Risk and predictive analytics
Through the power of predictive analytics, I can tell you when your employees are looking for new jobs, based on such factors as the timing of their sick leave requests, their word choice in company memos, and the number of emails that they send and to whom in your organization.
If I want to outsource that responsibility, I can tell you through the efforts of any one of a number of third-party vendors what the likelihood of your employees leaving you is, simply by examining the employees’ behaviors on social media sites, such as Facebook and LinkedIn and aggregating that into a risk factor.
The power of prediction in business
The use of such analytic examinations in human resource functions isn’t a widely established practice yet, but it’s already well-documented in identifying likely customer behaviors and responses. For example, in perhaps an unlikely place, consider amusement parks.
In research conducted by Pikkemaat and Schuckert, they identified key factors that determined customer behavior, including warning signs of customer behaviors that would lead to the failure of parks altogether.
Having the ability to know what your customers think and believe and how those factors will predictably translate into action is an amazing tool, one which allows you to harness hundreds and thousands of data points and utilize them in preparing your business for success.
Predictive analytics are being used to seemingly trivial things, such as determining which items Amazon recommends for you to the challenge of predicting civil unrest in Latin America, which Virginia Tech’s EMBERS project has been doing since November 2012.
Consider: We are human
I’m not denying either the importance or the power of using predictive analytics to help you better understand your employees or your customers. Having data and utilizing it in a timely fashion to drive planning is the hallmark of a good business plan. You should be appropriately investing in these segments, but at the same time you’re doing so, you shouldn’t forget that behind each of these data points is a real human being.
We’re drowning in information, while dying for wisdom; we have so much data at our fingertips about the actions of people that we often fail to consider the person individually.
Some of this is the ease which data can be amassed and quantified; quantitative research is fairly simple to conduct, assuming that your data points are clear from the beginning, and that you have enough of them, appropriately sampled, to make a generalizable conclusion about the population.
Some of it is science; Dunbar’s number, a theory proposed by anthropologist Robin Dunbar, proposes that humans can hold space for approximately 150 close stable social relationships, although we can obviously tangentially know many more than that. With the human limitations on getting to know one another in a meaningful way, and the speed at which we can now analyze the actions of the group at large beyond our immediacy level, it’s often easier just to let that amalgamation of information serve as an entrée to understanding who your customers and employees actually are as people, rather than just relying on reports on them.
Your impact, your challenge
But those reports don’t tell you the whole story. The human touch is what provides the value to your data, and helps you understand how the practices that you take as a leader and those that you implement in your company actually impact people.
So here’s a challenge for you. Gather the data, but leave your office more.
Take the time to call or talk to your team face-to-face rather than just relying on emails or texts to communicate. Write a hand-written note of appreciation when things are going well, or more importantly, a word of encouragement when things aren’t. Ask your customers and staff for input, but only when their input actually matters, and ask them for their support when you need it, with logical reasons why they should care.
A small lesson
Former Speaker of the House Tip O’Neill was in public office for nearly five decades, partially because of a lesson that he learned in his first campaign in 1937. Walking outside of his house on election eve, O’Neill was stopped by a Mrs. Elizabeth O’Brien. Mrs. O’Brien was O’Neill’s high school elocution and drama teacher, and a neighbor who lived across the street from him, and had for years.
“Tom, I’m going to vote for you tomorrow even though you didn’t ask me,” Mrs. O’Brien said, looking up at the politician. Her statement shook him; he’d had a neighborly relationship with the woman for years, and had helped her around the house with small chores from time to time
“I didn’t think I had to ask for your vote,” he said.
She replied, “Tom, let me tell you something: People like to be asked.”
Data doesn’t equal heart
People like to be asked, included, and made to feel welcome, customers and employees alike. We all want to feel as if we have value to our workplace, and to the places we brand ourselves with by being a customer of.
Relying only on an impersonal touch doesn’t give you that same level of intimacy, nor does it make anyone feel as if they actually matter. The data collected isn’t as important as the soul welcomed, nor is the ability of your company to make a predictive guess as what’s going to come next as vital as making people feel integrated to your company
Make a customer experience so strong at both the interaction and the heart level, and people will flock to work or buy from you. Ignore that in implementation, and all the data in the world won’t be able to rectify what you’ve broken.
