 The Eau Claire Chamber of Commerce is hosting its 4th Annual Workforce Solutions Summit at the Pablo Center on December 2nd, 2021. This event is hosted in effort to inform residents and guests about the workforce initiatives and solutions, as well as opportunities within the area.
There will be many featured guest speakers that will discuss a variety of topics relevant to the summit. For example, here are just a few of the sessions that will be scheduled in the event; Internship Opportunities through CVTC and UWEC Mission Wisconsin Collective Impact, Building Talent Beyond Your Borders With this, there are several other sessions scheduled throughout the summit discussing topics from professional speakers. These are aimed at focusing on our pillars of talent development, attraction, and retention within the workforce. This is an all-day event on December 2nd, 2021 with check-in starting at 8:00 am and running until 3:15 pm. We encourage anyone and everyone to sign up if you are interested! For direct registration, please click on the button below to sign up! We look forward to seeing you there!  Workforce InitiativesThe Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy. The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more". The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber. Upcoming EventsBusiness at the Airport - September 13, 2021 Age of Opportunity Job and Volunteer Fair - September 15, 2021 Eggs & Issues - September 17, 2021 Bravo to Business - September 22, 2021 HOMEPAGE Presenters Needed Today's WorkforceWith the Baby Boomer generation retiring, the challenges of COVID-19, and the latest talent entering the workforce with new expectations, filling open job positions is a major workforce challenge. Read more about why businesses are facing a workforce shortage. The Challenge: Recruiting Top TalentUSA Today: Breaking down the big US labor shortage: Crunch could partly ease this fall but much of it could take years to fixWhere is the labor? And when is it coming back? The most severe worker shortages on record largely were expected to ease this month with the reopening of schools and expiration of enhanced unemployment benefits on Monday. Those milestones theoretically would allow millions of parents caring for their remote-learning kids to return to work and prod millions of unemployed people to more fervently hunt for jobs and accept offers. It’s proving not so simple. School reopenings and the benefits cutoff should help coax some Americans back to work this fall, economists say. U.S. Bureau of Labor StatisticsNumber of unemployed persons per job opening, seasonally adjusted  Wisconsin Public Radio: An Update on Wisconsin's Worker ShortageAs the country continues to reopen during the pandemic, a shortage of workers has emerged across the U.S. We talk to a regional economist about what the shortage looks like in Wisconsin, and the effects its having on workers and businesses. SHRM: Employers Face Hiring Challenge as Boomers Retire in Record NumbersThe quits rate for U.S. workers is the highest it's been in decades. Baby Boomers are leading the exodus, as 3.2 million more of them retired in the third quarter of 2020 than did in the same quarter of 2019. The segue into retirement appears most prevalent among residents in the Northeast, people ages 65 and older, and individuals with no education beyond high school, according to the Pew Research Center. SHRM Online has collected the following articles on Baby Boomer retirements and the impact on the labor shortage challenge employers are already facing in industries such as health care, construction and manufacturing. Chamber ResourcesThe Eau Claire Area Chamber of Commerce is committed to providing resources and solutions to you, the businesses, to combat your workforce challenges. The workforce shortage is clearly a massive issue that is impacting all kinds of businesses. The Chamber has developed and expanded programs to help local businesses recruit and retain candidates. Check out the different resources below. The Solutions: Youth Apprenticeship, Workforce Playbook, Localized Job Board, Explore Eau Claire Concierge Program & Think Eau ClaireYouth ApprenticeshipYouth Apprenticeship (YA) is a highly successful talent acquisition strategy in which employers hire high school juniors or seniors for a one or two-year apprenticeship. During the apprenticeship, the student continues toward high school graduation and takes courses related to the profession as a way of enhancing what is being learned on the job. Career Clusters:
Benefits for Employers Meeting business needs: Prepare the next generation of workers for your industry and business! The YA Program has been connecting employers with high school student talent for over 25 years, creating a scalable and successful program with input from industry. Employers extend permanent job offers to more than 75 percent of the graduating youth apprentices annually, making YA an excellent pipeline for recruiting and retaining loyal, well-trained talent. Employers continually report a high level of satisfaction, and cite these program benefits:
Workforce PlaybookLocalized Workforce Guide for Chippewa Valley Employers This resource website details over 100 workforce programs implemented in the Eau Claire Area, Western Wisconsin and state of Wisconsin. Sponsored by the Eau Claire Area Chamber of Commerce, produced by JB Systems and funded through a grant donation by U.S. Bank, this website is a comprehensive directory of the workforce programs available to employers in the Eau Claire area, Western Wisconsin and state of Wisconsin to help deal with workforce challenges. Explore Eau Claire Concierge ProgramYou sell your company. We sell the community. Through the new "Explore Eau Claire" program, a personal concierge acts as a connection to your job candidates and new hires as they make the choice to call Eau Claire home and begin the process of relocation. We ask what's important to them in a community, then research, communicate, and make connections for them in areas such as:
Our "Explore Eau Claire" program will save you time and money. Our concierge is knowledgeable, experienced, and dedicated to serving candidates who are relocating. Whether you have a general employee, manager, or executive, our program helps decrease turnover and increase employee satisfaction. Think Eau ClaireA community on the rise: There's a reason Eau Claire's increasing prominence is known throughout the Midwest and beyond. As the fastest growing small city in Wisconsin, and the subject of glowing national media profiles praising our quality of life and low cost of living, Eau Claire's authentic can-do spirit has made it a destination for young professionals and families looking for something different. thinkeauclaire.com is a resource that highlights the benefits of moving to Eau Claire, WI. This is a great way to share the positives of Eau Claire with a potential hire or candidate that is relocating. Localized Job BoardJob Board Whether you are looking for a job or if you want to post a job, check out the Eau Claire Chamber’s Job Board. Job Seekers Check out the exciting positions available in the Eau Claire area on the Chamber’s Job Board. Job seekers may also post a resume on the job board as well as sign up for job alerts when new jobs are posted. Chamber Investor Employers Eau Claire Chamber investors may post four jobs per calendar year at NO CHARGE. After that, it is only $25 per posting. To add your posting, go to the Job Board and enter in your email address. Please call the Chamber office at (715) 834-1204 if you need assistance in posting your position. Employment Information Eau Claire Chamber investors offer employment services and employment listings to help you in finding a great job in the Eau Claire area. Happening NowUnited Health Group is HiringClaims Representative – Multiple Locations Our teams are helping people from around the world. We can bring out your best as you put your listening, analytical and problem solving skills to work in a setting that is geared to helping improve lives and enhance health