Author: leahb

The 2021 WIN in Workforce Summit brought together business owners, HR professionals, and educators to hear the latest tips and tricks for how to retain their best employees, attract new ones, and create workplaces that people are proud to be a part of. Get a recap of the event here.

What does the workforce of the future look like? It depends on where you’re viewing it.

For Matt Paulson, founder and CEO of the state’s largest digital media company MarketBeat, “the future is hybrid,” he said.

“People want flexibility, but they also want to be in an office. And I’m seeing people move to different jobs for more flexibility. I think that’s a trend. They’re less interested in jobs where you’re working a ton of hours with no flexibility.”

For Lucas Fiegen, vice president of Fiegen Construction, “I think the biggest thing is you have to be creative,” he said. “We saw an opportunity to expand the industry and help workforce, and it was saying yes to those things and thinking through how to do it strategically.”

Those two, plus dozens of other local experts, will share their insight at the upcoming WIN in Workforce Summit on Oct. 28 at the Sioux Falls Convention Center. The annual event, produced by the Sioux Falls Development Foundation, will feature keynote speaker Chad Greenway and multiple sessions revolving around topics such as Your Workforce in 2030, 4 Tools for Retaining High-Functioning Teams, Talent Tips That Work and Future Labor Skills – Employment Prospectus 2030.

“We have an incredible lineup of presenters that ensures you’re going to leave this event with actionable takeaways you can immediately apply in your workplace,” said Denise Guzzetta, vice president of talent and workforce development.

“Whether you’re trying to understand Generation Z, hoping to improve your recruitment and retention or looking to learn some best practices, this event is going to deliver for you.”

For Paulson, who will speak on the 2030 workforce, the pandemic has represented “a 10-year leap forward” in terms of how, when and where people work.

In his own downtown office, “nobody’s there the entire day,” he said. “I get a sense of productivity by how long projects remain on their plate. We’ve done a great job attracting people by saying we’re not X big employer. We get applicants looking for something different, so that’s been an advantage.”

He also sees more people trying out being their own boss.

“People sometimes see the good parts of entrepreneurship and don’t realize you have to work 60 hours a week for a long time or more,” he said. “But the equation in people’s heads is changing too. It’s not about maximum cash and who cares how much I work. It’s more of a ‘how can I fit my job around my lifestyle’ and not my lifestyle around my job.”

Fiegen will speak at the summit about how his family business has seen success increasing interest in the trades through a unique partnership with O’Gorman High School to support the school’s industrial arts program.

“Year one they were building sawhorses and sheds, and now we’re starting to get other trades involved, so this year they were pouring and finishing concrete, and next semester we’re going to have some masons come out and show them how to lay a block foundation,” Fiegen said.

“We’re trying to figure out as the program evolves how they can have hands-on experience in a multitude of industries.”

It has expanded to add CAD technology and 3D-printing programs and has attracted more students than anticipated.

“My uncle Rusty goes in once or twice a semester and talks about next steps and where kids can go, including tech school, and the different opportunities they have,” Fiegen said.

His company also is working with new employees aspiring to management positions to start them in the field, including mentoring and shadowing.

“We want them to get in-the-field experience and then transition them into a construction management role.”

If these topics sound like ones you should explore further, click here to register for the WIN in Workforce Summit.

“These ideas and experts are just the start of what you’ll learn,” Guzzetta said. “We look forward to connecting with you and your team.”

Just when you thought you’d figured out your millennial workforce — here comes the next generation.

By 2030, the number of Generation Z employees in the U.S. workforce will triple, bringing with them a burst of creative and digital-friendly skills essential to the U.S. remaining competitive globally.

Already termed “influencers” and “digital creators,” Gen Z’s hypercognitive and socially driven communication styles and workplace preferences undoubtedly will have a positive impact.

This incoming generation will be one subject covered in the upcoming WIN in Workforce Summit on Oct. 28, headlined by Chad Greenway.

