Carlson Capital Management’s Post

Earlier this week, I was honored to receive the FBI's Human Resources Division Outstanding Employee of the Year Innovation Award 2023. 🎉 The recognition was a complete surprise, presented to me during our division's all-hands meeting. Luckily, due to the beautiful machinations of my management, peers, and team members, my outfit was top tier and I was ready for the moment (please disregard that I forgot to take a picture with the award before I left for the day 😆). I am still taking in this incredible accolade and all that it means to see so much of my 2023 recognized: • Late nights studying brand research, campaign, social media, event and platform data decks. My calculator remains my best friend lol. • Copious strategy meetings, briefings, PowerPoint decks and white papers to align both internal and external partners and vendors. • Employer brand concepts tested and retested for viability, adjusted to increase impact and deployed across several channels at the same time (😅). • Learning more about budgets, federal contracts, SOWs/PWSs, and procurement than I care to admit. • New marketing tactics deployed and then replaced to stay ahead of threats to our recruitment funnel and the stunning results of double-digit growth YoY. It would be remiss of me to leave out the many, many people who provided the absolutely essential support - both inside and outside the office. People I personally connected with after receiving my award. In this instance, I want to call out my 2023 ride or dies. These individuals gave me the space to make mistakes, agreed to be led by me even when they couldn't see the whole vision, empowered me when I pushed for impactful change vs "quick wins," encouraged me to make this role mine, stayed late with me MANY times, advocated for me in rooms I couldn't be in and continue to be my champions to this day. I could not have done this without you: Velicia Jerus Darquenne Ruth Back Kimberly Jackson Kristin J. Angela Zimmermann, PhD @Dean Anne Campbell #Recognition #InnovationAward #EmployeeOfTheYear #HRDivision #FBI #FBIJobs #Grateful #Thankful #EmployerMarketing #Marketing #EmployerBrand

In the current time, employee welfare and engagement is crucial to keep your business up & Running. What are you doing to focus on Employee Care? #EmployeeCare #Engagement #CollaborativeEnvironment #WorkLifeBalance

Need a reason to buy Awards for your employees? Research shows that employees who receive regular recognition are 5X more likely to feel valued and appreciated, 6X more likely to invest in their work, and 7X more likely to stay with their current employer for at least another year. 🏆 🌟 Reach out and let's talk awards! 🤩

Have you had the chance to check out our 2023 Year In Review? This annual publication celebrates a year of achievements, groundbreaking projects, and the outstanding contributions of our exceptional employee owners. Click below to see how our team is building the extraordinary: https://lnkd.in/g6e72gYK #MMCCorp #YearInReview

You Can't Force Employees To Stay Credits to Victoria Repa, follow her for more insightful content. -------- Here's the original post: Here’s a painful truth that many leaders don’t want to accept: Employees rarely leave companies with a healthy culture. ☝️ You can’t force employees to stay, but you can create an environment where they want to. Employees stay when they feel: 1. Appreciated: Regularly say “thank you” and offer competitive salaries. 2. Safe: Foster a supportive and secure work environment. 3. Valued: Recognize their contributions and achievements. 4. Trusted: Empower them with responsibility and trust. 5. Included: Involve them in decision-making and key discussions. 6. Heard: Actively listen to their ideas and feedback. 7. Supported: Provide necessary resources and training. 8. Recognized: Celebrate their successes and milestones. 9. Challenged: Offer opportunities for growth and new responsibilities. 10. Fair: Ensure equity in promotions, raises, and opportunities. Creating a culture where employees feel these things will naturally lead to higher loyalty. And it's not just about keeping employees; it's about building a thriving workplace where people want to grow. --------- Follow Business Knowledge to learn together.

