Integrating Cultures After a Merger

Mergers often look great on paper – especially the dollars and sense of it. Not all mergers are successful. One of the reasons many of them aren’t as impactful as they could be, or even fail is because of company cultures that do not align.  It’s sometimes difficult, but possible to predict and proactively work to resolve. 

Management must decide which corporate culture to adopt or if they want some sort of combination of the two cultures. This is best done as closely as possible to the onset of the merger. Otherwise, the uncomfortable transition stage going from what life is for employees today vs. post-merger can lead to reduced productivity or even paralysis of the workforce.

Effectively combining two different corporate cultures requires management defining broad cultural objectives. Such objectives are laying out the ground rules of anticipated leadership structure and behavioral norms for employees. The ideal or the smoothest transition would be to try to change a little as possible. In most merger situations, one company culture will arise as more dominant than the other. It’s it important to protect that while also preserving certain parts of the other entity. Specifically, the focus should be on protecting the elements of the company culture that contributed to success.

Once the changes have been identified, management must communicate them as soon as possible. Again, with the focus on being as specific as possible. This will reduce confusion and allow for a quicker transition, avoiding unnecessary productivity losses. It is also important to allow feedback from the employees to gauge what changes are or are not working. This is the first step to deciding if further changes must be made.

If you need assistance navigating the tough road of combining cultures - let us help you! 

E-mail: info at connorcaitlin.com  Twitter: @connor_caitlin

Mergers are nail-biters...

Mergers can be tough on leadership and employees alike. After a merger or acquisition, the organizational structure of the company the employees have become accustomed to can change in a flash. Change is typically off-putting to most people. Employees may become scared that they will be no longer needed or will have to impress a new boss. All of this can lead to a lot of stress and anxiety that can slow productivity or even paralyze your work force. Therefore, it's crucial to have a plan to manage anxiety (aside from Xanax) otherwise your team will be set up for failure. 

Communication is one of the most important ways to manage merger anxiety. Let your employees know what changes will be made as soon as possible. A lot of the fear of changes from mergers is due to not knowing exactly what the changes will be. Letting your employers know exactly what to expect can help them cope with the changes sooner, minimizing anxiety. If there is no communication, it's human nature for people to come up with the worst possible scenario in their minds, thus maximizing anxiety. 

It's also very important to be as honest with your employees as possible. If your company is the one being acquired, it is likely some employees will have to be let go due to redundant positions in the two companies. It is also likely some people will have to change their role or take on additional responsibilities. Being up front with your employees you feel will be most affected will give them more time to prepare. It will also lend to a better opportunity for all of you to manage the change, allowing for a smoother transition.

If you are anticipating rough roads again, but can't see the path - let us help you! 

E-mail: info at connorcaitlin.com  Twitter: @connor_caitlin

Graduating College? Here is Something to Consider.

Getting hired right out of college is becoming tougher and tougher. Studies show that over half of recent college graduates are unemployed or underemployed. Many college graduates think getting a job out of college is all about your major and GPA; however, there are many other factors involved in getting a job fresh out of college.

Make sure you develop skills you won’t necessarily learn in the classroom. Employers are looking for graduates who are self-motivated, able to work in a team, and are willing to take risks. These skills can be learned through extracurricular activities and internships, so take advantage of these opportunities.

Don’t necessarily look for your dream job. Keep an open mind to all job opportunities and focus on what can get you to your dream job. It is not often that a fresh college graduate with limited experience will get the “perfect” position, you have to pay your dues and show employers you can the job. If you go for these stepping stone jobs, you will have a better chance of landing one, and still be on track to achieving your career goals.

Contact us at info@connorcaitlin.com for tips and tricks to developing your business skills.

The Question Everyone Hates

“What is your biggest weakness?” This question is asked in almost every job interview. It is the question that makes most candidates lie, or at least give a very weak answer. This can be a dreaded part of any interview.   

I am about to drop a truth bomb on you, so prepare yourselves. Everyone is flawed. I know, it’s crazy that you are not the only not perfect person, but it is true. I realize that everyone knows this, but that raises the question why do we feel like we all have to be? It is perfectly fine to not be perfect. It makes you human, and it might even make you more likeable.

