BOA-Heartbeat-Soundcloud-header-TEAM-2400x750-150dpi.jpg

Season’s greetings from the Small Business Community!

 

The holidays are in full swing on Main Street and it’s time to check in to make sure your small business is ready. Brent Tilson, CEO of Tilson and author of “Go Slow to Grow Fast,” shares holiday best practices for small businesses on this episode of “The Heartbeat of Main Street.”

 

iTunes-Button.gif

 

“The Heartbeat of Main Street” delivers timely insights tailored to the needs of small business owners and entrepreneurs. Featuring a rotating line-up of small business experts and industry leaders – and covering a range of topics – each episode explores the trends that have an impact on revenue creation for small business owners.

 

The series is hosted by ForbesBooks, and more information can be accessed through a dedicated home page. New episodes will appear regularly on the Small Business Community podcast page. Be sure to check back often – so you don’t miss a beat.

 

Brent Tilson:               When you're thinking about the holiday season, start all inclusively with everybody that you're going to communicate with so that you can be sensitive to not only your employees and the impacts around what could be a morale issue in the company ultimately, but also your customers.

 

Narrator:                     Welcome to “The Heartbeat of Main Street” with ForbesBooks at forbesbooks.com and Bank of America at bankofamerica.com.

 

Gregg Stebben:          I'm here with Brent Tilson. He's the president and CEO of Tilson, tilsonhr.com, also the author of the ForbesBook Go Slow to Grow Fast, How to Keep Your Company Driving and Thriving in a Fast-Paced, Competitive Business World.

 

                                   Brent, we're thrilled you're here, and we invited you here to talk with us about some HR issues that are particularly relevant today as we're getting closer to the holidays. The holidays can have some really ... companies can handle the holidays with their teams and their employees in a very successful way, I would imagine, or they can really step in it and make some real mistakes.

 

                                   And interestingly, as I've been reading your book, Go Slow to Grow Fast, your book actually centers around a company having what they think is a morale issue. Hint, hint, it's not really a morale issue. That's just a symptom, but it's so perfectly aligned with the idea of making sure that you do the right thing for your employees during the holidays, that I wanted to talk with you both about the book and things we can do as companies to handle the holidays appropriately.

 

                                   And when I bring up the idea of the holidays and dealing with employees, is this a common conversation that companies have or should have?

 

Brent Tilson:               Well thanks, Gregg. And it is a conversation that companies should be having, especially this time of year. I don't necessarily find where companies have written policies about what they should or shouldn't say during the holiday season, so it's important that people talk about it and that the management teams understand what's important, that they share with the employees, and really have a conversation around those pitfalls. As you said, they could really step in it, and people get really excited around the holiday season.

 

                                   In fact, not too long ago, we celebrated Halloween, and, years ago, Halloween was something that was very commonly celebrated. Well there's also a little darker side to Halloween, and so companies today are starting to be mindful that certain employees don't want to have these Halloween celebrations. And it's the sensitivity issue that we ... I wouldn't have imagined years ago, but so many things I see today, I would never have imagined years ago.

 

                                   And so it's important that companies have these conversations to begin to think about their employees and the excitement that they have to celebrate, but just because they may have that personal excitement at home, they have to somewhat tamper it down a little bit when they're in the office or at work.

 

Gregg Stebben:          Well, right, I mean, one of the things is you have to make sure that these kinds of things within the office are inclusive because people have different religions, different celebrations, different customs, and different traditions. And if I'm listening to this and I'm an HR person, what kind of advice can you give me for helping me discuss this with my management team to make sure we're doing the right thing when we approach it with our employees?

 

Brent Tilson:               Well the first thing I like to tell people to think about is to approach it both for internal and external. So when you're thinking about the holiday season, start all inclusively with everybody that you're going to communicate with so that you can be sensitive to not only your employees and the impacts around what could be a morale issue in the company ultimately, but also your customers. Because your customers have to be ... You need to be sensitive with them because they also have personal, whether it be religious or other sorts of traditions that they are mindful of.

