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Professional Growth

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<p>“When two people always agree, one of them is unnecessary,” said William Wrigley, Jr., the creator of Wrigley’s chewing gum.</p>



<p>This certainly holds true in the workplace, where many managers seem to love to surround themselves with “yes people.“ You know the type—they never question an assignment or suggest better ways of doing things. Instead, they leave with the impression that the boss doesn’t want to hear any negative information or listen to a different point of view.  </p>







<p>Yes people evolve after disagreeing with their manager to catastrophic results, while watching others who never offer their own opinion and treat every wish as a command get rewarded. “Team members learn quickly what behaviors will bring rewards and what behaviors will bring punishment from their managers,” says <a href="https://www.linkedin.com/in/roberttannerprofile/" target="_blank" rel="noreferrer noopener">Robert Tanner</a>, founder of Business Consulting Solutions in Vancouver, Washington. Because of this, “leaders need to <a href="https://successcom.wpenginepowered.com/strong-relationships-are-still-the-key-to-business-success/">empower their employees</a> and create an environment where they know you value what they have to say. If they don’t feel comfortable telling you that you are wrong about something, it can lead to very negative consequences.”</p>



<p>He adds that “if you’re not encouraging healthy disagreement in your interactions and communication with your team, then the fault for their reluctance to voice their opinions may lie with you and not them.”</p>



<h2 class="wp-block-heading" id="h-how-to-encourage-employees-to-speak-their-minds">How to encourage employees to speak their minds</h2>



<p>There are many easy ways to encourage your employees to speak up, offer their point of view and be unafraid to deliver any bad news. Try these techniques to create a team that’s engaged and wants to do what’s best for the company:</p>



<h3 class="wp-block-heading" id="h-make-it-safe-to-speak-one-s-mind-nbsp">Make it safe to speak one’s mind&nbsp;</h3>



<p>Frequently make comments like, “I know you have a lot of experience in this area and are close to our customers, so I would really value your opinion on a new program I’m thinking of implementing.” If you say this often enough, your employees will feel safe to voice their own opinions and not just say what they think you want to hear.</p>



<p>You should also reassure employees that there are no negative consequences for having an opinion or making a suggestion that’s very different from yours. When they do propose an idea, write them a quick thank-you note and explain why you can or can’t implement their suggestion.</p>



<h3 class="wp-block-heading" id="h-leave-your-office-to-get-the-real-story-nbsp">Leave your office to get the real story&nbsp;</h3>



<p>The concept of “management by walking around” was introduced by business experts Thomas J. Peters and Robert H. Waterman in their book, <em>In Search of Excellence: Lessons from America's Best-Run Companies</em>. They encourage managers to get out of their office and receive input from employees on the front lines, such as those in manufacturing and sales.</p>



<h3 class="wp-block-heading" id="h-ask-for-suggestions-and-really-mean-it-nbsp">Ask for suggestions—and really mean it&nbsp;</h3>



<p>Send out surveys or provide an old-fashioned suggestion box where employees can submit comments anonymously. Just be sure to take the feedback seriously and implement any reasonable requests as soon as possible.&nbsp;</p>



<p>Additionally, don’t take all the credit when you implement an idea that came from one of your employees. Giving credit where it’s due will encourage your employees to continue making suggestions.</p>



<p>In her book <em>Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity</em>, author Kim Scott suggests holding “skip-level meetings”  with the people who work for each of your direct reports as well. This gives them the opportunity to offer feedback and propose ideas that you might not otherwise hear.</p>



<h3 class="wp-block-heading" id="h-maintain-that-whoops-moments-are-forgivable">Maintain that “whoops” moments are forgivable </h3>



<p>Scott also <a href="https://www.radicalcandor.com/blog/own-up-to-your-mistakes/" target="_blank" rel="noreferrer noopener">writes in her blog</a> about how she wanted her team at Google to be unafraid to share the mistakes they made, so she started a “whoops-a-daisy” game at staff meetings where employees could admit to something they did wrong the previous week without fearing retribution. The person who told the best story, as measured by applause from colleagues, won $20.&nbsp;</p>



<p>Don’t be afraid to share a “whoops” moment of your own with your employees. Opening up about your mistakes can help your team feel safe to do the same.</p>



<h3 class="wp-block-heading" id="h-grant-the-freedom-to-brainstorm">Grant the freedom to brainstorm</h3>



<p>When you’re holding a brainstorming session with your team, leave the room and let them discuss ideas without your input.&nbsp;</p>



<p>Also, if you notice someone in a meeting who looks like they have something to say but remains quiet, Tanner suggests having a one-on-one conversation afterward to encourage them to voice their opinion. They may just have been reluctant to speak up in public.</p>



<h3 class="wp-block-heading" id="h-remember-that-problems-don-t-always-have-an-immediate-solution">Remember that problems don’t always have an immediate solution</h3>



<p>Michael Roberto, author of <em>Why Great Leaders Don’t Take Yes for an Answer</em>, tells <em><a href="https://www.fm-magazine.com/issues/2020/dec/dangers-of-yes-people/#:~:text=Roberto%20stressed%20that%20leaders%20should,all%20solved%2C%22%20he%20said">Financial Management</a></em> that managers should never tell their employees, “Don’t come to me with problems—come to me with solutions.” He says that “this is horrendous leadership because what you’re basically telling people is hide the problem unless you have it all solved.”</p>



<h3 class="wp-block-heading" id="h-don-t-clone-yourself">Don’t clone yourself</h3>



<p>Don’t hire people who are exactly like you—you’ll never get fresh perspectives that way. </p>



<p>Tanner says that if, for example, “you are more of an analytic introvert type, find someone who is an extrovert and quick to act on new ideas. Ask them to describe how they handled certain situations in the past, such as implementing a new project.”</p>



<h2 class="wp-block-heading" id="h-creating-a-healthy-work-culture">Creating a healthy work culture</h2>



<p>Above all else, you should make it your goal to <a href="https://successcom.wpenginepowered.com/how-to-build-a-thriving-culture-at-work/">create an environment</a> where employees are encouraged to express their opinion by respecting what they have to say. The result will be a team that remains loyal and engaged—which will directly contribute to your company’s future success.</p>



<p class="has-small-font-size"><strong><em>Photo by Ekateryna Zubal/Shutterstock.com</em></strong></p>

Discover the importance of encouraging employees to express their own opinions, along with tips for creating a healthy work culture.

