECURITYONPOINT

GO PHISH PHISHING EMAILS

Email has become the de facto method for office communication, and the bad guys know it too. This has led to a common threat called phishing emails. A phishing email is an email that appears to come from someone you recognize, but really isn’t. The email might prompt you to reset your password by clicking on a link, contain an attachment that you’re supposed to open or may be just asking for a quick favor. In either case, it’s usually a scam and the bad guys may be trying to get you to download malware, give up your password or provide sensitive information. Let’s look at a few phishing emails that some of our customers have received.

By Jamie Maguire

High Point Networks is a value-added reseller (VAR) of information technology providing solutions to both the SMB and enterprise level markets in the upper Great Plains. They offer organizations best-in-class voice and data networking solutions, supported by the best professional services team in the region. Their solutions solve real challenges and provide measurable return on investment.

highpointnetworks.com • 728 E Beaton Dr, West Fargo FARGOINC.COM

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From: Helpdesk {mailto@admin_helpdesk@ranksfit.com} Sent: Thursday, October 12, 2017 3:39 PM Subject: Passwork Expiry Notice Your current email password expires in 24hours. Click on the Admin link below to update your account. http://hlpdskk.moy.su/mail.htn Click or tap to follow link

ADMIN or copy the following link to url and validate account: Warning!! Account owner that refuses to update his or her account within 24hours of receiving this warning will stand a risk of losing his or her account permanently.

Copyright © 2010-2017 Outlook Web, Inc. and the logos are trademarks of Outlook Web, Inc Sent from Outlook

Please see below for attached documents

Click here to view document https://tinyurl.com/y7d35tq4

Irene Allrich CBI Business Services Payroll Dept (P) 701-297-6135 The email looks like it’s coming from the helpdesk, but the email address in the “From:” field doesn’t (F) 701-297-6150 match who you would expect to see in that field. The email explains that the recipient’s password is set to expire, and they need to follow the link and log in to keep their account. However, if we hover our cursor over the link (don’t click, just hover) a small window will pop up and show us where the link will take us: “hlpdsk.moy.su”. This should be a big red flag because it does not match the email address that the email was sent from. In addition, the end of the URL, the “.su” tells us the website is registered in the Soviet Union, another red flag.

SCENARIO #1

Outlook

In addition to including Sent from links inside emails, scammers may try to imbed a link inside a seemingly benign attachment. In such cases, the email itself is usually harmless, but includes an attachment that may promptInc you to run a macro or click on a link. Most commonly these malicious attachments consist of Word Documents, PDF’s and Excel Spreadsheets.

Beware of any documents that prompt of youOutlook Web, Copyright © 2010-2017 Outlook Web, Inc. andunfamiliar the logos are trademarks to enable content or click links inside them.

receiving this warning will stand of losing or to her As people have gotten better at scrutinizing URL’s, a therisk scammers havehis begun useaccount legitimatepermanently.

URL Warning!!

Account owner that refuses to update his or her account 24hours of shortening services to hide the links. If you perform the hover test on a link and see a shortenedwithin URL from sites like tinyurl.com or ow.ly, exercise caution. or copy the following link to url and validate account: ADMIN Click or tap to follow link http://hlpdskk.moy.su/mail.htn

46

update your account.

Your current email password expires in 24hours. Click on the Admin link below to

FEBRUARY 2019

PRESENTED BY

SCENARIO #2 In this email, the scammers included the recipient’s password and attempt to blackmail the victim. The email explains that the reason the hacker has the victim’s password is because they infected the victim’s computer with malware. In addition to discovering the victim’s password, they go on to explain they have been spying on the victim and may have uncovered a few dirty secrets. The scammers are bluffing. They have simply gathered password from data breaches that have occurred elsewhere on the internet and matched them with email addresses. The scammers are counting on their victims reusing that same password and feeling guilty about their browsing habits.

From: John Johnson [mailto: johnsonjohn@outlook.com] Sent: Tuesday, July 1, 2018 1:23 PM To: Andrea Andrews <AndreaA@website.com> Subject: andreaa - password123 I am aware, password123, is your pass word. You don’t knwo me and you’re most likely wondering why you’re getting this mail, right?

Well, I placed a malware on the adult videos (Pornography) web-site and guess what, you visited this site to experience fun (you know what I mean). While you were watching videos, your browser initiated functioning as a RDP (Remote control Desktop) that has a keylogger which provided me with access to your display as well as web camera, after that, my software gathered your entire contacts from your Messenger, FB, as well as email.

What did I do?

I created a double-screen video. First part shows the video you were watching

HERE ARE FOUR TIPS TO HELP YOU IDENTIFY PHISHING EMAILS: 1.

Slow Down Slow down and read the email in its entirety. Often a lot of phishing emails contain grammatical errors, or just don’t quite make sense when read out loud.

2.

The Hover Test If an email is prompting you to click a link, move your cursor to hover over the link, but don’t click it. If you hover your cursor over the link, a small box should pop up that will show you exactly where the link is taking you. Make sure that the link makes sense in the context of the email.

3.

Check the From Field Always check the “From” field of an email carefully, and make sure the name and domain of the email address seem legitimate.

For emails you receive on phones, this is a little trickier because you need to tap the name of the sender to see the full email address the message was sent from.

4.

Check With IT When in doubt, alert your IT staff to suspicious emails, even if you already responded to the email or clicked a link inside. Your IT staff should be able to check the email with you and determine if the email is legitimate or not.

Not feeling confident? Contact High Point Networks to find out how your business will react to a customized email phishing campaign.

FARGOINC.COM

47

Recruiting101 Top 10 Things To Know About Recruiting

W

ith an unemployment rate of less than two percent in FargoMoorhead, we’re all fighting for the same employees. Between the tedious job postings, the screening of applicants, interviews and finally onboarding employees, filling a position is an expensive and time-consuming task. In fact, according to the U.C. Berkeley Institute for Research on Labor and Employment, it costs about $4,000, beyond salary and wages, to hire a new staff member. Well, Amanda Johanneck, Talent Acquisition Manager, and Tina Amerman, Director of HR and Talent Acquisition, for Bobcat Doosan have some helpful tips for the next time you’re hiring.