care for millions. Here, you’ll discover a wealth of pathways for professional growth within Customer Service, Billing, Claims, Enrollment & Eligibility and across our global economy. Join us and find out why this is the place to do your life’s best work. MRA: Frontline Leadership Certificate SeriesThis series is for those individuals who provide leadership or formal guidance to a work group without the power to hire, to fire, to promote, or to conduct performance reviews. Wipfli: Upcoming trainings for nonprofitsIn-Depth Training on OMB’s Uniform Guidance October 12-14, 2021 | 12:30 – 4:00 PM (CT) Foundational Human Resources Forum for Nonprofits October 13, 2021 | 1:00 – 4:00 PM (CT) Senior Human Resources Forum for Nonprofits October 14, 2021 | 1:00 – 4:00 PM (CT) CSBG Organizational Standards Boot Camp October 19, 2021 | 10:00 AM – 3:00 PM (CT) Head Start/Early Head Start Regulation Boot Camp October 26-28, 2021 | 12:30 – 4:00 PM (CT) Pablo Center to require vaccination or negative COVID testPablo Center at the Confluence has been closed for 18 months, and we want to do everything in our power to never experience a devastating shutdown like that ever again. We owe it to our employees, patrons, artists, and our community to use whatever safety tools we have. At this point, our greatest measure is to ensure that all those in our venues either prove that they’ve been fully vaccinated or provide proof of a negative COVID-19 test that’s been taken within 72 hours of the event. Exceptions to this policy are allowed for children under 12 (because they are currently ineligible for the Covid vaccine) and in the rare instances when people are medically precluded from taking a vaccine. Children and those with a doctor-certified medical exception must provide a negative antigen or PCR Covid test taken within 72 hours of the show to enter our venues. These new procedures become effective starting on our first event, September 11 and will be reviewed again on November 1st, 2021.   Special Edition of the Workforce ConnectorWith the Delta Variant causing COVID-19 cases to rise once again, businesses might be looking for guidance to decide what safety measures to put in place to keep employees and customers safe. The following resources are the latest guidance/recommendations from health experts. OSHA Updates Guidance on COVID-19 in the Workplace – Masking and VaccinesOn August 13, 2021, OSHA updated Protecting Workers: Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace (Guidance) related to the COVID-19 vaccine and masking. The Guidance now incorporates the new CDC recommendations including:
Letter: Creating #COVIDSafeZones in America’s WorkplacesDear Private Sector Leaders: The United States sits at a critical juncture in our efforts to move beyond the pandemic. We are seeking your help. More than 164 million Americans – representing 58 percent of the eligible population – have been fully vaccinated, providing substantial protection against illness, reducing deaths, lessening the burden on hospitals, and reducing missed workdays and closures. Increasing vaccination rates is the country’s most immediate and best hope of reaching population immunity, beating the pandemic, and restoring our national vitality and way of life. But obstacles remain – obstacles that the private sector, which employs 124 million Americans and is the engine of American productivity and economic growth, can pull together to overcome. The latest variant of COVID-19 – Delta – spreads far more easily and rapidly. More people not protected by vaccines are becoming infected faster, from more limited contact. Vaccinated people are generally protected, especially from severe disease, but can become infected and spread the virus to co-workers, families, and their communities. The Delta variant represents a more dangerous threat to your workplace health and safety, business continuity, and ability to serve your clients and customers. Chippewa Valley COVID-19 Economic Task Force ReleaseEau Claire County has experienced a large increase in COVID-19 cases, with average cases per day increasing by 28x since July 1, 2021. Most cases in Wisconsin are from the Delta variant, which is more contagious and may cause more than 2x as many infections. We are especially concerned about rapid spread in workplace and business settings from this much more contagious strain of the virus. It is much more likely that a single sick individual could lead to many sick people in your workplace. With increasing cases and increased transmission, ensuring employees who are sick or have been exposed stay home is critically important. Reminder: Eau Claire County is currently rated as having a HIGH level of community spread by the CDC. The CDC, WI Department of Health Services (DHS), and our local Health Department agree that masks be worn by anyone age 2+ (vaccinated or unvaccinated) in public indoor spaces as one of our layered strategies to slow disease at this level of transmission. See Health Department press release from 7/30/21 here. CDC, WI DHS, and local public health all concur on the following critical strategies for preventing spread:
Inside HR: Vaccination Fascination and Other COVID ResourcesRecent weeks have seen a flurry of changes. New vaccination mandates are popping up all over, as well as mask and routine COVID testing requirements. There is constant change as employers and communities work to move forward and stay safe despite growing rates of Delta infections. MRA will continue to provide resources and updates on changes related to COVID-19 to keep you informed and prepared for what comes next. News and Resources: Resource: COVID-19 Vaccination Policy Resource: OSHA updates guidance on mitigating the spread of COVID-19 in response to recent CDC update. Article: Long COVID Covered Under the Americans with Disabilities Act Updated Resource: COVID-19 Vaccination FAQs for Employers Guide: Developing Work From Home Policies for Employers Who Sponsor Foreign National Employees State News: Governor Pritzker Launches Illinois Works Training Program to help support and expand pre-apprenticeship programs. Illinois offers Back to Business grant program to assist small businesses’ recovery, with targeted funds for disproportionately impacted communities. City of Duluth Adds to Earned Sick and Safe Time Ordinance Dane County, Wisconsin reinstates mask requirements, effective August 19, 2021, for those 2 and older. Resources Workforce InitiativesThe Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy. The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more". The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber. Programs & ServicesWelcome Reception for CVTC President, Dr. Sunem Beaton-GarciaWe invite you to join us Thursday, August 12, for a welcome reception to meet Dr. Sunem Beaton-Garcia, the new president of Chippewa Valley Technical College. Please stop by the Chamber office any time between 4:00 – 7:00 p.m. to meet President Beaton-Garcia. The Chamber will be providing appetizers and beverages at the event. There is no charge to attend but advance registration is appreciated. We look forward to seeing you there! Preview: 2021 Workforce Summit KeynoteThe Workforce Solutions Summit is an annual event that addresses workforce issues and offers solutions. Watch Jim Morgan from MRA speak on "The Great Sansdemic" as a preview to his keynote session at the Workforce Summit. Only Two Exhibitor Spots Available: 22nd Annual Age of Opportunity Job and Volunteer Fair The 22nd annual Age of Opportunity Job and Volunteer Fair will be held on Wednesday, September 15, 2021, from 8:30 a.m. to 12:00 p.m. Traditionally, the Age of Opportunity Job and Volunteer Fair focused on the mature workforce (aged 55+) in our region. This year, with such a robust, energized, and reliable workforce, we are excited to open the Age of Opportunity Job and Volunteer Fair to ALL ages. From 8:30 a.m. – 9:30 a.m. the exhibits will be limited to the workforce consisting of those aged 55+. Then, from 9:30 a.m. – 12:00 p.m. the fair will be open for all interested candidates of any age. Age of