Being honest when you answer this question shows you have humility and know that you can make improvements on yourself. If you can talk about your goals to fix your weaknesses, that is even better. Now if you really want to impress the interviewers, tell them how the role you are interviewing for will help you fulfill your goals towards improvement.

It’s okay to have flaws, and it is okay to admit them. Whether you need some work on time management, procrastination, or even need to improve your planning skills, that is okay. The important thing is to be aware of your flaws and strive to become better. Play on your strengths and use them to help you in your weaknesses.

Next time you get the dreaded question, you will be ready to answer with confidence. Admit your flaw, explain your goal to fix it, outline your plan to meet the goal, and tell them how the new position will help. You will knock it out of the park!

For tips on how to better answer interview questions, contact us at info@connorcaitlin.com.

What Our Intern Had to Say

One of my mentors favorite expression is “Plans are fluid.” This could not be truer for my life, or my internship.

Each day is a new experience. I really never know what is going to happen when I walk into the office in the morning. There is always something new to be learned and a new task to complete every single day, and I love it!

I really get to be a part of the team and help with major projects. I am pushed past my limits and forced to learn new things. I get to work with people who genuinely care about my experience and want to help me improve my skills. Not only that, but they truly value the skills that I do have. Nearly everyday, someone asks for my opinion on something because they really want to know what I think about it.

The best part is being a part of such a wonderful company culture. We talk about the “three I’s” a lot, which are intensity, integrity, and intelligence. Connor | Caitlin has all three of them. We work intelligently with intensity and integrity to solve our partners’ problems. I firmly believe Connor | Caitlin is so successful because we also employ the intensity “I” in our fun as well. When we have fun, we HAVE FUN, and we have fun all the time.

The entire environment in the office has taught me the kind of culture to look for in a company. I am exponentially more productive and happier because of Connor | Caitlin’s dedication to creating such a great place to work.

If you have questions about how to create excellent internships in your business, contact Connor | Caitlin!

info@connorcaitlin.com

Curious about Culture

Lately, there has been a plethora of information on company culture, and why it is important to attracting that so desired top talent.  Company culture would best be described as the beliefs and behaviors that determine how a company's employees interact and handle business communications.

There are several different ways you can learn about a company’s culture, even just by observing. When you take a tour of a company, look around; listen to conversations between employees, glance at the accessories in peoples’ offices, and make sure to ask questions.

It’s a smart idea to ask about your starting role in the company and how you will be evaluated. It’s very significant that the company understands your needs. Also, ask about how the company got started and what their personal values are all together.

          

There is no better insight than talking to the employees about their role in the company and the social aspect of it. Does everyone tend to get along?  Do you enjoy the working environment?  A new job is also a learning experience, which is why you should also discuss new skills you might learn or knowledge you’ll be acquiring.

Aside from asking questions and observing, make sure you do your research on the company. You can find reviews on Glassdoor, LinkedIn, and Facebook for more information. Culture is a vital part of a company, which is why it’s smart to take the time to learn about it before you take the next step. 

Please contact Connor | Caitlin at www.connorcaitlin.com for more information on company culture, and the importance of attracting top talent.

There Is Power in a Smile

George Eliot said, “Wear a smile and have friends; wear a scowl and have wrinkles.” Smiling is a very simple way to make a good impression; it can immediately change your outward appearance and therefore how people perceive you. Perception is in the details and no matter how much you care about your employees and their well being, if do not make an effort to show you care, they may never know. 

A simple smile and hello in the morning to your fellow employees can change the course of an entire day. Perhaps Susie in the corner was running late and thought the day was going to be awful and your smile will turn her morning around. Maybe George from down the hall is having trouble getting through an assignment and your smile gives him the push he needs to finish it up.

A smile says, “Hi, I’m happy to be here and I’m glad you are too.” Communications experts estimate that 80 percent of communication is non-verbal, so even if you are saying the right things, you still need to show it as well. Research also shows that even fake smiles will work, so fake it till you make it, folks.

Smiling can improve your mood, improve the mood of those around you, encourage creativity, increase brain activity, decrease stress, make your more approachable, increase your perceived trustworthiness, and a host of other things. Even all these benefits are something to smile about!

In his book How to Win Friends and Influence People, Dale Carnegie said, “A smile costs nothing, but creates so much. It enriches those who receive, without impoverishing those who give. It happens in a flash and the memory sometimes lasts forever.”