 

                                   So my advice would first be think about it from encouraging the employees to see it through the lens of the recipient, the person they're talking with. So if they're certainly in an internal employee situation, be mindful that not everybody is going to be the same faith, and that we are a melting pot, and that we need to be very mindful of the words we use, how we say them, maybe even the greetings and the goodbyes, because this is the time of year when things, people tend to say different things when they meet somebody.

 

                                   And so it's about understanding through the eyes of the recipient is the first thing that they should do. And then also just be sensitive that, in the holiday season, not everyone is excited about the holiday season. So you have to be sensitive to people, how much are they really wanting you to be engaged in those sorts of discussions with them.

 

Gregg Stebben:          You made an interesting point about ... I've been asking about internal communications and relationships between employees, but there's also employees interacting with the public or the company interacting with the public, and that's another place where, if you don't manage it well, you can really alienate some very important people in your business, which is your customers.

 

Brent Tilson:               Well and people, they get lazy. I was in a very ... what I would consider somewhat of a high profile meeting this last year over the Easter time period. It was just a mixed group, and the individual who was hosting the meeting just was careless in comments towards the end, and this was actually an elected official who wasn't really thinking about what he was saying at the time, he was trying to be ... wishing everybody a good weekend. And afterwards, he reflected on what he said and he's like, "I can't believe I just did that." So just careless in reading and understanding the room, and the things you may say or may not say.

 

                                   And so, it happens to everybody, no matter where you may be, whether it's in business or in some other situation, it's just being careful of really understanding the audience that you're in, and making sure the message is tailored for that audience.

 

Gregg Stebben:          Well, two words come to mind as we're talking about this. One is training. I mean, there must be some ... there has to be some way of communicating this with your employees, or you're leaving it up to chance that they're going to get it right. So you need to, I would think, in some way or another, let employees know this is what we think is appropriate, and we want you to act in the following way.

 

                                   Which is built on awareness, because I think sometimes people say things like this elected official you were mentioning, sometimes it's just a lack of an awareness that there could be sensitivity, and once you're aware that the sensitivity is there, you think, oh, I never would've done that if I had thought about it, but I didn't have the awareness to think about it.

 

Brent Tilson:               Well, and many people ... and you're right, the training is very important, and the reason the training is important, or at least to make people aware of it. And it certainly should be done not just in a holiday spirit, it ought to be more from a sensitivity and diversity training that's all encompassing so that it's not just specific to the holidays. The holidays are an example, they certainly are a placeholder in the training for people to have to understand that there are different times of the year that you have to be even more aware of the activity, and what you might say or do.

 

                                   So in those trainings it's important to have these pieces, but it just goes so much more than that. Think about it this way, that people are at work, are in the office, far more than they are at home. But yet they bring from their home their personal beliefs and experiences, and not everybody wants that shared in the office environment. And so it's really important to understand that there's that line that individuals have to manage and monitor themselves when they bring in their personal beliefs, if you will.

 

                                   And so it's really important to understand both sides of that. There's that line that you do cross when you walk through the door.

 

Gregg Stebben:          I'm talking with Brent Tilson, he's the president and CEO of Tilson, they're at TilsonHR.com. He's also the author of the Forbes Book, Go Slow to Grow Fast, How to Keep Your Company Driving and Thriving in a Fast Paced, Competitive Business World.

 

                                   Brent, I want to change gears here a little bit and talk about another big part of the holidays in the workplace, and that is: I'm an employee, I have an expectation that I'm going to get a bonus, a gift, a raise, or maybe all three. This seems to me another place where employers have to be really strategic about what they do. I want you to talk a little bit about the things you do at Tilson, so we can then understand the kind of advice you offer to your clients around these kinds of year end issues.

 

Brent Tilson:               These are great issues to address, because you think first about raises. It's one of those things that some people just expect it annually, I'm going to get a raise. The cost of living increase or whatever it may be, and we're always very clear to articulate in our organization that while we do try, and want to be giving raises, and certainly want to keep up with the cost of living, so there's certainly that as an element, so we make sure our staff understands there's an element of raises that are a part of the overall compensation that will happen year after year.