Discover the importance of encouraging employees to express their own opinions, along with tips for creating a healthy work culture. | SUCCESS

It’s Time to Say "No" to Yes People

It’s Time to Say &#8220;No&#8221; to Yes People

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Say “No” to Yes People | SUCCESS

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Suzanne Driscoll is a freelance writer from St. Petersburg, Florida who enjoys writing about business, personal finance, entrepreneurship and issues in the workplace. She has been published in Family Business, The Boston Globe, Shoe Retailing Today, Oppenheimer Funds, Business Jet Traveler, MyBankTracker.com. and Entreprenuer.com.

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Suzanne Driscoll

a group of young people learning valuable skills at the St. Pete Youth Farm

Lifestyle

Lifestyle Archives

Elevate your lifestyle for success and happiness

<p><a href="https://www.linkedin.com/in/carla-bristol-3370741/" target="_blank" rel="noreferrer noopener">Carla Bristol</a> was the owner of an art gallery in St. Petersburg, Florida in 2016. On occasion, she would stop by the neighborhood Walmart to pick up supplies for artist receptions. While shopping there, she noticed that many food items had expired at least a month earlier, and the meat was due to expire the next day.</p>



<p>“I thought this must be some kind of dumping ground for them since we were in an underserved community,” Bristol recalls. She and others reported it to the media, and not long afterward, the store closed. This resulted in a food access shortage, since another nearby grocery store had closed four years prior.</p>



<p>A series of discussions began among several city organizations on how to address this food and nutrition insecurity situation that the community was facing.<br><br>One interesting idea was to start an urban farm that would be staffed by teenagers within the community. There was an empty 0.83 acre lot owned by the city of St. Petersburg that could be used for the farm. They would grow a variety of produce that would be provided to community residents, who could also learn to grow their own food. Also, programs for teens would be implemented that would promote <a href="https://successcom.wpenginepowered.com/how-to-develop-leadership-qualities/">leadership skills</a>, entrepreneurship, urban agriculture, financial literacy and wellness.<br><br>The city of St. Petersburg, the Pinellas Education Foundation and the Foundation for a Healthy St. Petersburg worked together to make the idea come true. In 2019, the pilot program for the <a href="http://www.stpeteyouthfarm.org/" target="_blank" rel="noreferrer noopener">St. Pete Youth Farm</a> was established, along with hiring Bristol as collaboration manager to implement it.</p>



<h2 class="wp-block-heading" id="h-who-is-carla-bristol">Who is Carla Bristol?</h2>



<p>Born in Guyana and raised in Brooklyn, New York, Bristol had worked as a global account manager for Verizon and did not have much experience in agriculture except for a small home garden. But she had always been very <a href="https://successcom.wpenginepowered.com/why-is-volunteering-important/">involved in the community</a> and her gallery was a known place for teens to hang out. They would frequently stop by, and Bristol would buy them an ice cream if they improved their grades. She was an expert in getting people involved, and says that “those who know me realize that deliverables will be delivered.”</p>







<p>Fifteen youths were hired that summer and many of them would remain with the program through the next two years. To date, the St. Pete Youth Farm has hired over 100 youths in the community, and they’ve grown over 2,000 herbs and vegetables. All food grown can be picked up by community members at the farm during the afternoon and early evening.</p>



<h2 class="wp-block-heading" id="h-the-entire-community-learns-and-benefits">The entire community learns and benefits</h2>



<p>There are volunteer days at least once per month when local residents of all ages come to the farm and help plant and harvest the food. When the farm received 500 milk crates, the teens planted four to five plants in each one so people could take them home and grow their own vegetables for free.</p>



<p>LocalShops1 donated $10,000, which helped launch a community compost center. Residents can pick up a bucket, fill it with household food scraps and bring it back to the farm for processing. The farm also offers on-site demonstrations and composting activities at community events.</p>



<p>Thanks to a generous grant from the Ford Foundation, a greenhouse was built, along with an aquaponic system where blue and red tilapia provide fertilizer for everything growing at the farm.</p>



<h2 class="wp-block-heading" id="h-mental-health-and-wellness-programming-helps-the-entire-community">Mental health and wellness programming helps the entire community</h2>



<p>“In 2019, 33% of the young people that came to us had already been ‘Baker Acted’ at some point,” Bristol explains. Florida's <a href="https://www.myflfamilies.com/crisis-services/baker-act" target="_blank" rel="noreferrer noopener">Baker Act</a> allows for the temporary detention of someone experiencing a mental health crisis. “And once I saw that, I felt like that was something that needed to be included in our programming, with the stigma associated with mental health.”</p>



<p>“We started having ‘<a href="https://stpeteyouthfarm.org/mental-health-wellness" target="_blank" rel="noreferrer noopener">Mental Health Mondays</a>’ and we deliberately do it on Mondays because I have no idea what their weekend was like; I have no idea what their first day back to school was like,” Bristol says. “But if we start giving them tools and areas of how to communicate, how to address their frustration and anger, not only will it be helpful for them, it will be helpful for their family, their friends and interactions at school.”</p>



<p>Kianna Chambers was 15 when she started working on the farm. “I liked Mental Health Mondays because we would talk about different mental health topics and how we can basically help ourselves. There are suggestions on what we can do to help us overcome, and how it benefits us, like pros and cons.”</p>



<p>Chambers says she took her lessons from work and shared them with her friends and family. “I tell my friends what I learned here, like some of the strategies from the mental health topics such as depression and how they can help.” Chambers is now a senior in high school and works at a grocery store with plans for college.</p>



<p>“Through this consistent work, we've seen the difference it's made,” Bristol says. “We’ve also found that opening up this offering beyond just our youth… to their families, neighbors and more can make the difference we want to see.”</p>