Opportunity will not only highlight the vibrant workforce of the 55+ community, but of the entire Eau Claire workforce. This will be an exciting event with a great opportunity to find your next top talent. If your organization/business is looking to fill paid and/or volunteer positions, follow the link to register as an exhibitor: Click Here to Become an Exhibitor Presenters Needed! - Proposal Deadline is Wednesday, September 8, 2021 The Chamber will be hosting its annual Marketing & Social Media conference rebranded virtual HOMEPAGE: a 3 day digital experience. Providing a whole new experience for our attendees, we are asking for video submissions from each presenter on your proposed topic. Proposals are sought from individuals who would be willing to volunteer to present a 45 minute session on an aspect of advertising, social media, marketing or public relations. Benefits of Speaking While this is a volunteer opportunity, speakers receive recognition in all marketing materials to attendees from all across the state. All speakers are invited to attend the entire event as our guest. And best yet, you are able to promote you and your business to hundreds of Chamber members! Access the Request for Proposal Submission Form here. For questions please contact winegar@eauclairechamber.org. ResourcesEau Claire Chamber: Explore Eau Claire Concierge ProgramThrough the new "Explore Eau Claire" program, a personal concierge acts as a connection to your job candidates and new hires as they make the choice to call Eau Claire home and begin the process of relocation. We ask what's important to them in a community, then research, communicate, and make connections for them in areas such as:
Our "Explore Eau Claire" program will save you time and money. Our concierge is knowledgeable, experienced, and dedicated to serving candidates who are relocating. Whether you have a general employee, manager, or executive, our program helps decrease turnover and increase employee satisfaction. Eau Claire Chamber Job BoardIf you are looking for your next top talent, the Eau Claire Chamber's Job Board is a great way to share your open positions. Small Street Journal: Share Your Announcements and Press ReleasesThe Small Street Journal is a weekly publication providing local organizations/businesses a place to share their latest press releases. The blog's link is shared on all of the Chamber's social media platforms. If you are interested in sharing your press releases on Small Street Journal, please email your press document to winegar@eauclairechamber.org Supporting a Remote WorkforceThe world has seen massive amounts of change due to the Covid-19 pandemic. One of those changes is the transition of working from the office to working from home. Some employees may remain remote for the rest of their time with an organization, rather than going back to working in the office. It is important to keep remote workers engaged, active, and connected. SHRM: 10 Tips for Successfully Managing Remote Workers1. Set expectations early and often. 2. Be organized and flexible. 3. Adapt the length of your meetings. 4. Track your workers' progress. 5. Emphasize communication. 6. Remember to listen. 7. Build connections and be available to your team. 8. Provide a way to collaborate. 9. Resist the urge to micromanage. 10. Celebrate success. Forbes: 10 Tips for Being a Successful Remote Worker1. Keep a regular work schedule. 2. Put firm work/life boundaries in place. 3. Seriously, get out of your pj’s. 4. Get comfortable with tech tools to help you work better. 5. Have a smart home office setup. 6. Listen to your body. 7. Don’t forget to eat with an eye to nutrition. 8. Take a breather. 9. Make an extra effort to communicate with your boss, co-workers and team. 10. Deliver. Center for Workplace Mental Health: Working Remotely During COVID-19: Your Mental Health & Well-BeingThe Coronavirus (COVID-19) is presenting new and unique major challenges. We are navigating unchartered waters with this virus making it important to find new ways to work and interact while also taking care of our mental health and well-being. Many are teleworking full-time for the first time, isolated from co-workers, friends and family. Our daily living routines are disrupted causing added anxiety, stress and strain physically, mentally, and financially. It is completely natural for this disruption and uncertainty to lead to anxiety and stress. 12 Ways to Support the Mental Health of Your Remote Workers4.7 million people work remotely in the United States alone. With more and more employees working from home, employers have to change their day-to-day operations to accommodate workers in different cities, states and countries. Protecting the mental health of remote workers can be one of the most difficult challenges for employers. How can you recognize the signs of a problem or offer support when you’re in a different location or time zone? This article details 12 ways you can support your remote employees’ mental health. 1. Offer Mental Health Employee Benefits 2. Stay Connected with Technology 3. Socialize Virtually 4. Check In Regularly 5. Encourage Physical Fitness Managing a Hybrid WorkforceAs some employees may be working from home, others might be ready to be back in the office. Fostering an environment where in person and remote workers can collaborate will be key for maintaining an efficient workplace. Red River: How to Effectively Manage a Hybrid Workplace ModelAccording to Microsoft, 61 percent of leaders are “thriving” under the new remote model of work. Perhaps more importantly, up to 40 percent of employees are considering leaving their employer. Under a hybrid working environment, employees and managers experience enhanced levels of freedom. They are able to work where they want and often when they want. But there’s a complexity involved; it’s harder to communicate, more time-consuming to touch base and easy to feel alienated and apart. Nevertheless, embracing a hybrid work environment has some substantial benefits for an organization, not the least of which is the ability to downsize its physical infrastructure. 1. Consider switching from “hours worked” to milestones and deadlines. 2. Utilize a consolidated communication and collaboration system like Office 365 and MS Teams. 3. Encourage team engagement, exercises and shared goals. 4. Frequently check in with employees to ensure that they are getting what they need to get. 5. Build trust between employees and management. 6. Have processes in place to govern communication. Harvard Business Review: Making the Hybrid Workplace FairThe pandemic has upended much about how we work, and what comes next is neither the death of the office nor a return to the way things were. Instead, our new reality will be hybridity: working with employees who are co-located in the same physical space as well as employees working remotely. Hybridity promises organizations the benefits of remote working (increased flexibility, reduced carbon footprint, labor-cost optimization, and increased employee satisfaction) alongside the critical strengths of traditional, co-located work (smoother coordination, informal networking, stronger cultural socialization, greater creativity, and face-to-face collaboration). But hybridity is also inextricably tied to power — it creates power differentials within teams that can damage relationships, impede effective collaboration, and ultimately reduce performance. To lead effectively in a hybrid environment, managers must recognize and actively manage the two distinct sources of power that can impede — or facilitate — hybrid work: hybridity positioning and hybridity competence. Inc: 4 Leadership Rules to Follow If You Want a Successful Hybrid WorkplaceSince March 2020 and the pandemic, life as we knew it was put on pause. We suddenly and unexpectedly packed up our desks and started working at home, where we met new colleagues through a screen and were quickly fatigued by virtual meetings. Virtual happy hours and trivia aside, it's been a challenge to maintain workplace culture during these times. As we transition back to a new "normal," business leaders must consider how the reimagined workplace will look for employees, including those who haven't met. For many companies, this strategy includes a hybrid model of working both remotely and in the office. Looking for a fresh executive perspective, I connected with Michael Simpson, chairman and CEO of workforce journey company Pairin, to get his outlook on creating a culture that reunifies everyone after the past year-plus of remote work. 1. Create company values. 