As you go about your day, make an effort to smile a few extra times.  Eventually, smiling more will become a habit and you will find yourself much better for it.

Contact Connor | Caitlin at www.connorcaitlin.com

Talent of a Lifetime

Talent is essential to everything a business does. Talent needs nurtured, tended to, and at times even created. Each member of the team brings something different to the table with their individual talents and abilities. When complacency is allowed, the talent plateaus and can even decrease.

Expecting excellence from employees and creating an environment where their talents are valued and sincerely appreciated develops exceptional employees. Having exceptional employees leads to higher output and greater results.

The question then becomes how to insure talent is truly being tended to. A lot of companies have created superior leadership and training programs. These programs allow companies to teach employees company standards and specific operating procedures.

All of this is wonderful, however it is important to consider the negative effects as well. When companies rely too heavily on these programs, they effectively toss talent management to the side. This is the exact opposite thing the programs were intended for, but it is what is happening.

Successful talent management happens daily and involves all levels of employees! When employees are directed to foster talent in each other it creates stronger teams and individuals. Talent management cannot be a once a year, or worse, once a career thing. It is a continuous process of self-improvement and awareness.

Contact Connor | Caitlin with any questions about developing talent in your business at info@connorcaitlin.com

Be a Learner!

Whenever a person is recognized as being successful, people always want to know how they did it. One thing that nearly every successful person will contribute his or her success to, is lifelong learning.

Successful people never stop learning; they learn from every opportunity they can. They’re continuously looking for new opportunities to grow and develop. This allows them to constantly be at the top of their game and know what is going on in their market.

There are tons of ways you can develop lifelong learning habits. Read a book a month, an article a day, or a newspaper every weekend. Go to a conference. Set up a training program at work. Sign up for something you have never done before. The important thing is to set goals for yourself and make sure you are making progress towards them.

Once you have your goals set, decide how you will use your new knowledge and make the most of it. Talk about what you are learning with others. Write about it in a journal, or keep notes in the margins of the book you are reading. Teach others what you have learned. Surround yourself with other lifelong learners that will challenge your ideas and push you to try new things.

If you dedicate yourself to being a lifelong learner, it will impact far more than just your professional life. Lifelong learning can create new friendships, develop new skills and hone existing skills, keep your mind sharp, help you adapt to change, lead to higher levels of self-fulfillment and it can even help make the world a better place. 

If you have any questions about lifelong learning or how you can promote it in your workplace, please contact Connor | Caitlin at www.connorcaitlin.com.

Being a Good Employer: Culture

At Connor | Caitlin, we frequently discuss company culture and how candidates can fit into a company. We know that if a candidate is not a good culture fit, it will never work out in the long run for the candidate or the business.

Merriam-Webster defines culture as “a way of thinking, behaving, or working that exists in a place or organization (such as a business).” In our blog about recruiting we discussed being known as a great employer; company culture can make or break the appeal of your company.

When thinking about the culture of your company, there are a few key points to keep in mind. The first of these is defining and living out the company vision and mission. It is important to be clear about what your company expects inside and outside of the work place. Your employees represent your company whether they are on the clock or not. However, if you do not articulate the expectations you cannot hold employees up to them.

Secondly, communicate, communicate, communicate. Communication is vital to success in anything, but if you want to create a great company culture it is definitely essential. It is important to include all levels of employees in conversations about culture and create an open, friendly environment for conversations to take place.

Lastly, team building. When a company takes time to create teams out of its employees, the company shows that it truly cares about the employees and their work environment. Team building also allows employees to come together and communicate expectations and goals.

If you have any questions about company culture, please contact Connor | Caitlin.

www.connorcaitlin.com 

Prim and Proper, Being Polite in the Workplace

Many people would be surprised at just how far being polite can further you in your career. If you are able to obtain characteristics such as being charismatic, able to share intuitive ideas, and being generous, then you will stand out in the superlative way. Aside from having those traits, there are several gestures you can make to express courtesy toward your colleagues.

Next time you’re at a work party or benefit, begin introducing people you know as if you were privileged to do so. This will show the utmost respect to your co-workers. In another sense, when someone is being introduced to you it’s important to address them by the name they told you. This means that you should not shorten their name or call them by a nickname seeing as that would be considered unprofessional and too friendly. 