 

                                   But then on top of that, it's going to be merit based. So if you're improving, and you're moving from one level to another level, and you've actually improved your position and/or your overall performance, then yes you will be justified to get a possibly higher raise. So we make sure it's very clear that there's a merit component to the raise piece, that way we set expectations.

 

                                   Now come to bonuses, you have those performance based bonuses and discretionary. So performance based, once again, it's going to be based on the merits, so it's very clear and they should be very clearly articulated as to when those bonuses will be paid out, so that they understand how they're doing, so you're rewarding the right type of thing.

 

                                   Oftentimes in the holidays, we get into the discretionary bonuses, and that's where people can get themselves in trouble, because if they do discretionary bonuses, and they've done it for five straight years in a row, it starts to be expected. And if some reason the company doesn't do well, or some change happens that that isn't paid out, then employees' expectations have to be better managed so that people know that it's not going to happen. We see that as a real problem, companies tend to just habitually do these year-end bonuses, they do it as a discretionary, they don't communicate it that this is not to be expected every year, then people start to think it's a part of their income. And it can be really problematic as people think they're going to use that money for Christmas gifts, or whatever they may be doing.

 

                                   So certainly those things are an issue that management really needs to talk about, because to set expectations early, and frequently, because you can't just say it once, you're going to have to say it multiple times.

 

Announcer:                 As a professional employer organization, Tilson, and one of the services you offer are payroll and benefits administration, is this the kind of thing that you and your team end up talking with your clients about?

 

                                   Want an alternative to giving bonuses?  Try these 6 easy employee benefits to reward employees from Steve Strauss. 

 

Brent Tilson:               It is. Yes, our HR team will work with our clients and we'll talk about best practices, things to think about as they're getting ready to roll out their bonuses. Because it's not just a bonus, it could be ... when you get on the technical side, sometimes bonuses are tied to 401k programs, and so that's going to be money that they think they're going to get, or making sure they articulate, okay, you're going to get $1,000.00 bonus but once taxes are done, it's not going to be that full amount, so what is your real intent? Are you wanting them to take home a full $1,000.00? Well then we have to talk about the financial implications, and the taxes, and what we call grossing it up.

 

                                   So yeah, we talk about everything from the tactical and technical components of how and what amount you want to give, to the strategy of what that impact is on the workforce.

 

Gregg Stebben:          And there's another wrinkle to this, I'm referring to a statistic from the Fall 2018 Bank of America Small Business Owner Reporthttps://newsroom.bankofamerica.com/system/files/Small_Business_Owner_Report_-_Fall_2018.pdf, which reports that 83% of small business owners planned to offer holiday related perks this year, 83%. And I'm relating that to the headlines we read about there being real problems hiring talent. I would think that if you're a small business owner, and you're not offering appropriate bonuses, gifts, or raises, you probably run the risk of losing employees.

 

Brent Tilson:               That's a real issue today. So many companies, that's one of the ... probably the number one thing we hear is keeping employees, and trying to get the talented employees to replace them when they're gone. It's a real issue. And what we're starting to see is some pressure on compensation. We're seeing companies having to put a little more money behind these roles, and these jobs that are open, and/or with the people they have today, to keep them. Because people are being pried away, and the way the world is today with the pace of things, the really top talent is being pursued.

 

 

                                   And so giving perks, and as you said, the bonuses, or gifts are just ... when you think about it at the end of the day, it's a very small gesture, but very valuable in the eyes of the employee. And things that we can do today to help keep our teams is important. Now, we don't want to buy their happiness, that's not what we're suggesting. But what we're seeing in the economy is such a strong business environment, and the economy's performing well, profits seem to be up. And if that is then likewise shared with everyone who's contributing then there starts to be a little bit of a disconnect between the employees and the employer.

 

                                   So it certainly is something that we see companies thinking more about doing this year.

 

Gregg Stebben:          Well and I would imagine at Tilson, one of the things, one of the conversations you're having with clients is even helping them quantify the cost of losing someone, or to say it another way, what's the cost of hiring somebody else? Again, in the Fall 2018 Bank of America Small Business Owner Report, 24% of small business owners said they have lost at least one employee in the last year, and 58% said they were having difficulty finding qualified candidates. So you have to factor those kinds of statistics into if we lose someone, particularly a key employee, someone with great talent, it's ... you're not only losing a person who's doing some work today for the team, you also have to factor in the time and the amount of money that it costs to replace them, if you can replace them.