<h2 class="wp-block-heading" id="h-financial-literacy">Financial literacy</h2>



<p>The teens working at the farm earn a salary well above Florida’s minimum wage and work about 10 hours per week after school and 20 hours per week during the summer. And that calls for learning how to <a href="https://successcom.wpenginepowered.com/financial-literacy-for-kids/">manage your finances</a>. Local experts come to the farm bi-weekly to teach kids how to save money, manage credit and set financial goals. In addition, the students offer products to sell at local events such as their famous, farm-grown collard greens pesto for a recent collard greens festival. Over $1,700 was raised.&nbsp;</p>



<p>Darion Newkirk says he was a different person when he first started the program in 2019. “I wasn’t talking to anybody,” he says. “And I was just doing my own thing. I was just resting. I was actually thinking about leaving the program.”</p>



<p>But Bristol kept sowing the seeds of encouragement. She told him the work they were doing was important, and he was doing it. Today, Newkirk agrees. “From one okra, you can grow like 15, 20, 30, 50, 100 different okra plants,” he says. “So from one, you can make it for your entire family. I also learned how to manage money, so it’s a lot more than just farming. Right now, I’m saving up for a car.”</p>



<p>Newkirk was promoted to instructor at the youth farm and now aspires to become a licensed mechanic. “It’s grown me as a person for sure,” he says. “Right now, I probably wouldn’t be doing this if I didn’t stay here. I’d probably be at home or hanging out with friends or at some job and probably not liking it as much. So it’s taught me a lot.”</p>



<h2 class="wp-block-heading" id="h-exciting-future-plans-nbsp">Exciting future plans&nbsp;</h2>



<p>Bristol’s plans for the near future include building a chicken coop, which she says is perfect timing considering the current cost of eggs. Also in the planning stages are a beehive to harvest honey and more flowers that can be grown and become accessible to the local residents.</p>



<p>Bristol says that U.S. Representative Kathy Castor will be presenting the youth farm’s contributions to the U.S. House of Representatives, which will be recorded in the Library of Congress. Hopefully, it will serve as a fine example for other communities to emulate.</p>



<p class="has-small-font-size"><em>Photo courtesy of St. Pete Youth Farm</em></p>

Learn how Carla Bristol, community organizer and director of program development at the St. Pete Youth Farm, plants the seeds for students’ future success.

Learn how Carla Bristol, community organizer and director of program development at the St. Pete Youth Farm, plants the seeds for students’ future success. | SUCCESS

Valuable Life Skills Learned at the St. Pete Youth Farm

Valuable Life Skills Learned at the St. Pete Youth Farm | SUCCESS

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Business &amp; Branding

Business &amp; Branding Archives

Stay ahead in business: strategies and insights for success

<p>If you’ve been out in the working world for a while, you’ve probably come across a micromanager. You know the type—when they hand out an assignment they go into excruciating detail about how it should be done and then constantly check in to see how you’re doing. They hate to delegate and then complain they have way too much work to do. Timekeeping is a top priority, and no matter how much overtime you put in, arriving late in the morning is a major crime.</p>



<p>If it’s any comfort, you are not alone if you’re <a href="https://successcom.wpenginepowered.com/how-to-pivot-when-youre-unhappy-at-work-with-rachel-dealto/">unhappy</a> in your current job. Nearly 6 in 10 workers are considering a search for a new job in 2025, according to a <a href="https://www.resumetemplates.com/6-in-10-workers-eye-new-jobs-in-2025/" target="_blank" rel="noreferrer noopener">recent survey by Resume Templates</a>. And 28% of respondents cited poor management as their reason for wanting to move on.</p>



<p>In a <a href="https://press.roberthalf.com/2014-07-01-Survey-More-Than-Half-of-Employees-Have-Worked-for-a-Micromanager" target="_blank" rel="noreferrer noopener">2014 survey</a>, 59% of employees interviewed reported working for a micromanager at some point in their careers. The survey also found the constant scrutiny negatively impacted most workers: 68% of those who felt they’d been micromanaged said it decreased their morale and 55% said it hurt their productivity.</p>



<h2 class="wp-block-heading" id="h-tales-from-the-front-lines">Tales from the front lines</h2>



<p>Beth Ezekiel has a computer science degree from an Ivy League university and was working for a software development company. She wrote code all day and made sure everything was running before she left for the evening. It wasn’t long before her manager started rewriting all her code every night.&nbsp;</p>



<p>“Each morning I would find him pacing outside my office so he could go over all the changes he made, none of which were necessary. As this was only my second job after graduation, I thought maybe this is how companies operate,” she says. “I lasted two years there but then decided to leave as the situation never improved.”</p>







<p>Don’t think micromanaging only happens to entry-level employees. John Stanton was a very experienced CFO of a manufacturing company in New York. After about three months, he realized the CEO was not only a micromanager but a bully as well. “I woke up at 5:45 a.m. one day and saw seven texts from him, starting at 4 a.m., wanting an update on something,” he says. “The texts got angrier and angrier because I hadn’t responded. Each day he had to know every detail of what I was working on and would tell me to send an email to someone, dictating every word of what I should say.”</p>



<p>At the office holiday party, Stanton says the manager even told his staff what great things to say to his wife about him so she would know how valuable he was to the company. “He would not tolerate any kind of conversation when I tried to improve the relationship and would just say that I was not performing up to par. I lasted six months before I decided I had to leave.”  </p>



<h2 class="wp-block-heading" id="h-why-managers-micromanage-nbsp">Why managers micromanage&nbsp;</h2>



<p>So, why are some bosses so controlling? Steve McClatchy, author of<a href="https://amzn.to/4hdINyl" target="_blank" rel="noreferrer noopener"> <em>Leading Relationships: Build Meaningful Connections, Eliminate Conflict, and Radically Improve Engagement</em></a>, says micromanagement is not always a bad thing. “Micromanagement is a tool in the toolbox of a manager that needs to be complemented with macromanagement,” he says. Macromanagement means giving employees a lot of autonomy.</p>



<p>He notes that micromanagement is often a trust issue. “If the manager was promoted because they mastered a certain skill and, as a result, became the best performer, then their tendency as a manager might be to teach everyone to do a task exactly the way they used to do it. The problem with this approach is it leaves out the ability for that task to be completed a different way.”&nbsp;</p>