📢 Join us for the MSPBJ Forum: DEI Update - What does DEI look like in 2024? As we move through 2024, DEI efforts are facing unprecedented challenges. Political backlash, key court rulings, and an evolving economy have forced many organizations to scale back on DEI initiatives, with some even eliminating roles created just a few years ago. However, corporate leaders and employees recognize the vital need for these commitments to keep pace with a rapidly diversifying workforce and customer base. The Business Journal is hosting an important discussion on the current state and future of DEI, featuring a panel of industry leaders: - Anne Doepner – Senior Director of Diversity, Equity & Inclusion, Minnesota Vikings - David Edgerton Jr. – Managing Principal, The DEJ Group LLC - Cecilia Stanton Adams – CEO, Stanton Adams Consulting & The Diversity Institute - Kelli Williams – CEO, The BrandLab - Ka Vang (me) - VP, EDIA, Meet Minneapolis This event will provide valuable insights into how organizations can continue to prioritize DEI in a changing landscape. Don’t miss this opportunity to learn from the experts! #DEI #Inclusion #Diversity #Equity #HR #Leadership #MSPBJ #BusinessLeadership #CorporateResponsibility

To achieve greater success, organizations must begin to see DEI efforts as an integral part of their operations rather than singular activities. Read more: https://hubs.li/Q02Bky650 Post written by Dave Barnett, Forbes Councils Member.

Employee share ownership on the agenda? Then this is an event you do not want to miss. Come and join us on the 7th March to hear from our award-winning panel of speakers with real life examples and industry experts on the latest trends and benefits of employee ownership on businesses. To find out more about this event and register your attendance, click the link in the post below. #wearelinkgroup #employeeshareownership #shareplans #shareplanadministration

Have you given in to the pressure of renaming the DEI initiatives at your organization? We understand the temptation, but your employees will likely not see it this way and this will directly impact your company's bottom line. Legal attacks often target quotas, but DEI efforts can also improve recruitment, retention, and workplace culture. Instead of rebranding your DEI initiatives, focus on the true essence of diversity, equity, and inclusion. Ask yourself, if you’re changing the name of these units to protect yourself, what message are you sending to your marginalized employees? What efforts are you taking to protect them? Instead of succumbing to pressure to rebrand, focus on the core objectives of DEI. Ensure your efforts reflect genuine commitments to diversity, equity, and inclusion by addressing recruitment, retention, and improving workplace culture. Collect data in these areas to support your efforts and make your case. Changing the name doesn't address the real goal of creating a fair, inclusive, and supportive workplace for everyone. It only makes marginalized people feel even more marginalized. Need help protecting the DEI initiatives at your organization? Sign up for our Incluasalytics Consulting Package and we'll help you drive your DEI strategy with data so you can keep moving forward. https://lnkd.in/gYhm2HS2 . . . #dei #inclusivebehaviors #hrprofessionals #allyship #leadershipdevelopment

Is commission dead? 👀 🤔 I really enjoyed attending the thought-provoking APSCo Disrupt session yesterday where industry leaders delved into this intriguing question. It was an engaging discussion/debate where traditional notions about commission structures in the recruitment industry were challenged. The event sparked valuable conversations on the future of compensation models and how we can adapt to the evolving workforce. Some great takeaways for me including: 👉 Develop your reward strategy based on the behaviours your business wants to encourage (It's key to get clear on your people strategy before your rewards strategy! What people and skills are required to drive the success of your business? Are your rewards incentivising individual excellence or collaboration?) 👉 Rewards for attraction are important but so are progression & longevity. It's all well and good securing candidates against your competitors, but that's not enough. What are the rewards offering longer term? Are your rewards set up to keep a few top billers for a couple of years, or are they attracting and retaining the people who are going to be future leaders of your business? 👉 Rewards are not one size fits all. Drivers and motivations are changing. Not everyone's top priority is a monster comms scheme and earning £150k a year (I mean it still is for plenty of people 😉). So are your rewards balanced, are they customisable, are they varied? But most importantly - REVIEW YOUR OFFERING REGULARLY. It's not enough to rest on your laurels and just assume that what you're offering is working. Reviewing what we offer is something that Amoria Group does regularly. I'm looking forward to our next EVP catch-up next week and I have lots of valuable nuggets from yesterday's session to discuss 😀 So what do you reckon? Is commission dead? ☠ #apsco #rewardsandrecognition #rewardststrategy #commission #employervalueproposition