 

                                   Read Rieva Lesonsky’s article, 6 Things Entrepreneurs Can Do to Attract and Retain Good Employees.

 

Brent Tilson:               Well, if you can replace them then the ramifications last for years. If you have really top talented people, when they leave, it's not just getting to that next person in the seat, it's all that knowledge that they walked out the door with. And especially if they've been there years with the company, and someone comes and kind of takes them away for a better opportunity, then the cost of turnover is substantial, and we do, we work with our companies and our clients to help them understand what are they doing, what are they putting in place to really make sure that they're keeping their top talent.

 

                                   In my book I talk about building a high performance team, and to do that you have five major categories for working with employees. How do you find them, develop, direct, motivate, and retain, and those five pieces are so critical. And companies need to make sure that they have things in place at each place along the way so that retention at the very end, is you're retaining, you actually have a strategy and a program to retain employees.

 

                                   And of course, those that are not performing, well, that falls under how do you direct them, eventually you direct them out if they're not the right people, because they can cost you dearly as well, if you have the wrong people. But those five pieces of the employment lifecycle or so critical to have it right.

 

Gregg Stebben:          I'm talking with Brent Tilson, the book he mentioned is Go Slow to Grow Fast, his new book, How to Keep Your Company Driving and Thriving in a Fast Paced, Competitive Business World. Brent is the president and CEO of Tilson at TilsonHR.com, on Twitter and Facebook @TilsonHR.

 

                                   You know, one of the things we're talking about, we can talk about here as we talk about the holidays, is how to use the power and the spirit of the holidays to actually inspire and motivate employees. Do you have tips there so that we can actually take that spirit of the holidays, and the togetherness, and use it to make our company even stronger?

 

Brent Tilson:               Absolutely. I think what we like to do, I know what I like to do, and encourage others, is this is a great time to reflect on the successes. There's so many negative things that we see in the news every day, and people ... If we just came out of an election cycle where we're all just beat up over all the negativity that can be out there, and this is a time in the holidays where people are excited. They're ready for celebration, at least you can't assume everybody, but there's a sense of that in the air.

 

                                   And so, what I like to do is let's look back and celebrate the successes we've had over the last year. Let's make sure we call these people out, and explain, and share, and celebrate with them. Whether we do it publicly in holiday parties, or you do it with a little private note that you write to them individually. But there's also things that people can do, encouraging to give back, because oftentimes when people give back, they get more out of it than just receiving. So we like to recommend, and we do internally, we do a number of different programs where we help maybe a family in need, they have different programs, I think they call them Christmas Angel type environments where a family that's in need will have a list of all the things that they could really use to help their family, and so we've done that. And people ... the generosity that flows from the staff to help these other groups just warms them, and makes them feel better about it. And it just helps create this sense of pride, as well as fellowship and kinship when people are participating in activities such as those.

 

Gregg Stebben:          Within an organization, can that kind of participation in a program kind of come from the bottom up, or the top down? I mean, could it be HR saying, "We've identified this program and we're going to participate," or is there a way to encourage employees who have ideas of their own, here's how to suggest a program that the company or your department might want to participate in?

 

Brent Tilson:               Well, in fact it is both ways. So in our company, we do have things that we suggest corporately, "Hey, this is something that we want to get involved in," typically we put it out for discussion and see kind of what we would like to celebrate and participate in this year, whether it's simply making donations to certain charities on behalf of employees, or possibly it's actually, like I just mentioned, actually doing an event where we're gathering donations.

 

                                   But what we also have is we actually have a program that we implemented in our company, where we allow people to basically, they submit a request, they can do it individually, but they get a day of paid time off for them to go to a ... either a local charity, or something that they want to give back. So they just submit it, it gets approved. It can be individually or they can do it as a group effort. And so they go and find these things, because we want people to be involved in the community, because we know the value that it provides to them and to the community. So it can be done both ways.