<h2 class="wp-block-heading" id="h-strategies-to-manage-the-micromanager">Strategies to manage the micromanager</h2>



<p>If a micromanager is driving you crazy, you do have options beyond <a href="https://successcom.wpenginepowered.com/find-a-job-you-love/">finding another job</a>. First, I find complaining to HR is usually not a great strategy. While trying to be helpful, they may go to your boss and say, “Mary Smith was in my office today saying that she is unhappy with how you constantly micromanage.” It will upset your boss that you took the issue outside the group, and you might set yourself 10 steps back when trying to improve the situation.</p>



<p>McClatchy suggests meeting with your micromanager and saying something like, “‘I need your help. I could be off base with this, but I’m sensing that you’re worried about my ability to complete the task (or project) successfully. I often find myself spending a lot of time updating you on the completion of a task versus spending that time working on it. What do you think?’&nbsp;</p>



<p>“From here you would navigate the conversation towards what you are looking for, which is to receive more macromanagement,” he says. “Ask your boss what they would need to see, hear or&nbsp; experience to have trust and confidence that you can produce the end result.”</p>



<p>Gail Welch is a retired vice president of a large defense contractor, and over the years, she worked out great <a href="https://successcom.wpenginepowered.com/the-4-keys-to-effectively-dealing-with-a-bad-boss/">strategies</a> to deal with a micromanager. “First you need to build a foundation of trust,” she advises. “Always meet your deadlines and if you can, turn in assignments a day or two early.”</p>



<p>When assigned a project, Welch would come up with at least two ideas on how to accomplish the work. The first would be a traditional, straightforward approach and the second would be more creative.&nbsp;</p>



<p>“I would always emphasize how this new idea is grounded in the company’s culture and how they work with a customer,” she says. “You also want to get buy-in from your internal stakeholders and even bring another person, such as [from] finance, to a planning session with your boss. Always keep in mind their tolerance level for creativity. When you are successful a couple of times, your boss is more assured that they can rely on you.”</p>



<p>Welch says she would then ask, “‘How often do you want me to brief you on my progress? How do you like to communicate—by email, phone or by swinging by your office?’ I would also frequently send out ‘Heads Up on XYZ Project’ emails so my boss always had sound bites if he was in a meeting with his management or a customer,” she adds. “You never want them to be caught not being in the know. Basically, you have to adjust your style to their style and be on the same page—and your page is his page.”</p>



<p>Give these tactics a try and you’ll feel a great sense of accomplishment that you managed your micromanager.&nbsp;</p>



<p class="has-small-font-size"><em>Photo by Stock-Asso/Shutterstock</em></p>

Learn practical strategies to manage micromanagers, build trust and improve workplace morale for a more productive work environment.

Learn practical strategies to manage micromanagers, build trust and improve workplace morale for a more productive work environment. | SUCCESS

How to Manage the Micromanager

How to Manage Micromanagers and Boost Job Satisfaction | SUCCESS

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Money

Money Archives

Achieve financial success and freedom

<p>If you’re a pet owner, you know it takes about five minutes to fall hopelessly in love with your <a href="https://successcom.wpenginepowered.com/4-benefits-of-having-a-pet-that-promotes-success/">pet</a> because they’re so adorable. No matter how hard it is to train them or how much destruction they do to your home, they quickly become an important member of your family. So when your cat or dog is diagnosed with a serious disease or needs expensive surgery, the decision to spend the money to save their life can be agonizing. In fact, every six seconds, a pet owner is faced with a vet bill of <a href="https://www.pawlicy.com/blog/when-is-pet-insurance-a-great-decision/" target="_blank" rel="noreferrer noopener">more than $1,000</a>.</p>



<p>Keeping a pet in good health can be expensive. In addition to the cost of vaccinations and checkups, here are just a few examples of things that can go wrong throughout pet ownership and what you would pay for a veterinarian to treat these issues:</p>



<ul class="wp-block-list">
<li>If your cat or dog eats grapes or raisins, which are toxic to them, it could cost you $2,000-$5,000.</li>



<li>If your pet is hit by a car and survives, it could cost you $250-$8,000 to get them the care they need, depending on the severity of the accident.</li>



<li>If your pet is a big chewer and chews through and gets shocked by an electrical cord in your home, it could cost you $500-$3,000.</li>



<li>If your pet gets a dog bite wound, it could cost you $1,000-$10,000, depending on the severity of the wound.</li>



<li>If your pet experiences a urinary tract obstruction, it could cost you $1,500-$3,000.</li>
</ul>



<p>On top of that, the <a href="https://www.bls.gov/news.release/cpi.t02.htm" target="_blank" rel="noreferrer noopener">U.S. Consumer Price Index</a> shows veterinary services went up roughly 7% in the 12 months ending in November 2024.</p>







<h2 class="wp-block-heading" id="h-is-pet-insurance-the-solution">Is pet insurance the solution?</h2>



<p>It’s very hard to predict whether your pet is going to remain healthy or not, so more and more owners are opting for pet health insurance. According to the <a href="https://naphia.org/industry-data/section-2-total-pets-insured/" target="_blank" rel="noreferrer noopener">North American Pet Health Insurance Association</a> (NAPHIA), the total number of insured pets has seen double-digit increases in the last four years, with an average annual growth rate of 22.6%.</p>



<p>Regardless of this growth, today only <a href="https://news.vin.com/default.aspx?pid=210&amp;Id=12233018&amp;f5=1" target="_blank" rel="noreferrer noopener">about 3%-4% of pets in the U.S. and Canada are covered by pet insurance</a>. The majority of pet parents either do not want to spend the money, or they remain hopeful that their dog or cat will stay healthy.&nbsp;Additionally, some pet owners simply don't even think about pet insurance or know it exists.</p>



<p>Shari and Brent Kludt of St. Petersburg, Florida, are the proud owners of two dogs who so far have remained in good health. “We looked into pet insurance, but then heard about one company who started dropping a lot of their customers. This put pet owners in a bind, because now their dog or cat may have preexisting conditions that wouldn’t be covered if they tried to purchase insurance from another company. Instead, we chose a veterinarian who charges very reasonable prices.”</p>