BY Andrew Jason PHOTOS BY Hillary Ehlen

1

Everyone is a recruiter

Hiring isn’t only up to the Human Resources department and/or the hiring manager. Employees are your best source of candidates. Teach them how to use their networks and help you source candidates.

Amanda: “This is something we work hard on in our organization.

When working with our managers, we make sure it’s not just HR that recruits for a position.

Fargo-Moorhead is a big small town, so we tell our managers “when you’re networking with others and going to different events around the area, you’re always recruiting as an ambassador for the company.”

TIps Maximize your reach on social media by getting your employees to help. Promote managers activity on LinkedIn, provide them with professional photo headshots and encourage them to share job opportunities.

A lot of your employees are probably part of professional organizations.

Have them reach out to their network. For example, if you’re looking for an accountant, talk to the other accountants in your company who are part of the North Dakota CPA society and have them request to post positions within their membership group or ask for referrals.

An employee referral program is a great way to get employees to help with recruiting. This can take the form of a bonus, or even a free lunch, if an employee refers a candidate who accepts an offer.

FARGOINC.COM

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2

Intake meetings Do them.

Every time

Amanda: “In our intake meetings, prior to any recruiting or posting of positions, we sit down with the hiring managers and get really, really clear about what the requirements for the role will look like. It’s making sure the HR person knows as much about the position as possible and for the hiring manager it’s an opportunity to flesh out and explain the position in layman’s terms. This helps the recruiter to select and source a candidate that meets those requirements.”

3

Make sure requirements and preferred qualifications are strictly mapped out. You also want to think about the position title so it’s easy for candidates to find when searching under key words.

Really think about your position postings

4

Have a social media presence

Tina: “It’s a different world recruiting now than in years past.

Even for a company that has a well-known and global brand, we have to be more proactive than reactive and sell people versus them coming to us. You have to get creative when looking for those high-quality, passive candidates with specialized skills who aren’t actively in the job search market.”

TIps At these meetings, the hiring manager should also be thinking about their onboarding plan. They should start looking at what their training looks like and think about what they’ll do the first 90 days to one year on the job in terms of employee onboarding and assimilation process to ensure high retention and a positive employee experience.

TIps With search engine optimization, a job title is critical in a job posting. This dictates what people search and what they can find. If your company has unique titles internally but externally means nothing to the candidates, it may impact your applicant pool or searching capabilities.

Applicant tracking software is extremely helpful when posting a position. There are many different systems out there designed for this purpose. If you search Capterra.com, a site that ranks software, there are more than 350 different applicant tracking software systems. Sign up for some free demos and play around with a couple to see what works best for you.

Social media is a great way for employees to find you. Indeed is a great (and free!) site to get your positions out to the public.

Amanda: “Social media presence is a really big thing. Any way that you can get your brand out there, the better. That does not mean you need to spend a lot of money connecting with people online. It does not mean you need to put a big campaign together. The process can be as easy as setting up a couple of free accounts and letting the community know what you’re up to.”

(From left to right) Janna Diggs (Talent Acquisition Specialist), Amanda Johanneck (Talent Acquisition Manager), Tina Amerman (Director of HR and Talent Acquisition) and Samantha Leingang (University Relationship Representative)

About Johanneck And Amerman

Amanda Johanneck has worked at Bobcat Doosan for eight years while Tina Amerman has worked at Bobcat Doosan for 14 years. Last year, the company recruited for over 1,000 positions.

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5

Talk about company’s culture

You need to show what you can offer your candidates. Really sell your company’s culture and benefits. Having some sort of community involvement will make it an easier sell bringing people onboard.

Tina: “It’s not just the positions you should be showcasing on social media. Understand what your employee value proposition is and provide a glimpse of this online to ensure it aligns with their values.”

7

Build a pipeline

Amanda: “The more aligned and specific you can get on this, the better. If the candidate already knows what you’re like and you’re making it really clear what your organization is like right from the start of the interviewing process, the better the chance the candidate will be the right match for your organization and you’re the right match for that candidate.”

6

A positive candidate experience is a MUST

Not getting back to candidates or waiting too long to reach out to them will leave a bad impression. Remember, when you’re interviewing a candidate, they are also interviewing you.

Amanda: “I guarantee that every single organization in FargoMoorhead could work on this. A good candidate experience is a must. The unemployment rate is just too low in our area to not be responsive and not be thinking of what the candidate is feeling.”

TIps With how small the FM area is, word travels fast, so if a candidate has a bad experience, they might spread the word to other potential employees, which hurts your future chances in hiring or even impact your bottom line.

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Tina: “We’ve seen an increase in boomerang employees.

Meaning those who have left the company and come back to work for us. They bring back a fresh perspective, are cost effective from an onboarding perspective and their fit is not a guess.”

TIps Having the conversation with employees about when they’re retiring can be a touchy subject.

Consider making it part of your annual reviews to discuss employee’s long-term goals.

Encouraging employees to give a 60-90 day notice before their retirement is also a good plan. This will hopefully allow you to bring somebody onboard in time to train with the outgoing employee.

TIps A common benefit for employees that can go a long way in showing your corporation’s community involvement, and is relatively affordable, is volunteer time off.

Consider giving employees time off to use for volunteering.

Keep up relationships/ maintain communication with previous top applicants. Silver medalists for other positions can sometimes be the perfect fit for a different position. Also, consider boomerang employees; employees who have left and may want to come back.

8

Consider your hiring mix

Don’t forget about internal applicants. Encourage career advancement and developmental roles for your key employees.