2. Reintroduce the office. 3. Team bonding. 4. Personal development. HBR Podcast - Ideacast: Building Successful Hybrid TeamsTsedal Neeley, professor at Harvard Business School, has been studying remote work and global teams for years. In episode 732 early in the pandemic, she shared how managers could lead their teams while many team members worked from home. Now, as more people return to more in-person work, she’s back on the show to help managers lead their teams effectively in a hybrid workplace, a mix of working from home and the office. Neeley is the author of the book "Remote Work Revolution: Succeeding from Anywhere", and the HBR article “15 Questions About Remote Work Answered.” Ceridian: Designing an Equitable, Engaged, and Productive Hybrid WorkplaceAs companies around the world continue to reopen, leaders are once again facing the challenge of creating a workspace that keeps business moving forward and accommodates the needs of employees. For many, that will be a blend of in-office and remote work – a hybrid approach for individuals, teams, and even entire functions or departments. In fact, our latest Future of Work report, to be released in July, surveyed more than 2,000 senior executives globally about their post-pandemic work environment. The executives reported that post-pandemic they anticipate 27% of their workforce will utilize remote work, while another 29% will utilize a hybrid model, alternating between remote and a physical location. This tells us that remote or hybrid work will dominate the workplace of the future. And while this mode of working offers many benefits, it also comes with its own unique challenges from a culture and employee experience point of view. 1. Hybrid means flexibility and choice. 2. Stay focused on wellness. 3. Build in more diversity and inclusivity. 4. Managing hybrid right. Harvard Business School: Planning for a Hybrid WorkforceProfessor Tsedal Neeley, author of the new book, "Remote Work Revolution: Succeeding from Anywhere," provides leaders with five ways to plan for their future workforce. Mark Your CalendarTuesday, August 17, 2021: Ribbon Cutting- Kwik Trip South Wednesday, August 18, 2021: Leadership Eau Claire 40th Anniversary Celebration & Alumni Afterglow Friday, August 20, 2021: Eggs & Issues: The State of Public Higher Education Wednesday, August 25, 2021: Ribbon Cutting- UWEC Flesch Family Welcome Center Wednesday, September 1, 2021: Eau Claire Chamber Open House Workforce InitiativesThe Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy. The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more". The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber. EventsBusiness Salutes Eau Claire Golf Classic The Business Salutes Eau Claire Committee of the Eau Claire Chamber of Commerce organizes the annual Business Salutes Eau Claire Golf Classic (BSEC) that promotes networking for 170 members. For more information on Business Salutes Eau Claire, please contact Phil Swiler. Bravo to Business Join us at Bravo to Business on Wednesday, September 22, 2021 at the beautiful Florian Gardens Conference Center as we recognize outstanding local businesses in our area for the significant role they play in driving the city's business community and economic growth. Bravo to Business is an award ceremony that will focus on local businesses as well as community development in our area for the significant role they play in driving the city’s business community and economic growth. This event will be held on Wednesday, September 22nd in conjunction with National Chamber of Commerce month. 22nd Annual Age of Opportunity Job and Volunteer Fair: Exhibitors Needed! The 22nd Annual Age of Opportunity Job and Volunteer Fair will be held on Wednesday, September 15, 2021 from 9:00 a.m. to 12:00 p.m. at the Oakwood Mall. This is a unique opportunity for employers, organizations, and businesses to find an experienced and reliable candidate pool. The Age of Opportunity Job and Volunteer Fair highlights the mature workers in the Chippewa Valley (ages 55+) that are searching for full or part-time employment, project work, flexible hours, or a fun and social work environment. Being an exhibitor at the Job and Volunteer Fair gives you the chance to meet potential candidates for available paid and/or volunteer positions. The candidates you will meet are reliable, well-seasoned workers who have exceptional skills and talents to share. ResourcesSurvey to find out what employees need and want to help them balance work and caregivingThe purpose of this survey is to help employers better understand how family caregiving responsibilities impact employees. HSHS Spotlight JobsSearch through spotlight jobs that are available at HSHS. Eau Claire Chamber: Explore Eau Claire Concierge ProgramThrough the new "Explore Eau Claire" program, a personal concierge acts as a connection to your job candidates and new hires as they make the choice to call Eau Claire home and begin the process of relocation. We ask what's important to them in a community, then research, communicate, and make connections for them in areas such as:
Our "Explore Eau Claire" program will save you time and money. Our concierge is knowledgeable, experienced, and dedicated to serving candidates who are relocating. Whether you have a general employee, manager, or executive, our program helps decrease turnover and increase employee satisfaction. Understanding the Different Generations in Your WorkplaceA Generation Gap...What is it?A generation gap refers to the chasm that separates the thoughts expressed by members of two different generations. More specifically, a generation gap can be used to describe the differences in actions, beliefs, and tastes exhibited by members of younger generations versus older ones. The subjects at hand may be vast and varied but can include politics, values, and pop culture. While generation gaps have been prevalent throughout all periods of history, the breadth of differences of these gaps has widened in the 20th and 21st centuries. Generation gaps play big roles in businesses because, in order to succeed, companies must find ways to balance the needs and views of individuals from different age groups. Businesses must be cognizant of the fact that changing demographics of their client base, including the typical genders of their patrons, can drastically affect their business cycles and bottom lines. Purdue University: Infographic on Generational Differences in the Workplace The Challenges of a Multigenerational WorkplaceDifferent generations are shaped by specific internal and external factors. Therefore, not all people work based off the same needs, expectations, and rationale. Managers and employees alike must understand the generational gaps that exist in the workplace, so they are able to collaborate effectively despite the differences. Multi-generational workplaces are common as Baby Boomers work past retirement age and Generation Z enters the workforce. Understand the generations in your workplace, and tackle any workplace generational conflict with the resources below. Managing a Multi-Generational Workforce74% of hiring professionals say that the biggest trend shaping the recruitment world right now is the rise of the multi-generational workforce. The first Generation Z workers are entering the workforce, and over 20% of Baby Boomers work past retirement age. With the Gen X crowd and millennials in between, many companies now employ workers from four generations. Multi-generational workforce challenge #1: Negative stereotyping Unfortunately, stereotypes abound in the workplace. Do any of these sound familiar?