Also, when first meeting someone, a polite individual will wait until the other person determines the nonsexual touch guidelines, unless it’s a handshake. It’s critical to make sure the person you are being introduced to feels comfortable at all times.

Social media has become quite a significant tool in today’s society, which sometimes can turn out to be negative.  It’s extremely significant to always keep your personal social media sites objective and professional. In addition to social media, one should never gossip over the Internet or in person. It’s often difficult to resist the inside scoop about a particular person or event, but the civil way to go about this would be to simply ignore it.

However, something a polite individual should never ignore is the elephant in the room. For instance, if a colleague’s family member passed away it would be considerate to briefly express your condolences. Most prominently, when being polite you should never push your opinions or judge someone. 

Always try to keep an open mind when it comes to specific subject matters or people. Remember, polite people never stop being polite, and once you are you will begin to see that your colleagues will think more highly of you.

Contact Connor | Caitlin Talent Solutions at www.connorcaitlin.com for more information. 

Finding a purple squirrel, part 2.

In the first installment  of this post,which can be read here, the top five things a company should know about recruiting were discussed. Today we will tell you the next five.

1.)    Be known as a great employer! If you want candidates to want to work for your company, you need to give them a reason to work for you. By creating a great work environment and company culture, you will establish your company as one that people want to work for. It is impossible to attract the highest quality candidates if no one wants to work for you.

2.)    Check references. This one should really go without saying, but many employers do not consistently check references. When you contact the references a candidate provides, you get to hear about the candidate from another perspective and learn more about them. The more you know about a candidate before you hire them, the better prepared you can be to meet their needs and create success for both parties.

3.)    Write GREAT job descriptions. The more information you can give about a job, the better-prepared candidates can be to tell you about experiences relevant to what you are looking for. If the job description is vague, you end up with applications from people who are not qualified and not at all what you are looking for. While poor applicants will never be fully eliminated, having specific job descriptions can help decrease the number you will have to go through. 

4.)    Quality > Quantity. In the last post, we told you to improve your candidate pool. That does not mean expand your pool. It is perfectly okay to only have a handful of candidates rather than an entire stack. You are looking to hire the best person for the job, so you need quality candidates instead of a large quantity. That being said, if you have a large number of qualified candidates, you should certainly look at them all.

5.)    Remember, they’re looking too. A lot of attention is focused on what you should look for in a candidate, but it is vital to remember that candidates are looking at the company as well. In the technological era we live in, access to information is at an all time high. Your company needs to make sure that potential candidates can find good, reliable information on the business.

Connor|Caitlin would be thrilled to help you with your recruiting needs. Contact us with any questions or items you need assistance with.

www.connorcaitlin.com

Bossiness, Leadership, Compassion, Strength: What does the workforce want from women?

So you’re a woman in business and you want to be a leader, but what does that really mean for your behavior? This is a question women have been asking for decades, and the latest research may be able to help answer it.

According to new psychology research, strength and "niceness" account for 90 percent of our opinion of a person. Women have been told that in the workplace these two personality attributes are opposites, but that is not the case.

Research, done by Jack Zeneger and Joseph Folkman, shows the chance of a person who is strongly disliked being considered a good leader is 1 in 2,000. This tells us if you are not perceived as a nice person initially, it will be more difficult for you to demonstrate if you have skills and strength.

The majority of leaders begin with showing strength which projects that they are dominant and overbearing, therefore untrustworthy. However, the best way to become a good and trusted leader is to begin with warmth. Warmth creates a clear path to influence. Zig Ziglar may have said it best when he said, “People don’t care how much you know until they know how much you care.”

Even with all the new research and more answers for women in the workplace, there is no hard and fast solution to finding a balance between compassion and strength. Thanks to the abundance of accessible research, women today can be more prepared and better equipped to handle all that the world of business can throw at them. The most important thing to realize is that every work environment is different and it is important to always remain true to you.


If you have any questions about how your business can help the women in your workplace succeed, or if you personally have any questions, please contact Connor|Caitlin.



www.connorcaitlin.com

How to become a Marketing Sage

In any business, marketing strategies serve as one of the central objectives in the company’s success. Diversity is very important when it comes to marketing, because the more strategies, the better. 