 

Gregg Stebben:          Well I really like the sound of that, because I ... when someone, a team or an individual sources it, and then it gets embraced by the company, even if it's just a few people within the company, that then is going to be very empowering to that person, beyond the spirit of giving, but making them feel like, "Wow, I made a real contribution both to my community, but also to my company."

 

Brent Tilson:               Oh, that's absolutely true. There's so many different programs that we've done over the years, it's fun. When they're ... when the employees and the team choose to do something, then you can see the spirit, because they have a little competition amongst themselves, they make it more fun, they ... who's going to out donate who, and you find that they've been hiding some of their donations so no one really knows how much they have until the last day, and everything shows up and one department's so thrilled that they've outdone everybody else. And it's just ... it's a camaraderie, there's so many things that it does, over and above and beyond merely just the time of giving, but there's also so many other things that just really help employees and people feel a part of something bigger than just themselves.

 

Gregg Stebben:          Brent Tilson is with us on “The Heartbeat of Main Street” with Forbes Books and Bank of America. He's the president and CEO of Tilson, they're at TilsonHR.com, he's also the author of the Forbes book, Go Slow to Grow Fast, How to Keep Your Company Driving and Thriving in a Fast Paced, Competitive Business World.

 

                                   I think we need to talk about people within your organization who, frankly, may be dreading the holidays. For one reason or another, this may not be a time of happiness for them, but it may be a time of sorrow, or struggle. And what's the best way for us as individuals, as managers, even as ... a C suite executive, to make sure those people are being acknowledged and helped in whatever way that they may need?

 

Brent Tilson:               It is a tough time of year. Many people talk about how, or you see reports, where depression actually goes up during the holidays, because possibly someone ... this is the first holiday, first Thanksgiving, without Grandma, the first time that they're not going over to somebody's house to celebrate one of the holiday events and parties. And there are so many things that are personally tough this time of year, sometimes there are great celebrations, other times they're not so.

 

                                   And I think the first thing we have to do as organizations is not be ... make things mandatory, and all inclusive, you have to allow people to make decisions on what they want to participate or not participate in. Because just purely mandating may put somebody in a really awkward situation, or trying to encourage ... we want to ... 95% participation at the company's holiday party, well, who's doing that? Is that because you want the bottom line to justify the money you spent? Or are you trying ... what's the intent there? So as managers and leaders, we really need to acknowledge that some people in the organization really just want their space, and their time.

 

                                   The other part is being sensitive to that. So if you're a manager of an organization, of employees, you may be aware, personally aware, that somebody's going to go through a tough time, so maybe it's a handwritten note, just offering them words of encouragement, without getting into specifics and details, let them know that you're thinking about them during this upcoming year, and holiday season, and just offer that open hand of a gesture of just being here to help if there's anything we can do to help.

 

                                   So it's more of just being aware, and just good, human kindness.

 

Gregg Stebben:          Is there a way, or should we be thinking about a way to make sure everyone in our organization knows that there's an easy, risk free way to ask for help if they need it? Is there a way to offer that, that's ... that will be effective, and not ... not intrusive?

 

Brent Tilson:               Well, there are. There are many programs that are just available, companies offered, often known as employee assistance programs, EAP programs, that's a little more structured, but they're designed to allow because our professionals who can actually participate in ... and you can say, "Okay, you're going into this time of year, recognize that there may be a need for you to reach out and have a conversation," and so the counselors, through these EAP programs, can talk with the employees, let them kind of work through. So it's not something that's being done internally, it's not being done by the HR manager, or really ... it could be, but really oftentimes this is such a personal thing, it needs to be done in a manner that is supportive of them, and help them, and that's why those programs are important to have for employees. Because you just really don't know all the things going on in somebody's life. And to be able to extend, and remind people, "Hey this is a time of year, don't hesitate to reach out to the EAP group and they can help you."

 

                                   And certainly there's fliers, and a lot of times there's documentation. I know we have some in our office that we circulate around, just reminding people of this information so that they receive it in multiple fashions, not just like somebody standing up, or telling people, it's actually, hey, it's on the bulletin boards, it's on the intranet site, or wherever. "Hey, don't forget about these tools that are available for you."