<p>Scott and Kristin Becknell of Columbus, Ohio, came to a different conclusion. “Our <a href="https://successcom.wpenginepowered.com/how-to-choose-a-financial-advisor/">financial adviser</a> highly recommended pet insurance for our two rescue dogs, even though she wasn’t receiving any commission. Sure enough, one of the dogs developed a brain tumor and we decided to do a cyber knife laser procedure costing $8,354, of which insurance covered $6,683. ‘Beast’ lived for another six years, so we were so glad we had insurance.”&nbsp;&nbsp;&nbsp;&nbsp;</p>



<h2 class="wp-block-heading" id="h-is-the-expense-of-pet-insurance-worth-it">Is the expense of pet insurance worth it?</h2>



<p>Ricky Walther, DVM, is a small animal general practitioner in the Sacramento, California area. Realizing the positive financial and medical impact that pet insurance can provide for pet parents and the profession, he lends support and advice to companies like <a href="https://www.pawlicy.com/" target="_blank" rel="noreferrer noopener">Pawlicy Advisor</a>, which provides a free, personalized, breed-specific analysis to help find the pet insurance policy that is right for you.</p>



<p>Walther explains, “In my experience as a general practitioner, finances play a role in the ultimate decision to euthanize a pet about two to three [times] per month…. Many considerations go into a family’s decision to say goodbye to their pet, but finances are perhaps one of the most challenging factors for both the pet family and the veterinary team because of the guilt that these considerations can generate.”</p>



<p>“As with any insurance, there is always the possibility that you will spend more than you save, and the same is true for pet insurance. But the peace of mind of having coverage in the case of unexpected emergencies is often a more than worthwhile investment for pet owners,” Walther says.</p>



<p>Currently, the major players in pet insurance are Trupanion, ASPCA, Nationwide, Fetch, Lemonade and Embrace. You can get one-stop-shopping quotes from a variety of insurance companies from <a href="https://www.petinsurancereview.com/" target="_blank" rel="noreferrer noopener">Pet Insurance Review</a>.</p>



<p>The average annual cost for an accident and illness policy is about <a href="https://naphia.org/industry-data/section-3-average-premiums/" target="_blank" rel="noreferrer noopener">$676 for dogs and $383 for cats</a>, according to NAPHIA data from 2023. That works out to about $56 per month for dogs and $32 per month for cats.</p>



<p>Remember, the younger your pet is when you enroll, the lower the premium will likely be.</p>



<h2 class="wp-block-heading" id="h-what-pet-insurance-does-not-cover">What pet insurance does not cover</h2>



<p>Most pet insurance plans won’t cover spay or neuter surgery, vaccinations, annual checkups and teeth cleaning unless you’ve purchased a plan for wellness and preventive care. However, these plans can be a lot more expensive than the accident and illness plans, and your out-of-pocket costs are usually less than the insurance premium.</p>



<p>But preexisting conditions are perhaps the most important exclusion in just about every pet insurance plan. Pet insurance generally covers only new injuries or illnesses, not conditions the cat or dog has before the policy takes effect. That’s another good reason to purchase insurance while your pet is young and healthy. However, in some cases you can find a policy that may cover preexisting issues that can be resolved.&nbsp;</p>



<h2 class="wp-block-heading" id="h-alternatives-to-pet-insurance">Alternatives to pet insurance</h2>



<p>If you can discipline yourself to put aside money every month in a high-interest savings account, this could be an alternative to paying for pet insurance. Then, if you end up not needing it, you can spend it on other things or save it for your next pet. But Walther warns that this will usually only cover one emergency. “What happens when you have another before you’ve had time to save up a second time… [or] the emergency comes before you’ve saved up enough?”</p>



<p>Your vet may be willing to work with you on a payment plan, and CareCredit is another financing option to pay for out-of-pocket expenses over time.</p>



<p>You can always roll the dice and hope your pet will not have any serious accidents or illnesses throughout their lifetime. But responsible pet parents will ask themselves, “What would I do if I suddenly had a $3,000 vet bill?” A reasonably priced pet insurance policy with as low of a deductible as you can afford might be your best bet to keep your furry companion healthy without draining your bank account.</p>



<p class="has-small-font-size"><em>Photo by fast-stock/Shutterstock</em></p>

Discover if pet insurance is worth it, covering costs, benefits and alternatives to keep your furry friend healthy and happy.

Discover if pet insurance is worth it, covering costs, benefits and alternatives to keep your furry friend healthy and happy. | SUCCESS

Is Pet Insurance Worth It?

Is Pet Insurance Worth It? | SUCCESS

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Frustrated manager listening to complaining employee

Future of Work

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Future of Work | SUCCESS | What Achievers Read

chronic complainer

chronic complainer Archives

chronic complainer Archives | SUCCESS

management

management Archives

management Archives | SUCCESS

team morale

team morale Archives

team morale Archives | SUCCESS

unhappy employees

unhappy employees Archives

unhappy employees Archives | SUCCESS

<p>Just about everyone has worked with a Complainer at least once in their career. You know the type—always criticizing upper management, predicting the company is going down the tubes, saying not enough money is spent on advertising, etc., etc.&nbsp;</p>



<p>According to <a href="http://www.willbowen.com/" target="_blank" rel="noreferrer noopener">Will Bowen</a>, author of <em>A Complaint Free World,</em> the average person complains between 15 to 30 times a day. Even if you try to ignore the Complainer at work, they constantly pollute the atmosphere and wear down the enthusiasm of the other employees.</p>



<p>At first glance, a simple solution is to have a heart-to-heart conversation with the Complainer about your concerns, and if that doesn’t work, start the dismissal process with written warnings.</p>



<p>But this solution is not so simple if the Complainer is also the Superstar. Perhaps he or she is your top salesperson or is constantly coming up with creative ideas. Or they can recite the tax laws backwards and forwards. Maybe they developed the software the company depends upon and is the only person who knows how to debug it. Then the decision is not so clear cut. Should they stay or should they go?</p>



<h2 class="wp-block-heading" id="h-managing-the-complaining-star-employee">Managing the complaining star employee</h2>