Multi-generational workforce challenge #2: Different work styles There can be a significant divide between how the various generations prefer to work. Baby Boomers are used to putting in long workdays at the office, while Gen Y and Gen Z workers usually prefer flexible hours and remote work. At the same time, mature workers are often happy to take an assignment or project and run with, while younger workers prefer group-based work and daily feedback. Multi-generational workforce challenge #3: Communication problems Many companies are adopting enterprise software with messaging systems for managers and their team members. Yet while messaging is a normal method of communication for younger employees, some older workers prefer email or phone calls. How to Manage 5 Generations of Workers | Brian TraceyHow to Thrive in a Multi-Generational WorkplaceTerry is 22 years old, and an enthusiastic new starter at your organization. This is the career that he's wanted since high school and, now that he's got his degree and joined your team, he's impatient to impress his new colleagues with his ambition and creativity. But he soon finds the going tough. Some of his fellow team members don't seem to appreciate his eagerness, and they are wary of his ideas and suggestions. The team is a mixed bunch. Some are middle-aged and others are nearing retirement, and have been at the company for years. They feel that Terry doesn't understand the way that things get done in the organization. His enthusiasm and energy is starting to wane as he feels worn down by their reluctance to consider new ideas. Terry isn't alone. Around the world and across industries, more generations than ever before are working together. Increasingly, it's younger employees who are leading older team members , turning the established order on its head. This new scenario can cause problems, but it also presents opportunities for sharing knowledge and experience. This article explores how to thrive within a multi-generational workplace. How Generational Stereotypes Hold us Back at Work | Leah GeorgesThe Silent Generation, baby boomers, Generation X, millennials, Gen Z -- we're all in the workforce together. How are our assumptions about each other holding us back from working and communicating better? Social psychologist Leah Georges shows how we're more similar than different and offers helpful tactics for navigating the multigenerational workplace. Why We Should Embrace Generational Differences in the Workplace Two heads are clearly better than one. But two different heads are ultimately better than two that simply think the same, research has found. 1. It drives innovation A study by Forbes Insights among more than 300 large, global companies shows that diversity is a key driver of innovation. A diverse set of experiences, perspectives, and backgrounds is essential for innovation and the development of new ideas. 2. Skill diversity We already mentioned how Baby Boomers used to make phone calls and write letters to build relationships and how this strengthened their interpersonal skills. Younger generations tend to have stronger digital skills. The beauty of a multigenerational workforce lies in the fact that every generation brings a different set of skills to the table. Often, these skills will be complementary which creates a great opportunity for intergenerational team bonding. 3. Having multiple perspectives Thanks to their different ways of thinking about the world – and the workplace – each generation will have a distinct thought process. A multigenerational workforce will, therefore, be a source of various perspectives on every subject and idea that comes up. Not only does this make your organization more appealing to a much broader customer demographic, but it also makes you more appealing to a broader candidate demographic. 4. Future-proofing your workforce Many organizations are thinking about future-proofing their workforce. And rightly so: we’ve got a rapidly digitalizing world, heaps of people hitting retirement and a recruitment market that is largely candidate-driven. The good news is, this situation is a great example of how organizations can benefit from generational differences in the workplace. Having a multigenerational workforce enables companies to launch initiatives like a two-way mentoring program. Mature talents can share their knowledge, experience, and skills with younger generations and vice versa. This kind of mentoring, especially when part of a sound strategic workforce planning, can ensure the transfer of crucial skills. The benefit is twofold. On the one hand, you’ve got a group of younger employees fully equipped to take over when the time comes. On the other hand, you may be able to keep on your mature talents (part-time) because they enjoy their new role as company mentor. 5. A competitive advantage Something that can be deducted from the above is that a multigenerational workforce gives you a competitive advantage. Having multiple generations working in your organization makes you more attractive both for a wider audience of potential customers and candidates. In a time where diversity on a gender, ethnical and age level is a hot topic, being a multigenerational employer is definitely a plus. 6. Better performance and productivity According to an executive briefing by the SHRM Foundation, research shows that generational diversity can improve organizational performance and that HR practices that improve the age diversity climate in a company can potentially further improve that performance and reduce employee turnover. According to the same briefing, both older and younger workers are more productive in companies with mixed-age work teams. OR watch a video highlighting the benefits of generational differences in the workplace: Upcoming Events   Workforce InitiativesThe Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy. The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more". The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber. EventsBreakfast in the Valley: Pre-Order Your Box Today! This year, Breakfast in the Valley BOXES will be available through PRE-ORDER ONLY. Purchase a box in celebration of June Dairy Month and to continue support of our area agriculture. All products in the box will be donated or purchased from local creameries, dairy farms, and/or businesses. You can choose between purchasing a large box or a medium box. Boxes will be PRE-ORDER ONLY and you will pick them up in a drive thru format. On Friday, June 11, boxes will be available to pick up at the Eau Claire County Expo Center (5530 Fairview Dr, Eau Claire, WI 54701). The drive thru will be the only opportunity to pick up pre-ordered BIV boxes. Working product list:
Introducing...Bravo to Business! For almost 20 years, the Eau Claire Area Chamber has recognized businesses of all sizes, entrepreneurs, and business leaders for their contributions to the business community. In 2021, the Chamber is launching Bravo to Business by revamping and adding to our awards. We aim to recognize more investors and enhance the prestige surrounding these honored awards. We will continue to recognize our individual award winners, Ambassador of the Year, Chamber Volunteer of the Year, Outstanding Young Professional of the Year and Woman of Achievement at our Eau What a Night event in January. Bravo to Business will focus on local businesses as well as community development in our area for the significant role they play in driving the city’s business community and economic growth. This event will be held on Wednesday, September 22nd in conjunction with National Chamber of Commerce month. To be considered for one of these awards, the organization must be setting the standards for excellence and innovation with their business practices and community involvement. Award applicants are narrowed down to three finalists in each category. The finalists and winners will be announced at our awards ceremony on Wednesday September 22nd, 2021. Programs & ServicesLeadership Eau Claire Accepting Applications for Class of 2022Application Deadline is Friday June 4, 2021! The Chamber is currently accepting applications for its Leadership Eau Claire™ (LEC) Class of 2022. The goal of the program is to enhance participants’ community knowledge and leadership qualities through skill building exercises, activities and educational days. During the nine-month program, participants discuss the issues facing the community, develop the leadership skills necessary to assume leadership roles & are provided with opportunities to be further involved in our community. More information is available here on the Chamber’s website and you can view the online application here. If you have questions, contact Casey Schumacher via email (schumacher@eauclairechamber.org) L.E. Phillips Memorial Public Library: Online Financial Education from LinkedIn LearningTimes are tough, and now is a great time to learn practical strategies to improve your financial health. LinkedIn Learning (formerly Lynda) offers classes on a huge variety of topics, free to you with your library card whenever you want, wherever you are. To help you get started, our librarians have chosen these courses on four different financial wellness topics. Pick and chose what interests you, or complete the whole series! Library Card Applications English: Adult, Student, Child Hmong: Adult, Child Spanish: Adult, Child Hyvee Fast & Fresh Now HiringVaccines are being Distributed, Now What?Ruder Ware: To Mask or Not to Mask? For Employers That is the Question!Unless you have been in a cave, you are aware that on May 13, 2021, the Centers for Disease Control and Prevention (CDC) announced that individuals who have been fully vaccinated for COVID-19 no longer need to wear a face covering in many settings. (CDC Guidance) Many of you shouted “HOORAY!” when you heard this news as you hoped it meant some relief from masks in your workplaces. Unfortunately, what complicates this issue is that the CDC’s announcement specifically excludes “federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance.” As you review your policies in light of this announcement, here are some things to consider with the “mask or no mask” issue. MRA: ResourcesEverything you need for timely resources on the latest Coronavirus (COVID-19) developments. National Law Review: Have You Been Vaccinated? Your Employer (and Everyone Else) Wants to KnowThe CDC’s recent guidance suggesting that most fully vaccinated individuals may discontinue certain safety measures, such as masking and social distancing, has created significant confusion for employers navigating conflicting and ever-changing state and local COVID-19 workplace laws, regulations and guidance. While the most recent CDC guidance endorses resuming activities (indoors and out) without masks for most fully vaccinated individuals, the guidance around vaccination verification and disparate treatment between the vaccinated and unvaccinated is still lacking. Employers are now facing these sensitive but critically important return to office issues without the benefit of critical guidance from Federal, state and local regulators. We provide some guidance below regarding vaccine verification and some considerations for employers thinking about instituting vaccine policies. Other ResourcesGuidance for fully-vaccinated individuals (Center for Disease Control) OSHA Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace (OSHA) Eau Claire County COVID-19 Information Hub Eau Claire County COVID-19 Vaccination Page Post-Pandemic WorkplaceMIT Sloan: Redesigning the Post-Pandemic WorkplaceThe world has experienced widespread disruption over the past year as a result of the COVID-19 pandemic. With the successful development and distribution of a COVID-19 vaccine, the timeline for when the so-called next normal will arrive is clearer. Leaders should begin to take steps to consider what the workplace will look like when it arrives. Gensler: 5 Trends Driving the Post-Pandemic WorkplaceThe longer we work from home and away from our colleagues, the more being together matters. Zoom is not a replacement for human connection and a shared experience — either with our extended families or with our co-workers and teams. We want to meet face-to-face, socialize, brainstorm, and connect with each other again. This is how we build community, strengthen relationships, coach and mentor, and reinforce our shared purpose and culture. Employers will not need to sell the upsides of the office to their employees — they already know them. Post-pandemic, most office workers are looking forward to returning and prefer to spend the majority of their workweek there too. The Gensler Workplace Survey 2020 found that while workers have some new needs and expectations driven by COVID-19, most of the issues and trends raised were already here pre-COVID — and were just exacerbated by the pandemic. SHRM: Supporting Mental Health in the Post-Pandemic WorkplaceIn many workplaces, there is still a stigma around discussing employee mental health conditions. Yet the pandemic has created an unexpected opportunity for more open and supportive conversations between HR, employees and senior leadership. Michelle Tenzyk discovered that her willingness to speak openly about what it's like to be a high achiever living and working with severe depression has helped others to see her as a resource and to speak openly about their own experience. "The pandemic has exacerbated mental health challenges, even for people who were on solid footing before," said Tenzyk, founder and CEO of East Tenth Group, a New York-based leadership and executive coaching firm, and board member of The Stability Network, an organization of people sharing their lived experience with mental health conditions. "Opening up about my lived experience gave permission to others to open up as well. "When leaders are willing to come forward and speak openly about their experience, it really helps bring down the walls," Tenzyk added. At Influence & Co., a content marketing firm in Columbia, Mo., CEO Kelsey Raymond has been open with colleagues about seeing a therapist. "I think this has helped break down any stigma that may have been present around talking about mental health," she explained. "So if you have a personal experience that you're willing to speak openly about, that vulnerability can be really powerful to your team." Workplace mental health includes leaders advocating resources and a healthy culture, as well as managers proactively creating a safe, supportive and sustainable environment, said Bernie Wong, manager of research and design at Mind Share Partners, a San Francisco nonprofit specializing in mental health training. Forbes: The Future of Work |
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The Eau Claire Area Chamber of Commerce has released a new workforce solution to the area! We found a solution to help you bring in and retain the talent you work so hard to find.