 

Gregg Stebben:          That way you are never singling someone out, you let them self-identify as, "Oh yes, that would be valuable to me, and I get to approach it, or take advantage it in whatever way makes sense for me, and is private, or public, a way that I want to."

 

Brent Tilson:               Well that's exactly right, I mean you may have an employee in the office going through a divorce and nobody knows about it, they've kept it quiet, but it's being very disruptive, and it's like during the holidays, and everybody's trying to figure out who's doing what, and when, and where, and that's not something you would want to single out.

 

Brent Tilson:               But if they knew they had the availability to go to ... through a program, or have somebody to talk to, to work through those needs and issues that are professionals, it certainly allows those individuals that to work through their items and not make it a part of the office.

 

Gregg Stebben:          He's Brent Tilson, he's the president and CEO of the professional employer organization, Tilson, at TilsonHR.com, on Twitter and Facebook @TilsonHR. He's also the author of the ForbesBook, Go Slow to Grow Fast. It seems counterintuitive.

 

Brent Tilson:               Well, and that's why the book title, I think works, is people want to say, "What does that mean? What do you mean go slow to grow fast?"

 

Gregg Stebben:          That's what I'm asking, what does that mean?

 

Brent Tilson:               What it means is people really need to slow down, understand their surroundings, what they're doing, where they're going, making sure they're doing the right planning, have the right things in place, put the right measurements, and tools, and think about their business before they just try to grow. I see so many companies go out and try to grow as fast as they can, only to become just a wreck on the side of the road because they just weren't prepared for what they were doing.

 

                                   So the idea of going slow is to really take the time, understand the business, understand those forces around you. I like to tell people that every year you should ask yourself what will put you out of business? And really think about those issues, so you can better prepare, because once you've thought about that, and you've done the right planning, then go grow as fast as you can.

 

Gregg Stebben:          It's interesting, as I'm reading the book, one of the things that I've really been left with, the book is called Go Slow to Grow Fast, he's Brent Tilson, he's the author. One of the things that it's really left me with that, frankly, I had never completely thought through for myself, is that growth has consequences. It has rewards, of course, but it's also not without consequences, and so if you grow too fast without the planning, that growth can actually kill you. You think it's the thing that's going to make you successful, but it may actually be the thing that kills you, because you didn't plan for it, and therefore you can't handle it.

 

Brent Tilson:               And I've seen it time and time again. And maybe it doesn't put somebody completely out of business and cause them to fail, but they grow to a certain level, they outgrow the capability of the organization, the customers get upset, they start leaving, morale starts dropping. And all the sudden the company has to move backward to re-establish itself, to try to get its feet under it again, and then they start growing. But they lost all that time because they tried to grow too fast, and they just got ahead of themselves. And it happens time and time again. And it's the idea of let's anticipate the future. If you're going to grow at 30% a year, well, what do you have to have planning wise done, you have to do even more than what you're doing if you're growing at 10% a year.

 

                                   But that doesn't happen. And so my encouragement is people really do go slow to understand, so that you don't have that high growth put you out of business.

 

Gregg Stebben:          Yeah, and the kind of problems you can have if you're not prepared for the growth is anything from cash flow to client satisfaction and losing your clients, which again, can be devastating.

 

Brent Tilson:                Absolutely.

 

Gregg Stebben:          So my last question, and this is a fun one. I hope. You've seen a lot of things in your years, and we've been talking largely about the holidays, and how to approach them from an HR perspective. Have you seen any just like really funny, or common but they shouldn't be, HR gotchas around the holidays that you can share with us? Both to entertain us, but also frankly, so that we can learn something from the story.

 

Brent Tilson:               Yeah, well one of them is I remember walking in an office, and they had mistletoe hanging, and I thought, "No, no, no, no, get that out of here." We don't need mistletoe hanging around the office.

 

Gregg Stebben:          Especially in 2018 it sounds like a really bad idea.

 

Brent Tilson:               Bad idea. So certainly that's an easy one, but that did happen, I just had to laugh.