<p>At the risk of your Superstar becoming defensive, your first step is to have a conversation with them about the constant complaining and how it creates a <a href="https://alleer.com/" target="_blank" rel="noreferrer noopener">toxic work atmosphere</a>. <a href="https://alleer.com/" target="_blank" rel="noreferrer noopener">Steve McClatchy</a>, an expert in conflict resolution, a consultant for the Fortune 1000 and author of the new book, <em>Leading Relationships: Build Meaningful Connections, Eliminate Conflict, and Radically Improve Engagement, </em>suggests what to say and how to say it.&nbsp;&nbsp;&nbsp;</p>



<p>“Every work problem usually falls into two categories: a broken agreement or a person who doesn’t know how to do something,” McClatchy says. “Complaining all the time to the wrong people who can’t do anything about a particular issue is a broken agreement in the workplace. Ask the employee in private, ‘Would you be open to an insight to help you move forward and be more successful?’”</p>



<p>Assuming the answer is “yes,” McClatchy advises to say, for instance, “Instead of giving feedback to the person you’re complaining about, you complain to people who can’t do anything about the issue, even if it is a legitimate grievance. Do you notice you do that? I never want to see that get in the way of your success.” He notes that you should keep “absolutes” out. Avoid sentences like, “You always complain” or “You never have anything positive to say.”</p>



<p>If the employee responds, “Well, that other department stinks at what they do,” suggest giving that feedback to the people in charge in a diplomatic way, McClatchy advises. “[Then] ask, ‘Can I count on the fact that you’re not going to complain anymore? This may be an issue you have to tolerate, or decide to part ways with us,’” he says.</p>



<p>“If the complaining behavior continues, now you have a broken agreement and the employee needs to be held accountable,” he says. “Say, ‘I need your help with something. We agreed you would stop complaining to people who can’t do anything about it and you are still doing it. Is this something you can tolerate without complaining or do we need to part ways?’.... If they don’t apologize and even if they are the Superstar, you may have to start the documenting and dismissal process. At the end of the day, you need to decide if the negative impact of their behavior is greater than the positive impact of their job performance.” &nbsp;</p>



<h2 class="wp-block-heading" id="h-weeding-out-the-chronic-complainer">Weeding out the chronic complainer</h2>



<p>Spotting a chronic Complainer before they join your team is a good idea. Workplace communications expert, <a href="https://jongordon.com/" target="_blank" rel="noreferrer noopener">Jon Gordon</a>, whose books include <em>The No Complaining Rule </em>and bestseller <em>Difficult Conversations Don't Have To Be Difficult,</em> says, “I always advise my clients to tell everyone during the interview process, ‘We have a no complaining rule here. If you are a Complainer, this is not the right place for you unless you can also come up with a solution.’”</p>



<h2 class="wp-block-heading" id="h-other-ways-of-dealing-with-complainers">Other ways of dealing with complainers</h2>



<p>In addition to having a discussion with the Complainer, here are some things to think about or try:</p>



<ul class="wp-block-list">
<li>Actively listen to the complaint before dismissing it as “whining.” Perhaps the Complainer has a legitimate grievance or one that can be fixed fairly easily.</li>



<li>Encourage your star performer to suggest a solution to their complaint before you respond.&nbsp;&nbsp;&nbsp;</li>



<li>Many times the Complainer gets an audience because employees are left in the dark about what is going on in the company. “Complaining often happens whenever there is a void in communication and the negative fills it,” Gordon says. “If you frequently communicate with everyone to let them know the bad and the good, the Complainer will have less of a reason to complain and employees will be less <a href="https://successcom.wpenginepowered.com/how-to-speak-well-and-listen-better/">willing to listen to them</a>,” he adds.</li>
</ul>



<ul class="wp-block-list">
<li>Load the Complainer up with work so he or she does not have time to go around and vent to everyone.</li>



<li>Give lots of praise and positive reinforcement for the times when the Complainer has good things to say. “Don’t say ‘but’ or deliver negative feedback at the same time as the <a href="https://successcom.wpenginepowered.com/how-positivity-makes-you-healthy-and-successful/">positive</a>,” McClatchy says.</li>
</ul>



<p>And most importantly, make sure no employee is the only person who knows how to do something. There should be written policies and procedures for every single task in the company with cross-training. No employee is irreplaceable, and if you decide the bad outweighs the good, don’t hesitate to show the Complainer the door.</p>



<p class="has-small-font-size"><em>Photo by fizkes/Shutterstock.com</em></p>

Chronic complainers can create a toxic work environment. Here’s how to handle a complainer, even if they're a star employee otherwise.

Just about everyone has worked with a Complainer at least once in their career. You know the type—always criticizing upper management, predicting the | SUCCESS

What to Do When Your Star Employee is a Chronic Complainer

How to Manage Chronic Complainers | SUCCESS

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A group of co-workers celebrating Christmas in the workplace

<p>Many people look forward to celebrating the end-of-year holidays, but for some it can be a time of angst. Those who do not celebrate Christmas can be irked by all the decorations, pressure to give a gift or having to listen to seasonal carols. However, it’s still an excellent time of year to show appreciation and help the less fortunate, no matter what you celebrate.</p>



<p>According to <a href="https://tanenbaum.org/about-us/who-we-are/staff/" target="_blank" rel="noreferrer noopener">Joyce Dubensky</a>, CEO Emerita of the nonprofit Tanenbaum Center for Interreligious Understanding in New York, “There’s no month quite like December, where multiple joyous religious holidays collide with good intentions to create a potentially toxic mix of misunderstandings and intolerance. Some who don’t celebrate still enjoy the season, while some just accept it. Others are annoyed but silent, downright uncomfortable or even hostile.”</p>







<p><a href="https://successcom.wpenginepowered.com/leadership-lessons-for-business-owners/">Effective leaders</a> need to make sure celebrations don’t lead to hurt feelings, discomfort or even worse—a charge of religious discrimination. But rather than scrap holiday celebrations altogether, as some companies are now doing, why not take the opportunity to celebrate <a href="https://successcom.wpenginepowered.com/embracing-diversity-increasing-inclusion-in-the-workplace/">diversity</a> in the workplace? Management can take the initiative to prep and ensure employees are respectful of holiday traditions being observed, keeping in mind that not everyone celebrates them.</p>