One very common strategy would be partnering with allies. Marketing partnerships have a lot of benefits, such as: exposing your company to new audiences, partnerships are cheaper, and success is seen more quickly. With that being said, helping customers solve their problems is a vital approach as well. A business is intended to provide solutions by listening and responding to their clients, creating campaigns, and creating apps. Apps and campaigns are noble sources for clients to receive information and keep up to date on the company’s progress.

No matter the business, your customers are always interested in interacting with your company. Creating online tools, such as social media, are the more upcoming forms of communication. Once a company’s marketing strategies are becoming successful, it’s always a smart idea to create a more personal relationship with clients. When companies are willing to be actively involved with their customers it often creates a more comfortable environment. These marketing strategies are the building blocks of a prosperous company.

Contact Connor|Caitlin Talent Solutions at www.connorcaitlin.com for additional information on marketing strategies. 

My intern is...filing paperwork? Not today!

A summer internship can be the dream of both the student and the employer.  But how to really get the most out of the student that will be in your office for the next twelve weeks?  This will probably not include filing paperwork and getting coffee.  A great internship experience starts with the program.

Once an employer has decided they want to take on an intern, this is where the fun can begin.

Designing a program to use the full potential of the student is key.  Work with your intern's strengths.  If you decide you want a marketing major, then use their marketing knowledge, (even though it may be limited), to design new marketing pieces for the next quarter.  This allows the intern to actually learn what businesses expect in the real world, and also allows them to feel as though they are truly contributing to the success, therefore having a more positive overall experience.

Throughout the course of the internship, keep an eye on the young member of the team, to truly determine what they are excelling at, and then give them tasks that they will be sure to accomplish successfully.  While building their confidence, you are getting more out of the intern than just your daily cup of coffee.

A positive experience by an intern reflects well on your company.  This can be achieved by seeing the intern as a true member of the team, if even only for a short while.  Treat them as though they are valued, and they will bring value to you.

If you want career advice, such as how to set up an internship program, or where to look for internships, please contact Connor|Caitlin.

The After-Graduation Black Hole

Congratulations Class of 2015!

Now that you've hit the major milestone of graduating from college, it’s time to enter the working world.  Some of you may already have job offers, and some may still be discovering themselves, but we can all benefit from job/career advice. 

Business professionals have long since stated the importance of networking, and that is still a large part to the success of many careers today.  Networking, meeting people from all specialties and industries will open your eyes to opportunities that you never even thought about, or knew existed.  Plus, down the road, you never know when one of those connections you made will come in handy.

 

Here’s a fun one.  As a recent college graduate, learn to let your parents help you find the right position.  Parents always want their kids to succeed, and will do anything in their power to help.  While this may seem like you are reverting back to your childhood, trust me, it will help in the end. They know people that they can trust, and people always love to help others.

Forget about your age.  Present yourself as you want others to see you.  Never say “I know I’m young, but…”  This will only get the interviewers thinking about how young you really are, and if you have what it takes to make it at that company.  Instead, present yourself as a professional.  Leave them wondering how old you really are, because you present yourself as a seasoned professional.  Don’t be intimidated by those who are older and wiser, and learn from their experiences that they are willing to share.

Read articles, google the company you are interviewing for, and meet everyone you can.  You will find your niche.

If you want help discovering your career path, please contact Connor|Caitlin. 

The new age of the Millennial

Millennials are such a popular topic of conversation these days, so I would like to expand on our previous post from last week on Millennials. 

For those who are not a part of the millennial generation, you may have been taught early in your career that relocation would be a part of your life.  For millennials, this has not necessarily been the case.  This generation typically is one that would rather stay where they are comfortable, and where they can have a good, but maybe not great job.  However, relocation can be a possibility, even internationally, if approached the right way. 

Millennials need to feel that they aren't alone.  We are social creatures, so continuing that openness as we move to a new location is key.  Setting up lunches, after-hours activities and other outings with folks from the hiring company are just a few of the steps that need to be taken to make relocation a reality for millennials.

Putting together a relocation package, (I’m not talking just money!) could be the catalyst that helps a young professional move.  This package needs to include housing information, realtors that they can trust, things to do in the area, the best neighborhoods near the office, and much more.  This can be instrumental to the success of a relocation.  Since not adjusting to a new environment is the top reason for a negative relocation, hiring companies should do everything in their power to ensure the successful move of any professional.