Amanda: “It’s important to make sure you’re looking at your internal employees as well and to create advancement opportunities for them. One of the things we do when we post a position is open it first internally or simultaneously with the external posting. All internal candidates are considered first. A conversation is had with all internal applicants so that if they apply – even if they aren’t the right fit – there is a development conversation that happens with them about how they can be a stronger candidate the next time.”

9

Establish relationships with groups and businesses in our community It’s always a good idea to cultivate relationships with organizations like the Economic Workforce Development, Job Service or third-party recruiters/ agencies. Partnering with schools is also an easy way to get in front of some early upand-coming talent.

Amanda: “Working with schools is the one strategy that we have done a really good job with. We partner with all the schools in the area and get our brand in front of those kids before they’re even thinking about graduating.

It’s a perfect way for students to see and understand what it’s like to work in the real world. But, it’s also perfect for us because we get the chance to get help with certain projects that need extra attention, but don’t justify a fulltime hire.”

TIps You can even work with professors on specific projects, so you don’t have to necessarily bring an intern on your payroll. Operation Intern is also an extremely helpful resource from the state. This program will reimburse, to a certain amount, select employers for internships. New recommendations for this program will be put forth in the 2019 legislative session, so watch operationintern.com for more information.

10

Focus more on workforce planning

TIps It’s important to try and find that sweet spot when an employee is leaving their position and when you bring a new employee on. That way the employee leaving will have the opportunity to train the new employee.

As an organization, consider forecasting your workforce needs. Discuss, as a leadership team, where your areas of growth are and the impact to your talent bench strength.

Tina: “Workforce planning is about developing a proactive approach to talent acquisition and identifying gaps in your workforce today and future needs to meet business objectives. Also consider metrics like retention, time to fill, projected retirements, etc.”

BY Mark Puppe

Getting Real About Business w/ Mark Puppe

Apex Engineering Group The entrepreneurial mindset making traffic, water and revenue flow in Fargo.

Meet Mark Puppe Mark Puppe develops communication strategies and written content as owner of Master Manuscripts. He has advocated for small business professionally at the National Federation of Independent Business and Professional Insurance Agents of North Dakota, and does what he can to ensure entrepreneurs get the credit, protection and veneration they deserve.

His contributed pieces introduce, showcase and personify the real, imminent, yet often overlooked and unknown responsibilities that small business owners experience, endure and strive to overcome.

N

ext time you use the sink or turn around to flush, take a moment to ponder where that water goes and another to celebrate its departure. The government probably pays to maintain and operate the system, but independent business probably designed it, coordinated its implementation and continues advising its utility.

Civil engineers, we salute you! Absent their expertise, structures would tumble and the systems enabling water and traffic to flow could not exist. Nonetheless, consumers still deserve confidence in these engineering firmsâ&#x20AC;&#x2122; entrepreneurial character, business aptitude and loyalty to clientsâ&#x20AC;&#x2122; interests.

Do you ever use water in Moorhead, send it down a north Fargo drain or travel on 13th Avenue South from West Acres and into West Fargo? Maybe you recognize the Essentia vicinity on 32nd Avenue South. If yes, Apex

Engineering Group and its partners streamline your day. There are many other examples, but the scale is set.

When Apex has engineering responsibility for so many high-profile, influential and vital projects in our own area, the company is obviously most qualified to discuss how water and traffic infrastructures and the engineering profession impact our ecosystem, personal pocketbooks and intimate wellbeing.

We quickly forget those annoying orange traffic barrels and mergers but rarely FARGOINC.COM

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“Apex has reengineered engineering, so we behave accordingly.

This is not how typical businesses do things. Good thing we’re not a typical business.”

BUSINESS

WISDOM WILLIAM GALVIN Giga-Green Technologies

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even consider the waterlines installed. “That's the best PR we could have,” said Apex principal Tom Welle. “It means there haven’t been any problems and we’re doing our job well.”

Hold it. We all appreciate problem-free projects, but that paradoxical PR perspective triggers questions about Apex itself. Businesses aren’t supposed to think that way.

Plus, if Apex aspires for silence, who holds it accountable?

Especially when its projects financially and logistically influence so many people?

What business decisions enable it to grow - and grow without advertising, talking on television or thousands of Facebook friends? Where did this mega-trusted engineering firm come from?

Every entrepreneur knows, there comes a time when you just need to take the plunge.

For those who founded Apex, it was November 2010. Twenty

impassioned engineers were frustrated by schemes that restricted their potential and breached the business values they shared with each other and myriad engineering clientele.

memberships emboldens Apex.

It’s taken less than eight years to do this, and it’s happening right in front of us, but without us knowing Apex as a name.

What’s going on? I don’t want to talk engineering anyway.

Rather than allowing opportunity to drain and frustration to perpetuate, they locked arms to launch Apex, staffing offices in Bismarck and Fargo and enlisting a director to manage an influx of business.

“We don’t settle for ‘This is how we’ve always done it,’” says Apex Principal Dain Miller.

Today, Apex employs 70 employees in four cities and has acquired, completed and continually manages a large enough scope and scale of projects to rightfully say that almost everyone in our area, knowingly or unknowingly, trusts them with work that we cannot take for granted.

All, and I mean all, engineers deserve big-time gratitude.

However, clearly more than engineering aptitude, credentials and association

I remind Mr. Miller that eight years is a pretty short “always,” but am politely reminded that Apex founders were experienced engineers in 2010 who saw a need for things to be done differently, and they consider Apex their collective call to fulfill it.

Welle adds, “Apex has reengineered engineering, so we behave accordingly. This is not how typical businesses do things. Good thing we’re not a typical business.”

Interesting. Rather than purport perfection or rattle off awards I’d never remember, Welle

When it comes to company credit cards, only give those in your company authorization to make purchases, and limit their spending amounts. This is the exact model you should have for your company data across the board.

Individuals should only have access to information that they need to perform their job roles.

and Miller introduce Apex as a business performing to elevated professional standards that align with its own values. That’s a confident identity, and it’s not typical.

