Page 63 - BusinessWest October 27, 2021

remote work. I’ve seen applications from all over the country because most people in professional positions are now of the mindset that they can work for anyone, from anywhere.
Company Culture and Shared Values
At its core, company culture is its identity. It’s how the company’s values, attitude, approach, and ideals dictate the inner workings of the organiza- tion. Generally, this is set and modeled by the leadership and then mirrored by the people within the organization, driving the way the company does everything.
Companies with attractive corpo- rate culture actively value their people in ways that are both tangible and intangible. They may have perks such as food, drink, cocktail hours, paid time off, tuition reimbursement, and professional-development opportu- nities. More than that, they will also have a solid mentorship program, encourage open communication, speak to each other with respect, and show clear indicators that the work and growth of their people are valued.
As part of corporate culture, shared values are another important consid- eration for many job seekers today. Whether they are directly impacted by certain causes or not, they are looking to work for companies who have val- ues that align with their own. Employ- ers need to understand that potential employees are doing as much vetting and interviewing of the organization as the organization is doing of them.
Employees want to know what your company culture is like and what your values are. They are asking direct questions such as:
• What is the company’s leadership like?
• Describe the company’s culture.
• Does your company have a diversity, equity, and inclusion (DEI) program?
• How does your company imple- ment its DEI statement?
• How involved is your company in the community?
• How does your company handle discourse among employees?
Pandemic Protocols in General
While we all have pandemic fatigue and want the pandemic to be over, there are still so many open issues that need to be faced head-on. Potential employees are very concerned with how companies handle current guide- lines regarding masking, social dis- tancing, quarantine, and vaccination.
This would be simple if everyone had the same passionate stance on the subject, but they don’t. Employees tend to be divided into three camps: Those who wants the strictest proto- cols in place, those who prefer more lax protocols, and those who are indif-
ferent and will simply follow whatever protocols are set. Regardless of which camp your organization falls into, companies should be aware that their response to these questions will either encourage or deter certain prospects from continuing with the interview process.
I’ve found that most candidates were generally satisfied to hear that the organization is simply follow- ing the current federal, state, and municipal guidelines. In addition to the actual protocols, candidates have been very concerned with how those protocols are communicated. They routinely ask:
• Does the leadership communi- cate changes to protocols in a timely manner?
• Have they listened to employees’ questions and concerns?
• Are protocols safe, fair, and reasonable?
In Conclusion
We are in an employee market,
and employees want the best of it all. They want work-life balance and more remote-work opportunities, but also want to feel connected with their com- pany’s mission and their colleagues.
This may feel like an impossible balance to achieve, but I believe it
can be done. People want to work, they want to feel connected, and they want their work to mean something. That’s the good news. Companies who understand these needs can take action and translate them into power- ful employment opportunities that almost certainly will yield happier and more productive workers, better prod- ucts and services, and stronger busi- nesses. u
Sarah Rose Stack is the Marketing and Recruiting manager for the Holyoke- based accounting firm Meyers Brothers Kalicka, P.C.
THE CITY OF SPRINGFIELD
REQUEST FOR PROPOSALS
The City of Springfield is requesting proposals for the use of American Rescue Plan Act funds in the following categories: Small Businesses, New Businesses, and Nonprofits. The RFPs are available at 70 Tapley Street in Springfield, and through the City’s website: www.springfield-ma.gov/finance/arpa.
Proposals will be accepted on a rolling basis, starting November 1, with qualified respondents receiving grants to address negative health and/or economic impacts from the COVID-19 pandemic. Interested parties are strongly encouraged to apply. Please be advised that additional RFPs will be issued in the near future for Households, Seniors, Job Creation/Economic Development, Housing Redevelopment, and Public Space/Capital Improvements.
La Ciudad de Springfield está solicitando propuestas para el uso de los fondos de la Ley del Plan de Rescate Americano en las siguientes categorías: Pequeñas empresas, Nuevos negocios y Organizaciones sin fines de lucro. Las RFP están disponibles en 70 Tapley Street en Springfield, y a través del sitio web de la Ciudad: www.springfield-ma.gov/finance/arpa.
Las propuestas se aceptarán de manera continua, a partir del 1 de noviembre,
y los participantes calificados recibirán becas para abordar los impactos negativos para la salud y/o económicos de la pandemia de COVID-19. Se recomienda encarecidamente a las partes interesadas que presenten su solicitud. Por favor tenga en cuenta que se emitirán RFP adicionales en un futuro cercano para hogares, personas mayores, creación de empleo/ desarrollo económico, reconstrucción de viviendas y mejoras del espacio público/ capital.
EMPLOYMENT
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