<p>“I tell my clients that rather than tiptoeing around, go directly to your employees to ask their opinion on what we can do to be more inclusive of your traditions,” says Jason Greer, president of the labor relations and diversity consulting firm <a href="https://hiregci.com/" target="_blank" rel="noreferrer noopener">Greer Consulting, Inc.</a> “A company can be held liable for a charge of religious discrimination, but if you have these conversations and document them, it will help avoid any issues later.”   </p>



<p>Here are 10 ways to help ensure everyone feels included during the December holiday season:&nbsp;</p>



<h2 class="wp-block-heading" id="h-1-form-a-celebrations-committee-and-include-members-from-a-variety-of-cultures-and-religions">1. Form a celebrations committee and include members from a variety of cultures and religions</h2>



<p>This committee will recommend ways to celebrate holidays all year round. Be sure to include members who do not celebrate Christmas in order to obtain feedback and help ensure no one will feel left out. The committee will consider activities with the goal of having everyone feel comfortable participating.</p>



<h2 class="wp-block-heading" id="h-2-adopt-a-family">2. “Adopt” a family</h2>



<p>Rather than giving each other gifts, take up a collection and sponsor a food drive to donate a holiday meal for one or more families in need. Talk to a local social service agency for recommendations.</p>



<h2 class="wp-block-heading" id="h-3-have-a-white-elephant-gift-swap">3. Have a White Elephant gift swap</h2>



<p>Everyone wraps up a hated wedding gift or something else they have lying around the house and brings it in for a gift swap. The more outrageous the gift, the more fun. Each person draws a number and takes turns choosing a present. After unwrapping, he or she can decide to keep it or trade it for what someone else with a lower number has already unwrapped. Any money that would have been spent on buying a new gift is donated to a charity that everyone votes on.</p>



<h2 class="wp-block-heading" id="h-4-help-children-in-need">4. Help children in need</h2>



<p>Ask a local family service agency to provide a list of children with their first name, age, gender, clothing size, etc. Anyone who wants to participate can choose a name and buy a gift or two for that child.</p>



<h2 class="wp-block-heading" id="h-5-choose-a-different-time-of-year-to-celebrate">5. Choose a different time of year to celebrate</h2>



<p>Rather than having a traditional Christmas party in December, think of other ways to celebrate the holidays. For example, The Verdi Group marketing agency in Rochester, New York, has a Beaujolais party every year when the new wine comes to market on the third Thursday in November. It’s a great time to launch the season of celebration before numerous other parties are scheduled. A variety of cheeses from all over the world are offered, as well as desserts and non-alcoholic beverages. </p>



<h2 class="wp-block-heading" id="h-6-consider-a-festive-friend-vs-secret-santa">6. Consider a Festive Friend vs. Secret Santa</h2>



<p>Secret Santa’s holiday allegiance is right there in the name—Santa, Christmas’ secular superhero. To make this traditional gift-giving game more inclusive, simply change the name to “Festive Friend!”</p>



<h2 class="wp-block-heading" id="h-7-decorate-with-neutral-office-displays">7. Decorate with neutral office displays</h2>



<p>Don’t try to please everyone by displaying manger scenes, menorahs and symbols from other religions, as you are bound to leave someone out. Instead, deck the halls with winter themes using artificial greens and berries or display cuttings from evergreen bushes along with electric candles and paper snowflakes.</p>



<h2 class="wp-block-heading" id="h-8-create-unique-tree-decorations-that-represent-your-industry">8. Create unique tree decorations that represent your industry</h2>



<p>Instead of decorating a tree with traditional Christmas ornaments and tinsel, ask everyone to bring in something that reflects the mission of your company. A medical office could hang all kinds of syringes, bandages, stethoscopes and cotton on a tree, while employees at a transportation company could bring in toy boats, trains and trucks.</p>



<h2 class="wp-block-heading" id="h-9-have-a-potluck-lunch-with-foods-from-different-cultures">9. Have a potluck lunch with foods from different cultures</h2>



<p>It will be educational, as well as a lot of fun, for everyone to bring in a dish of something they serve to their family during the holidays. A small flag from one’s home country will add to the celebratory atmosphere.</p>



<h2 class="wp-block-heading" id="h-10-welcome-everyone">10. Welcome everyone</h2>



<p>If you decide to have a holiday party, Greer suggests the CEO, president or regional manager give a welcome speech that starts by greeting everyone in a variety of employees’ native languages. “Even if you butcher the pronunciations, there will be so much enjoyment from the audience that you tried,” Greer says.</p>



<p>“Your employees just want to be included,” says Greer. “If you take the time to learn about other traditions, you will find that not only will it be good for the moment, but those employees will remain loyal to you because you went out of your way to get to know them.”</p>



<p class="has-small-font-size"><strong><em>Photo courtesy of PeopleImages.com - Yuri A/Shutterstock</em></strong></p>

December can be a challenging time for those who don't celebrate the holidays. Learn how leaders can celebrate inclusively in the workplace.

Learn how leaders can inclusively celebrate Christmas in the workplace.

How to Celebrate Christmas Inclusively | SUCCESS

How To Celebrate the December Holidays Inclusively

How to Celebrate the December Holidays Inclusively | SUCCESS

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Christmas can be a challenging time for those who don't celebrate. Learn how leaders can inclusively celebrate this holiday in the workplace.