However, we scheduled our draw a week ago, so they were ready to say something stunning. I will not easily be swept off my feet. I will dig.

Talking business with Apex revealed that the firm does not revel in silence. Instead, it has minimal need to talk.

Accordingly, this column became Apex’s chance to profess its merit, and by doing so, Apex shared insights that just might help bolster more businesses’ bottom lines and consumers’ appreciation of the water none can live without.

Qualified employees are a hot commodity. According to the Bureau of Labor Statistics, Fargo’s unemployment was 1.9 percent in Dec. 2018. On top of that, doors everywhere are open wide to science, technology, engineering and mathematics graduates, so keeping them here is challenging.

However, Apex grew from 20 to 70 full-time employees in less than eight years. What employment strategies can fellow employers consider?

Cultivate the field.

“We appear as guest lecturers on campus and participate in career-oriented student organizations. Plus, we’ve been accepting interns since we started,” says Apex Associate Tim Paustian. “Students recognize us as not only accessible professionals, but as the people we are."

A lot can be said for instructors who personify textbooks and professions. Business owners can appreciate and embrace area colleges and technical schools that recognize the functional credibility guest lecturers and internships add to academia.

However, that’s a classroom and new hires. Don’t employees bolt first chance they get? Turnover is a constant and expensive threat.

Environmental engineer Michael Quamme says, “Apex offers opportunities to work alongside and learn from a group of established leaders in the engineering industry. As a young engineer, this combination is difficult to come by and would be difficult to achieve without the opportunities Apex provides.”

Quamme launched his career while interning at Apex and has since contributed six consecutive years of professional achievements and identity to the firm. He’s never

sensed a gap between himself, the veterans or decisionmakers at Apex. That synergy hurts nothing except the competition.

Prairie Business affirms that synergy by having listed Apex among the 50 Best Places to Work the past two years. Apex graciously accepts the honor and displays it around the office (printed on coasters) yet considers it a pat on the back rather than cause to build a display case.

Respect and opportunities instill enthusiasm among Apex employees, the professionals whom customers, just like the students, recognize as accessible and credible. We look up and see the business standing upon values rather than teetering on tactics.

So, who leads Apex? The leadership composite at ApexEngGroup.com identifies Mike Berg as the third and final principal for me to accost. He echoes the others by discussing values all customers share and concepts every employer, regardless of industry, might

BUSINESS

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FEBRUARY 2019

want to consider.

“Everyone at Apex is an entrepreneur every day,” says Berg. This value-inspired, projectbased growth strategy generates 75 percent of the firm’s business activity.

Berg says, “There’s very little hierarchy at Apex; things are flat, so-to-speak. Everyone is impassioned about the profession Mike Berg and unwilling to compromise it for What about the other the sake of getting a project.

25 percent and rate of increase We don’t sacrifice results for to accommodate the rapid convenience or customers’ growth? Can Apex thank interests for ours.” the oil boom for that? That helped, but Apex also knew “We’re out helping clients 100-dollar oil would not last meet their goals. If there’s a forever. “Focusing on the hereway to minimize their cost, we and-now keeps our growth do it," he added. "If there’s an reasonable, cost-effective and issue, we solve it, but problem based on our business rather prevention is paramount and than external forces beyond our we’re proud that clients talk control," said Associate Karla about our ability to provide it.”

Olson in Fargo.

Berg explained that Apex considers every customer relationship a professional endorsement and more marketable than industry evaluations. He’s right.

Customers keep businesses afloat and write the reviews people read. Competitors attend the same conventions and advertise against you.

Speaking of growth, Apex is primary in Fargo’s ability to monetize treated wastewater.

Fargo sells treated wastewater to the Casselton ethanol plant, and Dickinson, another Apex client, sells its own treated wastewater to an oil refinery. Of course, these are not the most glamorous projects, but they will continue generating non-tax revenue for cities like ours.

Let’s connect some dots: telling employees to pay their dues or restrict aspirations to a job description inspires them to pursue and often begin another business where they will be valued, enabled to collaborate alongside or be leaders who relish aggregate success because hierarchy and status quo barely exist.

This business likely thrives by holding itself accountable to the business values the founders share, professional standards transcending industry norms and stalwart commitment to providing customers an experience positive beyond expectation.

The customer relationships and project results then market themselves and enable the business to grow based upon qualifications rather than proclamation.

Judging from what Apex has accomplished in less than last eight years and where it’s positioned to go next, there’s a lot of wisdom in its PR perspective.

"I truly enjoy helping people and taking care of them. I feel a sense of value when I get a genuine 'thank you' from my customers. They are trusting my team, which is why we do our very best to meet their needs."

TELLWELL TIDBITS

BY Marisa Jackels and Max Kringen

H

i, we’re Tellwell, a Fargo-based storytelling agency. We’re a team of videographers, project managers, designers, social strategists, and writers (hi). And this is Tellwell Tidbits, a place where we’re excited to share things about creating a creative workspace, weird benefits packages, establishing core norms vs core values, tools that make our lives easier, “gamifying” internal processes and building culture.

We’re not here to rattle off wisdom while puffing a stovepipe and leaning back in our chairs. Heck, if our company was a person, we’d be a toddler. What we want to do here is invite you into our journey. Whether you’re a fledgling entrepreneur with a team of one or a seasoned executive with a 50-year-old company — we’re here to humbly share, as we like to say, the “fears, hopes, and dreams” of who we are and all that we continue to learn. Thanks for joining us!

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The Wonderful Worth of “Weird” Benefits

it to invest in your people.

Benefits can be a tricky topic for companies— especially in the early years. There are certain benefits that are traditionally expected of an organization: things like healthcare, retirement and paid vacation time, for instance. However, if you’re a smaller organization, benefits packages can often seem financially overwhelming or unaffordable. It’s often hard to know when it’s “worth it” or not.