To learn more and register, click here.

From best practices on enhancing communication and engagement tips to competitive incentives, this strategic learning session will provide the tools your organization needs now to prepare for the newest generation of talent, including:

• Discussing global generational trends impacting your current and future human capital strategies.
• Gaining an understanding of the ties between engagement and inclusion while learning best practices.

Nathan LaCroix, talent acquisition sourcer for Avera Health, will participate in the discussion “Workforce Guide for Generation Z.”

The panel will be moderated by Greta Stewart of the Governor’s Office of Economic Development and also includes Breanne Lynch from the Harrisburg School District and Josh Muckenhirn of ISG.

We sat down with LaCroix for a preview of the conversation.

First, how do you define Generation Z? Is it by birth year, life experience? And what are their key characteristics?

I would define Generation Z as the cohort following millennials, born between late 1990s and early 2010s. Generation Z is the largest generation in American history and constitutes 27 percent of the country’s population.

This the most diverse generation by far, considered digital natives since they grew up with internet and during the rise of smartphones. They tend to be independent, hardworking, highly educated, higher demand for flexibility.

As you recruit members of Gen Z, what stands out? How are you adjusting your approach for them?

It’s important to customize the different recruitment tactics. Focusing on more social media efforts, possibly collaborating with influencers, improving the organization’s perception within the age group. We highlight our value proposition and the value the particular position brings to the organization. This helps them understand the importance of the role and the change to make a meaningful impact. Going beyond status quo is important.

How about a little Generation 101. How do you find Gen Z differs from millennials?

Gen Z are defined by their competitiveness, independence and wanting to be judged by their own merits. They are skilled at multitasking as they have always lived in the connected world.

What should organizations know about creating an optimal work environment that both attracts and retains Gen Z?

It’s important that organizations are offering flexibility, coaching opportunities from peers, providing meaningful work, work/life balance, clear development opportunities and social awareness — because they are digital natives.

What do you hope WIN attendees take away from this conversation?

Just how influential Gen Z is and how much of a positive impact organizations can realize when having them join the workforce. We can evolve with Gen Z and provide best practices to help retain and recruit top talent.

Great things are ahead, and I, for one, am excited to work with the next generation.

Click here to learn more and register for the WIN in Workforce Summit.

Chad Greenway to headline WIN in Workforce Summit

From striking the right balance between personal freedoms and workplace harmony to issues involving pay equity, employers have mounting issues to navigate in addition to workforce challenges.

Those topics that are considered workforce legislative issues will be the subject of a session at the upcoming WIN in Workforce Summit organized by the Sioux Falls Development Foundation on Oct. 28, headlined by Chad Greenway.

To learn more and register, click here.

Justin Smith, a shareholder of Woods, Fuller, Shultz & Smith PC, will be among the speakers.

Moderated by Sandra Wallace of First Premier Bank, the panel also includes Debra Owen of the Greater Sioux Falls Chamber of Commerce and Marcella Prokop of Southeast Tech.

We sat down with Smith for a preview of the conversation.

This is a full topic, so let’s tackle each area first. What issues have surfaced in the workplace around civility, and what should employers and lawmakers be aware of?

In the last few decades, employers have become increasingly focused on fostering positive, collaborative workplaces. Workplaces are more productive and morale is higher among employees where civility is a priority. On the whole, workplace “civility” is not something lawmakers should have to address through statute, although some laws have been enacted in this area. In 2014, for example, Tennessee became the first state to pass a “Healthy Workplace Act,” which encourages anti-bullying and respectful workplace policies. Courts will not generally punish workplace harassment unless it implicates some “protected characteristic” under the law – i.e., sex, race, age, religion, national origin, disability or some other protected class.

Many of us would probably approach the concept of “civility” by citing the Golden Rule – treat others as you want to be treated. Much of the concept of “civility” can be addressed through proactive employer policies. Employer and workplace policies have been drafted for decades to include requirements for respectful interaction with co-workers and customers. More recently, employers have begun to draft policies to include guidelines on inclusiveness, viewpoint tolerance and anti-bullying. When formulating such policies, it is advisable to seek counsel from your employment law attorney.