 

                                   We all know the holiday parties, those are the things that get people in trouble. They maybe have a few too many drinks, maybe a little too comfortable in the environment, forget who they're talking to. The attire that they wear, I mean, I've been places where it's like, "Oh my goodness, I cannot believe somebody showed up wearing what they're wearing," and it's just, everybody's embarrassed by this whatever, and however.

 

Gregg Stebben:          Everybody but the person wearing it, because they don't even understand that it's embarrassing.

 

Brent Tilson:               Well, yeah, they thought that was a fun outfit for the evening.

 

Gregg Stebben:          Yes.

 

Brent Tilson:               It's like, "No, that was not quite right." So certainly you get into the gotchas of just unwelcome affection, where people just get comfortable, they think it's a fun time of year, maybe they do have an attraction to somebody, and they just kind of ... just a little overzealous, so we see those types of things happening, certainly.

 

                                   The gotchas from an HR perspective is just you want everybody to remember to keep their ...

 

Gregg Stebben:          It's a work event.

 

Brent Tilson:               It's a work event, this is not a party. This is not a night club event, and just remember that. And so, but I think the businesses owe it to themselves to make sure ... you know, like for us, we have a holiday party, we'll do a two drink ... you know, "Here, everybody gets two tickets, that's all the company's providing." And one of the things that's being recommended this year for companies is to use shared services, like the Ubers, and the Lyfts, and those types of things. And say, "Hey, go ahead as a company and pay for it." If somebody shows up, don't even hesitate to give them the opportunity, why would you want your employee to take a chance even if you're not participating in the purchase of anything, you don't want to put yourself on the front page of the paper because somebody made a mistake and it comes back on you. And so take those necessary precautions so you don't get yourself in trouble. And just don't hang the mistletoe up.

 

Gregg Stebben:          Yes. And I think Uber and Lyft is a really great idea for holiday parties. The last thing I want to ask related to this, is do we as the people at the top of the company, or the organization in the C suite, should be assume that we should be very explicit about, for instance, what is appropriate attire? Or what is appropriate behavior? So that no one can come back and say, "Well, I didn't know."

 

Brent Tilson:               Well, that's best practice. The best practice is when we have these events, and it's clear to what the attire is, what's appropriate, what's not appropriate, oftentimes that's in the dress code. But we have ... when it says that it's evening attire, or black tie, or festive, or whatever, there's so many different varieties of names, you can Google them and look. And then you can get lots of different outfits. So it's really good to be very clear as to what's expected. It just takes the pressure off of everybody.

 

                                   Also what's expected at the event. Whether or not ... be mindful, this is going back to the alcohol reference, but you are at a company event, and some companies don't have alcohol, they just, they avoid it, they don't want the issues at all. But that doesn't mean the employee's not going to have some cocktails maybe sitting there before everyone gets there. So there's elements you can't control.

 

Gregg Stebben:          Yeah.

 

Brent Tilson:               So it's important to really communicate, and that's a best practice. For all of us who are the leaders of the company, we also set the example. So while we're at these events, we also have to be mindful, everybody's watching us. And from the clothes you're wearing, to the things you're saying, to the things you're doing. So it's very important for the leaders to set the example. And the staff will follow. And I've seen certain leaders who have a little too much fun, well it doesn't take long for the staff to follow in that front. And so I think it's important for us to exhibit it.

 

Gregg Stebben:          It's funny how culture has a way of showing up everywhere, isn't it?

 

Brent Tilson:               That's why it's called culture.

 

Gregg Stebben:          Exactly. Well Brent Tilson, that's for joining us on “The Heartbeat of Main Street” with Forbes Books and Bank of America. He's the president and CEO of the professional employer organization, Tilson, at TilsonHR.com, on Twitter and Facebook, @TilsonHR. He's also the author of the Forbes book, I, I highly recommend it, How to Keep Your Company Driving and Thriving in a Fast Paced, Competitive Business World.

                                    Brent, thanks so much for joining us, and happy holidays.

 

Brent Tilson:               Thanks Gregg, appreciate it so much. Have a great holiday season.

 

Narrator:                     Thanks for listening to “The Heartbeat of Main Street” with Forbes Books at ForbesBooks.com, and Bank of America, at BankofAmerica.com.

Similar Content