This philosophy is one we have taken to heart at Tellwell. We believe that if you feel good outside of work, you bring that into your work. And while we may not be able to offer some of the benefits that larger companies might, we’ve found success in offering more unique benefits that cater to our team and our culture.

David Meyer, business coach and author of Start Your Own Business, Grow Your Business, argues that providing a good benefits package is always worth it. He writes: “While going without benefits may boost your bottom line in the short run, that pennywise philosophy could strangle your business’s chances for long-term prosperity.”

He goes on to say that when employees are given benefits they value, they’re less likely to quit and are often more productive. In other words: It’s worth

A company we see as a role model when it comes to culture and unique benefits is South Dakota-based agency Lemonly. In their article “Employee Benefits at Lemonly,” founder John T. Meyer writes, “I think the push that we needed at Lemonly to really ignite the culture was to embrace transparency and share the good news of our culture.”

We agree. And it is in this spirit that we’re sharing a few of our own examples. We hope you’ll consider this in terms of your own organizations: What are some unique benefits that would be a fit for your team?

BRITTA THE PHOTOGRAPHER

Why Your “Weird” Benefits Matter

Pet adoption

Coffee

Gym memberships

Uber rides

Many companies are integrating pet-friendly office policies. As a team of pet-lovers, we encourage our team to support our local adoption agencies and give new pets a home with a pet adoption benefit: we’ll reimburse up to $200 for pet adoption and supplies for a new furry family member.

Coffee keeps us running.

Team up with a local coffee shop to keep your team going with their local fave!

Potlucks and treats are common to see in the break room; we used to have a box of donuts almost weekly! Instead, refocus on how you can make physical wellness a priority by encouraging each other to exercise and eat well. Try covering a gym membership benefit as a part of that initiative.

Everyone enjoys a happy hour cocktail or two!

Providing Uber coverage is a fun, affordable way to show employees you care about them and ensure they always have a safe ride home.

Re-weeks + 3 weeks

Bubbles + grub

Counseling coverage

Equipment

More and more, employees are valuing flexible time off. And sometimes, a preestablished “break” can work wonders for boosting productivity. For Tellwell vacation time, we offer two built-in vacation weeks: the week between Christmas and New Year’s and the week of 4th of July. We used to call them “dead weeks,” but thanks to one of our partners at Choice Bank (thanks, Shelley Szudera!) we now call them our “Re-weeks” — a chance to refresh, relax and re-energize. In addition, employees are expected to take at least 3 additional weeks off each year.

Your snacks and drinks are a great opportunity to cater to your team and show off company culture.

At Tellwell, we keep a well-stocked fridge of La Croix, Spindrift, Diet Coke and other team favorites along with snack food like granola bars, chips and hummus, and of course…

EGGO waffles. *cue Stranger Things theme* Take a poll and find out what your team likes!

Sometimes something as small as a surprise delivery of treats can make a lasting impression for months.

A person’s overall health is composed of many facets: mental, physical, financial, spiritual, emotional. Real self-care should be a priority; not only bubble bath self-care, but the real, difficult, vulnerable type of care. That said, offering no-questions-asked counseling coverage and encouraging teammates to utilize local counseling services whenever they need can be a great asset to your benefits package.

What equipment is essential for your staff?

Employees not only feel cared for when they’re equipment is covered; it can also be a great welcoming gift! We’re Apple nerds at Tellwell, so we hook you up with a shiny new Macbook Pro + 27 inch Apple Display so you can keep all the windows open. Make sure your team is equipped with the tools that will best set them up to succeed.

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Extra-curricular support

Health insurance

Encourage your team to exercise the brain! One of our favorites is Skillshare, an online database of courses that teach you a new skill through videos and assignments. Our teammates have used it for courses on copywriting, storyboarding, Mailchimp, After Effects, Photoshop and more.

We personally work with Blue Cross Blue Shield of North Dakota to offer a lovely medical benefits package. We pay half of a single plan. Our goal is to expand, but hey, we’re a startup! There are many local options — talk to other businesses and experts to find what works best for your business.

Simple IRA

Summer hours

Can’t afford a 401K? Try matching a percentage toward a Simple IRA instead.

Winters are long here in Fargo, so take advantage of those summer days! Encourage teammates to take half days on Fridays to get a kick-start to their weekend at the lake or other summer adventures. Research shows that productivity levels aren’t affected, and in fact may even be boosted by a little summer weekend incentive.

These are the on-paper benefits, but don’t forget about other perks that can come in the day to day; here, it’s the time we took an extra-long afternoon to watch the Stranger Things premiere, or when we all went to the movies as a team to celebrate our company birthday.

Or the surprise party bus for our Christmas party.

Or the brewery tour we did… you get the idea.

Your benefits are a place for you to infuse your company culture and show your team you understand their needs. It doesn’t have to be the list of what everyone expects; you can get playful with it!

And if you’re not yet able to offer what bigger companies offer, there are plenty of smaller, creative ways to show your team that you care.

Embrace the “weird” benefits; they make you who you are.

You tell us. What are some of your favorite benefits that you receive or offer to employees? Got more questions about the ones mentioned here?

We’re eager to hear your responses! Email us at inc@wetellwell. com, and we’d love to tell(well) you more!

BUSINESS

WISDOM HANNAH SAVOY Marketing Manager dogIDs

"Be understanding. Things come up and life happens, it's important to be understanding and compassionate for those who look up to you."

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From Suits To Sponsors

My Journey In Sales

By Craig Whitney Craig Whitney is the president and CEO of the Fargo Moorhead West Fargo Chamber of Commerce.

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any business leaders got humble starts that put them on a path to success later on. Many of us started in a service industry early in life that taught us valuable lessons about customer service, team dynamics and the value of hard work.

of it, from stocking to T-shirt pressing and making a sale. In those five years, I grew close to the owner and learned the retail process up close.

My own story started at age 14 in Iowa. At that time, you had to get a work permit at that age.

I remember even as a young teenager, I was itching to work.