How have freedom of speech issues been evolving in the workplace? What are the emerging themes there?

In general, the First Amendment prohibits the federal government from enacting laws that would restrict an individual’s right to say or express themselves how they choose. While the protections for freedom of speech have been expanded over time, the First Amendment has limited application in private workplaces. Even if your employer is a government entity, your speech is typically only protected if it involves an area of public concern. In South Dakota, most private employment is “at will,” meaning an employer can terminate an employee at any time, for any reason, without incurring legal liability. Even so, employer decisions motivated by employee speech can create legal liability. This is particularly true where the speech at issue could qualify as “concerted activity” or where an employer policy on employee speech only affects a certain, protected class of people.

Some states have expanded the protections afforded to freedom of speech in private workplaces, including prohibiting employers from influencing employees’ votes and prohibiting discrimination based on political affiliation of employees. Such issues in South Dakota are typically addressed through employee policies adopted by private employers. These types of policies must strike a delicate balance. On the one hand, employees can be allowed some freedom to discuss political, social and related topics with co-workers. On the other hand, employers must be careful to prevent freedom of speech from infringing on workplace productivity and civility. For these reasons, private employers should consult with human resources and legal experts when crafting such policies.

Equal pay has been an issue for decades, but what elements of it are top of mind or should be today?

This topic is mostly outside my wheelhouse as an attorney, although I have seen legislation introduced in Pierre during my lobbying practice. In 1963, Congress enacted the Equal Pay Act, making it illegal for employers to pay women lower wages than men for equal work on jobs requiring the same skill, effort and responsibility. Many South Dakotans do not realize that we have also had pertinent law on our books for over 50 years. State statute prohibits an employer from discriminating between employees on the basis of sex by paying a lower wage for comparable work. Violations of the statute can be grounds for affected employees to sue their employer to recover unpaid wages and attorneys’ fees. The statutes further protect employees from retaliatory action in response to reports or lawsuits. Apart from these types of laws, much of the issue of equal pay is left to the free market.

What should organizations know more broadly about themes you’re seeing in the legal world that could directly impact their ability to recruit and retain?

Starting with recruitment, the legal issues implicated with job postings, candidate research, interviews and job offers continue to keep HR staff busy. However, the rise of remote work and virtual conferencing has led to some legal nuances with workforce recruitment. When hiring remotely or for a remote position, HR staff must first identify the best way to advertise for candidates. Availability of technology can lead to disparate impact among prospective employees. There is also the security side of virtual recruitment, including the risks to confidential information and potential that interviews will be recorded. On the practical side, employers and HR staff must wrestle with the implications of never interacting with candidates face to face before — or even after — hiring.

Switching gears to employee retention, the current job market often gives employees more leverage in the areas of wages, benefits and workplace conditions. Where practicable, an increasing number of employees are pushing for the ability to work remotely. Employers and HR staff must balance employee requests against the realities of the employer’s industry and structure. From a legal standpoint, employers should consult with HR and legal professionals to consider the impact of giving new employees wages and other benefits comparable to existing personnel. Remote work will again raise security, confidentiality and related concerns for willing employers.

What do you hope WIN attendees take away from this conversation?

The more things change, the more they stay the same. The COVID pandemic has certainly highlighted issues like workplace civility, freedom of speech and equal pay. However, even before the pandemic, topics like these were on the minds of employers, employees and lawmakers. As always, it is the proactive businesses that will set the trends on how these issues are addressed. The WIN attendees are demonstrating their commitment to engaging with these and other important topics for the benefit of our local workforce and business community. I am grateful for the invitation to join the WIN conference and speak to these developing topics.

Click here to learn more and register for the WIN in Workforce Summit.

Gen Z is entering your workforce. Are you ready for them?