9 ways to be more LGBTQIA+ inclusive at work
(OPINION EDITORIALS) With more and more people joining the LGBTQIA+ community it’d do one well to think about ways to extend inclusiveness at work.
LGBTQIA+ people may have won marriage equality in 2015, but this momentous victory didn’t mean that discrimination was over. Queer and LGBTQIA+ identified people still have to deal with discrimination and not being in a work environment that supports their identities.
Workplace inclusivity may sound like the hottest new business jargon term on the block, but it actually just a professional way of making sure that everyone feels like a valued team member at the office. Business psychologists have found when people are happy to go to work, they are 12 percent more productive.
Making your business environment a supportive one for the queer community means you’re respecting employees and improving their workplace experience.
Here’s nine ways you can make your workplace more inclusive for LGBTQIA+ people.
1) Learn the basics.
If you’re wanting to make your workplace more open to LGBTQIA+ people, it’s best to know what you’re talking about. Firstly, the acronym LGBTQIA+ stands for Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual and the plus encompassing other identities not named; there are many variants on the acronym. Sexual orientations (like lesbian, gay, bisexual) are not the same as gender identities.
Transgender means that that person “seeks to align their gender expression with their gender identity, rather than the sex they were assigned at birth.” Cisgender means a person identifies with the sex they were assigned at birth. If you need a more comprehensive rundown about sexual orientation, gender identity, and the like, visit the GLAAD reference guide.
2) Stop using the word “gay” as an insult.
Or insinuating people you don’t like are “gay” together. This is the most basic thing that can be done for workplace inclusivity regarding the queer community. Anything that actively says that LGBTQIA+ people are “lesser” than their straight counterparts can hurt the queer people on your team and make them not feel welcome. It’s not cool.
3) Don’t make jokes that involve the LGBTQIA+ community as a punchline.
It’s not cute to make a “funny quip” about pronouns or to call someone a lesbian because of their outfit. This kind of language makes people feel unwanted in the workplace, but many won’t be able to speak up due to the lack of protections about LGBTQIA+ identities in anti-discrimination statutes. So stop it.
4) Support your colleagues.
If you’re in a situation and hear negative or inappropriate talk regarding the LGBTQIA+ community, stick up for your co-workers. Even if they’re not there, by simply expressing that what was said or done was inappropriate, you’re helping make your workplace more inclusive.
5) Avoid the super probing questions.
It’s okay to talk relationships and life with coworkers, but it can cross a line. If you have a transgender colleague, it’s never going to be appropriate to pry about their choices regarding their gender identity, especially since these questions revolve around their body.
If you have a colleague who has a differing sexual orientation than yours, questions about “how sex works” or any invasive relationship question (“are you the bride or the groom”) is going to hurt the welcomeness of your office space. Just don’t do it.
6) Written pronoun clarity is for everyone!
One thing that many LGBTQIA+ people may do is add their pronouns to their business card, email signature, or name badge for clarity. If you’re cisgender, adding your pronouns to these things can offer support and normalize this practice for the LGBTQIA+ community. Not only does it make sure that you are addressed correctly, you’re validating the fact that it’s an important business practice for everyone to follow.
7) Tokens are for board games, not for people.
LGBTQIA+ people are often proud of who they are and for overcoming adversity regarding their identity. However, it’s never ever going to be okay to just reduce them to the token “transgender colleague” or the “bisexual guy.”
Queer people do not exist to earn you a pat on the back for being inclusive, nor do they exist to give the final word on marketing campaigns for “their demographic.” They’re people just like you who have unique perspectives and feelings. Don’t reduce them just to a token.
8) Bathroom usage is about the person using the bathroom, not you.
An individual will make the choice of what bathroom to use, it does not need commentary. If you feel like they “don’t belong” in the bathroom you’re in due to their gender presentation, don’t worry about it and move on. They made the right choice for them.
An easy way to make restroom worries go away is creating gender neutral restrooms. Not only can they shorten lines, they can offer support for transgender, nonbinary, or other LGBTQIA+ people who just need to go as much as you do.
9) Learn from your mistakes.
Everyone will slip up during their journey to make their workplace more inclusive. If you didn’t use the correct pronouns for your non-binary colleague or misgender someone during a presentation, apologize to them, correct yourself, and do better next time. The worst thing to do is if someone corrects you is for you to shut down or get angry. An open ear and an open heart is the best way to make your work environment supportive for all.