My parents didnâ&#x20AC;&#x2122;t push me; it was something I was eager to start. I was hired as a part-time salesperson in a store called Midwest Sports (it is still in business to this day!). I was thrilled to learn business, work the floor and stay busy. I loved every aspect

By college, I had found work at an upscale menâ&#x20AC;&#x2122;s clothing boutique, where I got to continue learning retail. I loved that store and the business. By this point, there was no doubt in my mind I wanted to open my own store some day. I was motivated by the thought of being my own boss and continuing to sell. In fact, that thought is still in the back of my mind even today.

Never say never to a dream if the conditions are right!

After that, I went to work for a larger department store where I sold shoes. I loved it and I sold like a maniac. By my senior year of high school, I was even offered the role of department manager!

I guess you could say selling always came easy to me. I think salespeople are born with the ability to sell. It’s a skill that you can learn, but some people just have it from the get-go. I liked being able to influence and convince someone that I had the product or service for them. Early on, it was sporting goods, then shoes, then suits.

As I followed my other passion – politics – I realized I could apply sales lessons to other aspects of my career as it grew.

I did fundraising for think-tanks and charities. I sold the idea of certain political candidates. I sold sponsorships. And now, I sell the services of our Chamber and our member businesses. Those early lessons in discipline, perseverance and customer service have stuck with me. I don’t believe you do good business by sending one email to a person. I want to get on the phone. I want to get in front of

them and have meetings. To get to know their needs and how I can help.

I’ve long looked up to companies like Nordstrom and Scheels for their commitment to the customer experience and training their staff on good service. I wish we saw more of that!

Customer service isn’t about retail.

It’s not even just making a sale. It’s about a relationship. It’s treating people well, building trust and caring for their needs. It’s what we try to do at the Chamber. It’s why I thank my team and our volunteers.

We all play a part, and when you have a business that functions because of a group of people, you must acknowledge their role. You must be generous, and you must be thankful.

JACK ANDERSON, NHS INTERN

Combatting Your

KAYLA WILMARTH, MICHELS COMMUNICATIONS

ABSOLUTE MARKETING

Tips for the frequent business traveler our toothpaste and other essential toiletries are placed in single quart-sized ziploc bags containing no more than 3.4 oz of any particular item. You have your laptop, meeting notes, charging cords and maybe even a spare set of clothes, just in case there is an issue with your luggage. Most of us have our routines set for how and what is needed to pack for that upcoming business trip. But have you considered how where you stay can impact your corporate travel experience?

According to the National Household Travel Survey (NHTS), Americans make more than 405 million long-distance business trips per year. We sat down with Delta by Marriott’s Carol Johnson, Director of Sales, and Thomas Hagreen, General Manager, here in Fargo to talk about what you should be looking for when you book that next business trip and what they have done to make traveling to Fargo for business the best experience possible for their guests.

Fargo’s Delta by Marriott underwent a major renovation in April of 2017. Before the renovation, they dedicated time to talking with their guests and listening to what they wanted, particularly their guests traveling for business. “From the time that they come in to the time that they leave, they have everything that they need so that they can focus and be productive for their companies,” explained Johnson.

BY Jennifer Gades

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Technology There’s an app for that! Today, we can do nearly everything from the screen of our phones. We start our cars, access meeting notes, monitor the temperature of our homes and now we can check in to our hotels, too.

Delta offers a mobile app that allows you to check in through your phone so that by the time you walk through their doors, your room key is ready for you at the front desk. You can pick it up and head straight to your room without having to worry about spending time checking in and registering.

Convenience You’re busy. You bounce from meeting to meeting during the day and catch up with emails and notes in the evening, not to mention the dinners and networking that goes well past your standard work hours.

Don’t waste time on anything you don’t have to. Find out what amenities each hotel has to offer to make your life easier. Many are equipped computers and printers in a business center. Delta even offers a boarding pass printer. Johnson explains that “people can print all their boarding passes and everything and go right to the airport. They have it all here.”

Workspace From bottled water laid out so you can rehydrate after the plane or grab a new bottle before you hit the road to the placement and quantity of plug-ins, Delta has ensured that your workspace is set up to maximize your performance and efficiency. Do they have USB ports and enough plugins in the room?

Don’t be afraid to ask about these things. No one wants to get on the floor in their pressed suit to search for an outlet. “You can plug in your phones, your iPads, your computers and you can have them all running at the same time. You’re not crawling under any place to do that. All throughout this hotel, you will find we put plugins so that people can be sitting in the Starbucks, they could be sitting in the lounge and plugged in, in the lobby and plugged in to the furniture. Everything throughout this entire hotel makes it so easy for people to gather, to work, to do all of those things all at the same time,” Johnson said.

Security Work is important. Returning home is even more so. Your safety should always be on the top of your list when booking for travel.

Johnson and Hagreen remind us to pay particular attention to the area the hotel is located and the measures they have taken to ensure your safety. Before you book, ask if they have security cameras both inside and outside of the hotel.

Routines & Preferences When you’re home, what is your routine?

Do you have to start your day with a cup of specialty coffee? Is ending your evening with a glass of wine and your favorite TV show what gets you through the day? Continue your routine while you’re on the road as well; it may make the travel a little easier. Johnson added that “what’s nice about Starbucks for business travelers is if they don’t have the time or they’re going to the airport or whatever, they can do a grab and go for breakfast right out of Starbucks and take it with them so it makes it convenient that way for them, too.”

Spotlight

FLINT GROUP

Q: What items do you always travel with?

Alexandra Martin I always have to have hand lotion with me when I’m traveling. The air when flying is so dry and can be uncomfortable, but also no one likes shaking hands with someone with dry, scaly hands!

Nolan Schmidt Good headphones that cancel out noise well, gum (to avoid ear issues) and downloaded Spotify playlists. I once forgot to download my music before taking off (Spotify goes offline in the air) and I honestly wanted to jump out of the plane.

Children crying, plane noise, ughh.