The Eau Claire Area Chamber has launched Explore Eau Claire, a community concierge program. This program is exclusive for you, our investors! Thank you to our newest Investor University of Wisconsin Eau Claire for supporting this program and its growth in our community.
The Explore Eau Claire program acts as a connection to your job candidates/new hires and their families as they make the choice to call Eau Claire home and begin the process of relocation. We ask what’s important to them and will make the connections that help newcomers integrate in our community. In areas such as:
• Schools • Churches • Hobbies/Interests
• Housing • Pet Care • Community Involvement
You can find more information here. If you have any questions or would like to be one of our limited initial investors, please reach out to us at exploreec@eauclairechamber.org.
You sell your company. We sell the community.
The Eau Claire Area Chamber has launched Explore Eau Claire, a community concierge program. This program is exclusive for you, our investors! Thank you to our newest Investor University of Wisconsin Eau Claire for supporting this program and its growth in our community.
The Explore Eau Claire program acts as a connection to your job candidates/new hires and their families as they make the choice to call Eau Claire home and begin the process of relocation. We ask what’s important to them and will make the connections that help newcomers integrate in our community. In areas such as:
• Schools • Churches • Hobbies/Interests
• Housing • Pet Care • Community Involvement
You can find more information here. If you have any questions or would like to be one of our limited initial investors, please reach out to us at exploreec@eauclairechamber.org.
You sell your company. We sell the community.
Gallup Article: Harness the Power of Your Organizational Culture in 3 Steps
COVID-19 created a shift in the dynamic of the workspace as offices closed and employees connected virtually. The inability to connect in person can create a disconnect among a company's culture. Employee's may find it difficult to stay motivated and focused without the value that comes from workplace culture. Gallup's article addresses this as an opportunity for company's to check in on their workplace culture. They recommend the following three tips:
1. Audit your organization's culture.
Though most leaders can pinpoint how their role supports their organization's purpose, most workers can't -- only four in 10 U.S. employees strongly agree that the mission or purpose of their organization makes them feel their job is important. That means nearly six in 10 employees don't feel that way. Six in 10 are showing up to work feeling some level of disconnect from their company's mission or purpose -- and ultimately, from their own workplace culture.
To check in and assess the state of your organizational culture, ask yourself:
Leaders should anchor their ideal culture in the results it creates -- in the employee experience, customer experience and bottom-line outcomes. This ensures that the unique value each employee brings continues to propel your high-performance culture forward.
History has shown that cultures fail when they don't welcome divergent opinions or ways of thought. If employees can bring new ways of reaching your goals, their methods should be treasured and celebrated rather than seen as counterculture or, more ambiguously, that the employee is "not a good fit."
3. Specify how your values support that ideal organizational culture in day-to-day work.
To identify and articulate how your values reinforce your workplace culture, lean on your high performers who are on the front lines with your customers. They are the ones who, through their actions, are actively building and contributing to your organization's culture every day. With their help, mock up developmental scenarios that might occur in their work environment that will help prompt other employees to speak to how they might handle that same situation.
1. Audit your organization's culture.
Though most leaders can pinpoint how their role supports their organization's purpose, most workers can't -- only four in 10 U.S. employees strongly agree that the mission or purpose of their organization makes them feel their job is important. That means nearly six in 10 employees don't feel that way. Six in 10 are showing up to work feeling some level of disconnect from their company's mission or purpose -- and ultimately, from their own workplace culture.
To check in and assess the state of your organizational culture, ask yourself:
- Is our culture well-defined and clearly communicated?
- What are our organization's core values?
- What do those values look like when employees exemplify them in daily work life?
- Are those values consistent throughout the company, or are different values or cultures embraced by role or department out of necessity?
- If our organizational leadership changes, what is the likelihood that our culture changes?
- Can our customers identify our values after interacting with our employees?
Leaders should anchor their ideal culture in the results it creates -- in the employee experience, customer experience and bottom-line outcomes. This ensures that the unique value each employee brings continues to propel your high-performance culture forward.
History has shown that cultures fail when they don't welcome divergent opinions or ways of thought. If employees can bring new ways of reaching your goals, their methods should be treasured and celebrated rather than seen as counterculture or, more ambiguously, that the employee is "not a good fit."
3. Specify how your values support that ideal organizational culture in day-to-day work.
To identify and articulate how your values reinforce your workplace culture, lean on your high performers who are on the front lines with your customers. They are the ones who, through their actions, are actively building and contributing to your organization's culture every day. With their help, mock up developmental scenarios that might occur in their work environment that will help prompt other employees to speak to how they might handle that same situation.
Podcast: ACT Workplace Solutions- Rebooting Economic and Workforce Development for 2021
The year 2020, although officially part of history now, presented significant market disruptions with lasting impact. What does it mean for workforce and economic development leaders who are grappling with the shifts continuing into 2021? Episode 25 of Ready for Work welcomes Chad Chancellor to the mic to discuss what trends to expect for economic and workforce development in 2021.
Chad, co-founder and CEO of Next Move Group, shares insights and predictions that he’s already seeing take shape in his part of the country. The population is shifting where they live and therefore where their dollars are spent. If he’s right, now is a huge window of opportunity for rural and small- to mid-sized markets. Listen to the episode for recommendations to leaders looking to attract site selectors and executives to their region.
In case you missed it, ACT pulled together the workforce industry’s best ideas for leading a skills-based economic recovery into one easy-to-use toolkit. Get the free toolkit here. Looking for success stories for disaster recovery and crisis management? We have those, too.