Philanthropy

Philanthropy Archives

Philanthropy | SUCCESS | What Achievers Read

<p>These days, corporate <a href="https://successcom.wpenginepowered.com/promote-social-responsibility-in-the-workplace/">social responsibility</a> (CSR) is much more than just a buzzword. Your customers and investors are looking to do business with companies that support causes they believe in, such as health, education and environmental preservation.</p>



<p>Unsurprisingly, this holds true for your employees as well. A <a href="https://www2.deloitte.com/us/en/pages/about-deloitte/articles/press-releases/deloitte-purpose-survey-volunteerism.html" target="_blank" rel="noreferrer noopener">2024 Deloitte survey</a> found that workplace <a href="https://successcom.wpenginepowered.com/the-personal-and-professional-benefits-of-volunteering/">volunteer opportunities</a> can help employees feel “more positive about their work experience” and “more connected to their colleagues.” They also provide employees with a “greater sense of personal fulfillment and purpose.”</p>



<p>The survey also revealed that 95% of respondents believe it’s important that their employer “makes a positive impact in their community,” while “87% of respondents consider workplace volunteer opportunities a factor in their decision to stay with their current employer or pursue a new one.”</p>







<h2 class="wp-block-heading" id="h-recruiting-engaging-and-retaining-great-employees">Recruiting, engaging and retaining great employees</h2>



<p>Three of the most common benefits of corporate volunteer programs are employee recruitment, engagement and retention.</p>



<p>When your company is known for its philanthropic efforts, recruitment will require much less of an effort. Potential employees will be familiar with your initiatives, and as a result, they’ll want to become part of a company that shares their own values. A <a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/us-citizenship-2011-impact-survey-employee-engagement.pdf" target="_blank" rel="noreferrer noopener">Deloitte Volunteer IMPACT Survey</a> found that “even among those surveyed who rarely or never volunteer, more than half (61 percent) say that a company’s commitment to the community would likely be a factor when choosing between two potential jobs with the same location, responsibilities, pay and benefits.”</p>



<p>Many companies use employee engagement as a metric to gauge the level of enthusiasm that employees feel toward their organization. An engaged employee participating in corporate philanthropy efforts develops a sense of commitment to his or her company, which results in improved customer service and a willingness to work toward a common goal. Many companies accomplish this by providing time off for volunteer work, matching gifts, offering pro-bono projects or handing out rewards based on service hours completed.</p>



<p>Lastly, employee retention can be a major source of savings in both training time and money. According to a <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx#:~:text=The%20cost%20of%20replacing%20an%20individual%20employee%20can,of%20approximately%20%24660%2C000%20to%20%242.6%20million%20per%20year." target="_blank" rel="noreferrer noopener">2019 study by The Gallup Organization</a>, replacing an employee can cost a company “one-half to two times the employee’s annual salary.” Deloitte’s Volunteer IMPACT research also found that employees who frequently participate in workplace volunteer activities are more likely to be proud, loyal and satisfied compared to those who rarely or never volunteer.</p>



<h2 class="wp-block-heading" id="h-timberland-leads-the-way-in-csr">Timberland leads the way in CSR</h2>



<p>You likely recognize the iconic brown Timberland boot—but you might not be aware of the company’s many efforts to be socially responsible on a corporate level. As a manufacturer of rugged outdoor footwear, apparel and accessories, Timberland sets a great example of how to attract employees and protect the environment while maintaining a profitable company.</p>



<p>Whether it’s making products from recycled materials, volunteering in local communities or supporting <a href="https://www.linkedin.com/posts/timberland_timberland50-builtforthebold-activity-7127421902150643712-_FQD/?utm_source=share&amp;utm_medium=member_desktop" target="_blank" rel="noreferrer noopener">design education programs</a> to diversify the creative community, the company has a deep, longstanding commitment to doing well—and doing good.</p>



<p>Timberland’s commitment to CSR starts at the top and is supported by every employee. Its Path of Service™ program, which has been ongoing for 32 years, provides employees with up to 40 hours of paid time off for community service. Timberland also holds a number of company-sponsored <a href="https://www.linkedin.com/posts/timberland_timberland-activity-7211378604960534529-vWwc/?utm_source=share&amp;utm_medium=member_desktop" target="_blank" rel="noreferrer noopener">Earth Day</a> events all over the world and offers a <a href="https://www.linkedin.com/posts/timberland_timbs-timberland-activity-7255603631910006787-ddlh/?utm_source=share&amp;utm_medium=member_desktop" target="_blank" rel="noreferrer noopener">Serv-a-Palooza</a> every fall.</p>



<p>“Having such a strong community focus has served the company well over the years, in terms of recruitment, retention and overall employee satisfaction,” says Leslie Grundy, Timberland’s director of public relations and communications.</p>



<h2 class="wp-block-heading" id="h-how-to-get-started-and-build-excitement">How to get started and build excitement</h2>



<p>Leaders should first assess their team’s opinions and preferences on how or where they’d like to volunteer. For example, bring up the topic at a staff meeting and ask for volunteers to form an advisory committee to recommend work for the team to do, <a href="https://successcom.wpenginepowered.com/places-to-volunteer/">charitable organizations</a> to contact and the time of year to do the activity. The committee can suggest projects such as picking up trash at a park or beach, painting and cleaning at a local homeless shelter, or processing food donations at a local pantry.</p>



<p>Managers can explain how volunteering can build teamwork, help the less fortunate and create a positive brand image that could lead to increased revenue. It’s also highly advisable to give employees paid time off while volunteering—you may risk receiving negative feedback otherwise.</p>



<p>According to Curt Coffman and Marcus Buckingham, co-authors of <a href="https://www.amazon.com/First-Break-All-Rules-Differently/dp/0684852861" target="_blank" rel="noreferrer noopener"><em>First, Break All</em> <em>the Rules: What the World’s Greatest Managers Do Differently</em></a>, engaged employees are builders. “They use their talents, develop productive relationships and multiply their effectiveness through those relationships,” Coffman and Buckingham say. “They perform at consistently high levels. They drive innovation and move their organization forward.”</p>



<p>Corporate volunteer programs result in a win-win situation for all involved. Customers will want to do more business with you, talented professionals at all levels will want to work for your company and the employees you already have will be reluctant to leave. And best of all, you’ll be helping the less fortunate, both near and far.</p>



<p class="has-small-font-size"><strong><em>Photo by Jacob Lund/Shutterstock.com</em></strong></p>

Learn how to boost employees' loyalty and retention with corporate volunteer programs that engage and empower your team.

Learn how to boost employee loyalty with corporate volunteer programs.

How To Keep Your Employees Happy | SUCCESS

Keep Employees Happy and Loyal With Corporate Volunteer Programs

How to Keep Your Employees Happy With Volunteer Programs

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Learn how to boost employee loyalty and retention with corporate volunteer programs that engage and empower your team.