Adrian Dominguez, CSP

In addition to onboarding them with your current team being connected with them in multiple "camera on" video chats, the day that they start is critical to celebrate in a virtual meeting with all present, and to send them some of their favorite goodies in a welcome package to have ready for day one. When we first had remote members, we would virtually exclude them from the festivities (WRONG MOVE). We learned we could do BETTER and order them similar food to what we would eat at the event, include them in speeches and have them contribute over video chat (cameras on), and include them in any games/festivities. This TRANSFORMED our quarterly gatherings and was a huge contributor to making remote staff feel a part of our team!

Whether you are networking in person or "virtually" on a platform like LinkedIn, you have to remember that any lasting relationship must be mutually beneficial. If you are making connections for vanity metrics, or you are doing so because you just want to "sell" them something, you will not be successful long-term. To be successful long-term in networking, one must remember that it is HUMAN connection that is meaningful, mutually beneficial, and wherein one can actually do, say, or present something of value to the other party, that will help them, that matters!

When approaching the subject, make sure to consider the following: 1. Don't make it just about your personal finances. Chances are, with inflation, your boss is also struggling. 2. Don't make it about other employees and what they make. 3. Make it about VALUE, and the VALUE you bring to the company. Showcase in real #'s what you have been able to accomplish for the company in relation to income. 4. Present market relevant figures. Approaching the subject with empathy, clarity and data, and not just emotionally, will go a long way. If your boss is not the ultimate decision maker, let them know you didn't want to work "around them", but rather, you want to partner with them on this!

During an offer negotiation, the best way to express your company's values are to do so by the approach to the entire process: 1. Be clear and consistent in your messaging on what you can and cannot do. 2. Don't fall into the trap of being "penny wise and dime foolish", simply to walk away with bragging rights on negotiating skills. 3. Be as TRANSPARENT with them as possible about issues that you need to consider that span beyond the potential employee (parity, for example) 4. Never make it about YOU - make it about THEM and the ORGANIZATION. 5. Express LONG-TERM THINKING and not just SHORT-TERM GAINS. There are several other points that could be made, but in making these your top 5, it will greatly aid you when expressing culture!

The best way to attract the RIGHT TALENT to your team that shares your VALUES, is to, first, internally assess what those values are. Be clear about them, put them in writing, and let your leadership team especially know "we will hire, train, coach, mentor, and at times, if needed, separate from employees whose values are incompatible". Furthermore, addressing these values with your clients, your partners, etc., in order for them to see that these truly reflect the CULTURE of your organization. If you openly reference these often, both internally and externally, and through media platforms, your employees will be your greatest referral source. They'll be the first to speak about your company's VALUES and they will be your largest DRAW!

The difference between a challenging supervisor that propels you vs. one that stunts your career is whether they are this way due to alignment with culture or departure from it. If it is the former, you aren't dealing with an isolated problem, but potentially a company-wide cultural issue. If the latter, exercising empathy, grace, and tact, can go a long way. When approaching a supervisor you find difficult, doing so from the standpoint of "I sincerely want to do the best job that I can for my team, but I am going to need to better understand where we are missing each other", is healthy...if taken the right way, you may gain an ally for life...if not, you may know it's time to move on. Make it about team goals, & not personalities!