Alex Kizima Facewipes, an extra pair of clothes if you are checking luggage, GOOD headphones, snacks (apple sauce packs and granola bars).

Simon Andrys External chargers are my necessity for travel. I’m always using my phone to discover things to do, see or eat.

Otherwise I’m capturing the moment and taking an unreasonable amount of pictures and videos.

Fitness Eating healthy and maintaining your workout routines can be challenging while you are traveling.

If this is important to you, check in to the quality of the fitness center that is available at the hotels you are looking at: do they even have one? “One of the things that we did here is that we did not go by the hotel standards of what a fitness center should be. This fitness center has been created and put together by fitness gurus, the ones that are training day in and day out,” Johnson said. They not only have state-of-the-art equipment with large screens and accessible courses, but they also have fresh fruit and cool down towels available in their fitness center.

Work-Life Balance Spending time away from family can be hard. Look for a hotel that not only has the conveniences for you but amenities your whole family can enjoy as well. “We find that with larger conventions and conferences, the husband or wife will bring their family at the end of it to enjoy the waterpark and they will build a little leisure vacation on the end of the conferences,” Johnson explained.

Rewards Most hotel chains have some sort of reward program out there. Many credit cards do as well.

Take advantage of these! You can often get extra rooms for those leisure trips or even earn gift cards and rental cars with them.

. . .

M A I , HELLO

W E N

Hiring a Newbie YOUR NEW EMPLOYEE’S FIRST JOB

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BY STEVE DUSEK

ou’ve been searching for a while, but just haven’t found the right person to fill that role. Until now. However, you are stressing – big time – because they have no work experience. At all! You think he will be able to do the job, but there’s no work history to give you the “normal” comfort level of a new employee. Go easy on yourself here. I promise you, the new employee is just as nervous as you and probably even more so.

DakotaBusinessLending.com

Clearly there was something about the individual that gave you confidence to offer the job. Maybe it was a solid educational background or an interest in what they will be doing as a hobby or a club involvement. Perhaps she has proven “get it done” abilities through sports or arts or they may even be someone you have known their whole life.

Now it is time to get him/her off on the right foot.

This first job and your guidance

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as the newbie’s first leader will set the foundation for all their jobs going forward.

Have you ever thought about that? How you set him up by setting expectations, creating professional rapport, encouraging critical thinking and establishing work habits will be the basis for how they performs at all future jobs.

If you haven’t figured it out yet, the pressure is more on you than the new employee – yikes! At a time when our state

A FEW THOUGHTS

ON GETTING THAT NEWBIE OFF ON THE RIGHT FOOT

needs thousands of more solid employees, setting newbies up for success now and in the future is critical. Most likely, the new employee is willing and anxious to do well. Take advantage of that – in the best of ways.

Now the other cool possibility, is that when you have done everything right, the employee will be a rock star, one that you want to keep and will provide significant value to your organization. Hopefully, you can keep them for a long time and recoup the investment of time you made in them as an employee, professional and person.

If you have done it right, the day that they step into your office to tell you they have accepted another job will be a hard and sad day. If it is, you will know that you had a hand in making them a valuable employee.

Take pride in knowing you had a major hand and influence to make that happen. Fly little birdie, fly!

On day one, talk about your company – the history, the mission/vision/values, the plan and objectives for the current year and how what they do ties in to where you are going.

Introduce them to the team and let them know who can help when they have questions. Encourage her to ask questions. If this is her first job, she will have many of them.

Establish a training plan for the first week, month, etc. and assign a person responsible for that training. Be sure the mentor has the ability to establish the good work habits and responsibility.

Review job responsibilities – let them know what is expected so there are no surprises.

Set expectations – what does it mean to be on time, what are the expectations of communication, what is the dress code, when can/ can’t cell phones be used, the list goes on and on. If you don’t tell them, who will?

Set aside half an hour per week for the first month or two and ask how things are going. Get specific to make sure there is understanding so you can guide or correct if needed.

This also gives you a chance to see how you have done with your plans for the new employee.

Be sure to give opportunities for growth and learning – if the newbie is doing well, give them additional assignments. Don’t be afraid to challenge them and see what they can do. Often times, you will be surprised, if not blown away, by the creativity and speed as to which a new person, who doesn’t have old, bad habits, can get things done!

On the flip side, if things are not going well – be honest and provide direction to get them on track. Give them the opportunity to correct themselves by providing the necessary communication and tools to help get them to the right place. And if, after multiple attempts, it isn’t working, that’s ok too. You may have to let him go to find work at another business.

If you have done all the above, you will know in your heart and mind that you have done everything you can to get them off on the right foot, and for whatever reason, this job just wasn’t the right fit.

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Faces of

Fargo Business

MONA TEDFORD RINDY Region Manager Bremer Wealth Management What she does...

It has been over 30 years since I started this career. In the old days we were known as “trust officers;” today we are wealth advisors, since clients wanted fiduciary management of their investment accounts and IRAs, as well as trusts. Now the bulk of our business is investment management for individuals and non-profits, as well as administration of 401Ks and ESOPs. The worst piece of advice she’s received...

“You should have a five-year plan.” Granted, this advice was given back in the 90s when time moved more slowly. Instead, I think it is vital to be engaged and always learning and open to new ideas and opportunities---who knows where they may lead?

Having a specific five-year plan could be too confining.

What the local business community to can do to help her organization...

There are so many business and personal financial strategies of which people are simply unaware that could be so beneficial to

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them. Embrace the concept of “I don’t know what I don’t know” and be open to learning about what you don’t know!

Who has contributed to her success...

Two managers, actually. My manager from many years ago who took everything in stride and let us manage our own work, as well as a present-day manager who listens, responds, encourages and supports. I’ll bet these two people have no idea how much of an impact they have had on me. Never underestimate the influence you may exert, even (or especially) unintentionally.

What characteristic she thinks every leader should have...

Humility. That it’s not about them---it’s about removing roadblocks for their people. We should be servant leaders.