A relocating Millennial should be given the same attention that would be given to a more seasoned professional, and sometimes even more so.  With the changing workforce, companies need to adapt to the new ways of the millennials.

If you need help attracting top talent like millennials, please contact a practice leader at Connor|Caitlin. 

Infographic from http://kevincsnyder.com/millennials-millennials-millennials

What the heck is a Millennial, and what do I need to know about them?

Millennials are the newest and fastest growing generation in America’s work force. Millennials are people who were born in the 1980s or 1990s. Just like every generation before them, millennials are being misunderstood by the generation before them. Really though, millennials are more like Generation X members than they are different. If you are hiring millennials, and you should be, here are the top three things you need to know about the new kids on the block.

1. Grace Hopper said, “The most dangerous phrase in the language is “we've always done it this way.”” Members of the millennial generation believe this is the truest thing ever said. They are eager to make a difference and want to be a part of key decisions. They do not like doing grunt work “just because,” and they will stand up for themselves more than any generation before them. Millennials know that change is constant, and they believe in using change for good.

2. Leading off of that point, millennials are not as motivated by money. What, you’re asking, money does not matter to them? Of course it matters to them, but they are also very motivated by making a difference and discovering the world around them. Perhaps instead of offering pay raises, your company might consider offering extended vacation time for young employees to travel abroad, or maybe an extensive training program in a new sector of the industry.  

3. The last thing you need to know is a two-part point. Millennials are excellent multitaskers. A lot of this is attributed to the fact that they grew up surrounded by technology. So do not hesitate to ask the young guy in the corner office to help with your social media presence while he is working on a new data system. Millennials enjoy a challenge and they are well prepared for them.  

If you have any questions about millennials or want to find some fresh thinkers for your company contact Connor|Caitlin.  

Bringing value to Coatings, not just through paint.

At Connor|Caitlin, we work exclusively in the Coatings industry.  With our 40 years of combined experience, we know our market and the major players.  However, we like to stay knowledgeable of the history of some of the top coatings companies.  Today I’m going to give a brief overview of The Valspar Corporation, to give an idea of why we value companies such as them. 

The Valspar Corporation is the sixth largest international paint and coating company in the world, currently based in Minneapolis, Minnesota. Valspar stocks customers in over 100 countries with an extensive range of high quality coatings and paint products.  Valspar’s motto is, “If it matters, we’re on it”, what an ideal way to grab the attention of customers and investors.

Valspar is associated with many other brands, such as: Cabot, Guardsman, House of Kolor, De Beer, Inver, Huarun, Wattyl, Solver, PlastiKote, and more. With their wide range of investors, Valspar showcases integrity and stewardship. Beyond all, the most imperative ambition for Valspar is to maintain an accident-free work setting in order for their employees to stay safe.

Valspar’s leadership, commitment, and investment aspects ensure their potential customers nothing but success and high quality. This company explains how they are committed to creating a long-term relationship with customers, employees, and suppliers. As long as it’s important to you, it’s important to Valspar.

Companies like Valspar are what make our industry shine.  If you are a top company looking for top talent, or talent looking for the top companies, please contact a practice leader at Connor|Caitlin.

Facts courtesy of http://www.valspar.com 

Pay me now or pay someone else later...

The Wall Street Journal had a great article this past Tuesday on how the rebounding economy is placing pressure on employers to raise wages or suffer turnover.  The economic indicators are strong. Growth companies are hiring which means opportunities to move to better paying jobs is a reality for key players looking to jump ship. While most good companies get lower unemployment is good for business, a lot of companies fail to realize that not addressing the wage gap from recessionary times doesn't just go away, it leads to decisions. 

People vote and they vote with their feet, if employers are careless about righting the wage constraints that impacted their business a few years ago, they will pay either way.  Great employers understand the direct impact that turnover has on productivity, training costs and employee morale.  In other words, to compete in the war for talent, a top grading company must be mindful that compensation is a big reason for the decision to leave.   

Worth and value are in the bucket of reasons good employees stay or leave but failing to look hard what you pay people is a key ingredient in the recipe for turnover.  In the end, paying your top talent their worth today is important but really understanding what that worth is may be a challenge.  Top talent will find it out what their worth is but usually this involves them giving their notice to really hit you in the face. 

If you have questions about wage modeling or talent strategy, contact one of our practice leaders at Connor|Caitlin.