The workplace can be a supportive environment for LGBTQIA+ people, or it could be a hurtful one, depending on the specific culture of the institution. But with some easy changes, it can be a space in which queer and LGBTQIA+ people can feel respected and appreciated.
“Starting a business is easy,” said only one guy ever
(OPNION EDITORIAL) Between following rules, finding funding, and gathering research, no business succeeds without lifting a finger.
While browsing business articles this week, I came across this one, “Top 10 Business Ideas You Can Start for Free With Barely Lifting a Finger.” These types of articles make me mad. I can’t think of many successful freelancers or entrepreneurs who don’t put in hours of blood, sweat and tears to get a business going.
The author of the article is Murray Newlands, a “VIP Contributor.” Essentially, he’s a freelancer because he also contributes to Forbes, HuffPro and others. He’s the founder of ChattyPeople.com, which is important, because it’s the first business idea he promotes in the article.
But when I pull up his other articles on Entrepreneur.com, I see others like “How to Get Famous and Make Money on YouTube,” “Win Like A Targaryen: 10 Businesses You Can Start for Free,” and “10 Ventures Young Entrepreneurs Can Start for Cheap or Free.”
I seriously cannot believe that Entrepreneur.com keeps paying for the same ideas over and over.
The business ideas that are suggested are pretty varied. One suggestion is to offer online classes. I wonder if Newlands considered how long it takes to put together a worthy curriculum and how much effort goes into marketing said course.
Then, you have to work out the bugs, because users will have problems. How do you keep someone from stealing your work? What happens when you have a dispute?
Newlands suggests that you could start a blog. It’s pretty competitive these days. The most successful bloggers are ones that really work on their blog, every day. The bloggers have a brand, offer relevant content and are ethical in how they get traffic.
Think it’s easy? Better try again.
I could go on. Every idea he puts up there is a decent idea, but if he thinks it will increase your bottom line without a lot of hard work and effort, he’s delusional.
Today’s entrepreneurs need a plan. They need to work that plan, rethink it and keep working. They have to worry about liability, marketing and keeping up with technologies.
Being an entrepreneur is rewarding, but it’s hard work. It is incredibly inappropriate and grossly negligent to encourage someone to risk everything they have and are on the premise of not lifting a finger.
Why freelancers should know their worth
(OPINION EDITORIAL) Money is always an awkward talking point and can be difficult for freelancers to state their worth.
Recently, I delved into what I’ve learned since becoming a freelancer. However, I neglected to mention one of the most difficult lessons to learn, which was something that presented itself to me rather quickly.
“What is your fee for services?” was not a question I had prepared myself for. When it came to hourly rates, I was accustomed to being told what I would make and accepting that as my worth.
This is a concept that needs multiple components to be taken into consideration. You need to evaluate the services you’re providing, the timeliness in which you can accomplish said services, and your level of expertise.
Dorie Clark of the Harvard Business Review believes that freelancers should be charging clients more than what they think they’re worth. The price you give to your clients is worth quite a bit, itself.
Underpricing can send a bad message to your potential clients. If they’re in the market for your services, odds are they are comparing prices from a few other places.
Having too low of a number can put up a red flag to clients that you may be under-experienced. What you’re pricing should correlate with quality and value; set a number that shows you do good work and value that work.
Clark suggests developing a network of trustworthy confidants that you can bounce ideas off of, including price points. Having an idea of what other people in your shoes are doing can help you feel more comfortable when it comes to increasing prices.
And, for increasing prices, it is not something that is going to just happen on its own. It’s highly unlikely for a client to say, “you know what, I think I’ll give you a raise!”
It’s important to never take advantage of any client, but it’s especially important to show loyalty to the ones that have always been loyal to you. Test the waters of price increasing by keeping your prices lower for clients that have always been there, but then try raising prices as you take on new clients.
At the end of the day, keep in mind that you are doing this work to support yourself and, theoretically, because you’re good at it. Make sure you’re putting an appropriate price tag on that value.
IBM is putting blockchains to work for banks
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9 ways to be more LGBTQIA+ inclusive at work
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“Starting a business is easy,” said only one guy ever
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Turns out a lot of people are in between introverted and extroverted
P. Terry’s founder on the booming economy in Austin #WhyAustin
Ladies and gentlemen, the U.S. National Anthem
Indeed President, Chris Hyams tells us #WhyAustin [video]
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