The leader she’s paying attention to currently...

President Anne Blackhurst of MSUM. She has a quiet charisma that has captivated the campus and community, which I find fascinating.

Faces of

Fargo Business

JAYNE GUST Senior Public Affairs Specialist Sanford Health What she does...

I have worked for Sanford for over 12 years. I transitioned to the Public Affairs team in March of 2011. When I started in the Public Affairs department, I was responsible for community relationships with a focus on women and children, both of which are extremely important to me as a mom of four amazing children. I would say today I still spend a lot of my energies on the same areas; however, it is ever changing and the need to connect with many others is important to fully understand our community.

What keeps her up at night...

Truth is, most nights I sleep pretty well as I try to leave it “all on the court” so to speak.

But there are times where I wonder if I did enough...prayed enough...loved husband and kids enough...served and made a difference in our community enough...represented Sanford’s values in partnership and collaboration enough?

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What her “why” is...

One of my top five strengths is “Belief.” Without my own personal belief in the work I do, I wouldn’t be able to do it each and every day. My “why” is that I truly believe that Sanford Health is a wonderful healthcare organization that is made up of some of the most heroic and dedicated people. I am lucky enough to be on the team and represent Sanford in various ways, but truly, our front line staff are the people who show up each day to give selflessly of their time and expertise in order to help people, whether it be a baby in the womb...or who was just born, through all of the various stages of life...to someone at the end of a long life. Collectively, we have the ability to serve others, and I am thankful I can be a very small part in it all in helping others learn about Sanford and all we have to offer them and their families.

MEDIA RECOMMENDATIONS

“Present Over Perfect” -Shauna Niequist A refreshing and simple book that reiterates the notion of being present. The best gift we can give to others in our lives is the gift of time, so spend that time wisely being present and fully in the moment. You won’t regret making time for others!

“Start with Why” TED Talk

by Simon Sinek Great information for leaders to discern--starting with “why” instead of the “whats” and the “hows” can lead to greater success and focus.

“The 21 Irrefutable Laws of Leadership” - John C. Maxwell A great read that can be revisited time and time again.

F E B R UA RY

CALENDAR

BUSINESS EVENTS

2019 EVERY WEDNESDAY 1 Million Cups 9:15-10:15 a.m.

Join the vibrant entrepreneurial community of Fargo-Moorhead and Emerging Prairie by participating in an event filled with guest speakers, plenty of coffee, ideas and excellent networking opportunities.

Speakers: Feb. 6 Erik Hatch - Hatch Realty and Hukun Abdullahi - Afro American Development Association Feb. 13 Pastor David Vernoy - Founder of Redemption Road Feb. 20 Teague Orgeman - Co-Founder of Starting 11 Feb. 27 Intern Day at NDSU Barry Hall

1millioncups.com/fargo The Stage at Island Park 333 4th St. S., Fargo

FEBRUARY 5 Eggs & Issues: The State of North Dakota’s Workforce Tuesday, Feb. 5 from 7:30-9 a.m.

This Eggs & Issues event will focus on the ability to develop, recruit and retain a qualified workforce. Michelle Kommer will share the report of recommendations developed by the Workforce Development Council – a diverse group of business and civic leaders from across the state, the process by which it was developed, and how these recommendations connect with the governor’s budget, including legislative progress-to-date. Tony Grindberg, also a Workforce Development Council member, will share legislative perspectives as well as workforce priorities for the region.

Chamber Members: $30 in advance | $35 at the door Non-Members: $40 in advance | $45 at the door fmwfchamber.com Courtyard by Marriott Fargo-Moorhead 1080 28th Ave. S., Fargo

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FEBRUARY 12 Funding Your Business Growth Tuesday, Feb. 12 from 8-9:30 a.m.

FEBRUARY 7 Business After Hours 4:30-6:30 p.m.

Business After Hours is widely recognized as the regionâ&#x20AC;&#x2122;s most effective networking opportunity. It creates and promotes business opportunities for everyone involved. The social atmosphere allows individuals to network with industry leaders, trade-show vendors and representatives of other organizations.

Steve Dusek, Dakota Business Lending and Paul Smith, Regional Director, ND Small Business Development Centers, will discuss some common financial terms, how to prepare to meet with a lender and the range of programs available to businesses. They refer to real case studies to illustrate how these programs can be effectively used and combined to meet the funding needs of companies at all phases of growth.

Eventbrite.com NDSU Research & Technology 1854 NDSU Research Cir. N., Fargo

fmwfchamber.com Holiday Inn Fargo 3803 13th Ave. S., Fargo

FEBRUARY 20 FEBRUARY 13 Foundation for Consultative Selling 11:30 a.m. to 1 p.m.

Consumers are now able to do business online without ever talking to a sales person. Traditional and transactional sales approaches no longer work. New and seasoned salespeople will learn the fundamentals of a consultative selling approach that creates win-win outcomes for their organizations and customers. This session will offer an overview of consultative selling and then dive deeper into vital sales skills like managing time effectively, focusing on priorities, and creating a compelling personal vision.

Chamber Members: $30 per person in advance | $35 at the door Non-Members: $40 in advance | $45 at the door fmwfchamber.com Hilton Garden Inn Fargo 4351 17th Ave. S., Fargo

Economic Outlook Forum Noon to 1:30 p.m.

The annual Economic Outlook Forum offers a glimpse of the various factors affecting the regional economy: energy exploration, workforce availability, technology, entrepreneurism and health care. This yearâ&#x20AC;&#x2122;s keynote speaker will be Rich Karlgaard, Publisher and Futurist at Forbes Media.

FEBRUARY 22 American Advertising Awards 2019 6:30

Come celebrate and see what work took home gold and silver ADDYs at the American Advertising Awards this year. Join the celebration honoring the achievements of the advertising industry in North Dakota. aaf-nd.org/events Avalon Event Center 2525 9th Ave S, Fargo