Listen on: Apple Podcasts | Google Podcasts | Stitcher | Spotify
Chad, co-founder and CEO of Next Move Group, shares insights and predictions that he’s already seeing take shape in his part of the country. The population is shifting where they live and therefore where their dollars are spent. If he’s right, now is a huge window of opportunity for rural and small- to mid-sized markets. Listen to the episode for recommendations to leaders looking to attract site selectors and executives to their region.
In case you missed it, ACT pulled together the workforce industry’s best ideas for leading a skills-based economic recovery into one easy-to-use toolkit. Get the free toolkit here. Looking for success stories for disaster recovery and crisis management? We have those, too.
Listen on: Apple Podcasts | Google Podcasts | Stitcher | Spotify
MRA: Turnover Survey
Managing employee turnover is important, but it can be a little overwhelming to figure out where to start. Especially now, as organizations continue to deal with the effects of the COVID-19 pandemic. This year's turnover report will begin to show the impact it had on participating organizations over the last year. Here is what you can expect from this year's survey:
- Overall turnover rates
- Voluntary and involuntary turnover rates
- Reasons for turnover
- Actions organizations have taken to reduce turnover, and more!
| Full Survey Findings |
Gallup Article: Productivity vs. Priority Overload - 3 Steps for Leaders
3 Steps for Effective Business Priorities: A Case Study
1. Use purpose to say 'no.'
The first step one professional services firm took was completing a companywide study asking associates about their purpose. The almost unanimous response was, "To make money and generate value for shareholders." This response might seem safe -- but in reality, a purpose like this does not enable effective prioritizing or goal setting.
So it's little wonder that this firm had literally hundreds of different initiatives in play. How many ways can an organization make money? Plenty -- far more than a single workforce can do well. And when Gallup looked closer at how this firm's purpose was influencing its employee experience, one word came back: exhausted.
In most cases, a purpose that's too broad -- or a purpose that is not aimed at a shared, human need -- will leave an organization jumping from one good idea to the next. The result? Unrealized gains and depleted workforce.
The right purpose guides leaders and teams to the right use of time and energy.
2. Use core competencies to focus priorities.
The organization in question then asked itself, "What does our organization do better than anyone else in the world? What is the unique contribution that makes us essential to those we serve?"
Before partnering with Gallup, employees in the organization were not unlike the 59% of American workers who can't see how their workplace differs from its competitors. But then Gallup's companywide survey revealed that many associates believed clients did business with them because they were more pleasant than other firms. That is, many employees viewed their unique core competency as "being nice."
With Gallup's help, the firm dug deeply into operations and discovered what truly differentiated its service: the organization's incredibly capable functional leaders and support staff who were renowned subject matter experts in their functions. Their operational excellence made the organization easy to do business with. Ultimately, this resulted in custom, white-glove, above-and-beyond service.
By setting their sights on ease of doing business and organizational excellence, client leaders were able to reorder, demote, and even remove initiatives that weren't aimed at their core competency in service of their purpose.
3. Collectively review priorities.
With an actionable purpose and unique core competency identified, client leaders were prepared to bring teams together to assess shared and individual priorities -- and to gauge the extent to which each leader's initiatives aligned with the overarching purpose and unique competency. Setting an example for teams companywide, the executive leadership team force-ranked priorities and eliminated actions that did not clearly strengthen their core competency and accelerate their purpose.
1. Use purpose to say 'no.'
The first step one professional services firm took was completing a companywide study asking associates about their purpose. The almost unanimous response was, "To make money and generate value for shareholders." This response might seem safe -- but in reality, a purpose like this does not enable effective prioritizing or goal setting.
So it's little wonder that this firm had literally hundreds of different initiatives in play. How many ways can an organization make money? Plenty -- far more than a single workforce can do well. And when Gallup looked closer at how this firm's purpose was influencing its employee experience, one word came back: exhausted.
In most cases, a purpose that's too broad -- or a purpose that is not aimed at a shared, human need -- will leave an organization jumping from one good idea to the next. The result? Unrealized gains and depleted workforce.
The right purpose guides leaders and teams to the right use of time and energy.
2. Use core competencies to focus priorities.
The organization in question then asked itself, "What does our organization do better than anyone else in the world? What is the unique contribution that makes us essential to those we serve?"
Before partnering with Gallup, employees in the organization were not unlike the 59% of American workers who can't see how their workplace differs from its competitors. But then Gallup's companywide survey revealed that many associates believed clients did business with them because they were more pleasant than other firms. That is, many employees viewed their unique core competency as "being nice."
With Gallup's help, the firm dug deeply into operations and discovered what truly differentiated its service: the organization's incredibly capable functional leaders and support staff who were renowned subject matter experts in their functions. Their operational excellence made the organization easy to do business with. Ultimately, this resulted in custom, white-glove, above-and-beyond service.
By setting their sights on ease of doing business and organizational excellence, client leaders were able to reorder, demote, and even remove initiatives that weren't aimed at their core competency in service of their purpose.
3. Collectively review priorities.
With an actionable purpose and unique core competency identified, client leaders were prepared to bring teams together to assess shared and individual priorities -- and to gauge the extent to which each leader's initiatives aligned with the overarching purpose and unique competency. Setting an example for teams companywide, the executive leadership team force-ranked priorities and eliminated actions that did not clearly strengthen their core competency and accelerate their purpose.
Ted Talk: How to Get Your Brain to Focus
Working from home, surrounded by your devices, make it challenging to focus you brain. Listen to Chris Bailey as he discusses how to get your brain to focus.
Eau Claire Area Chamber of Commerce: Upcoming Events
Click the Following Links to Learn More & Register
Menomonie Area Chamber & Visitor Center - Updates and Information
Virtual Junior Chamber Career Fair Partnership Invitation
Participating businesses will connect with up to 500 high school students from five local school districts to promote employment opportunities, describe career pathways, available scholarships and advocate for internships, co-ops and youth apprenticeships. Choose to present a live session or a pre-recorded session. Regardless of presentation style, all information will be available for six months after the event.
Buy Local, Buy Wisconsin Grants
The Buy Local, Buy Wisconsin (BLBW) competitive grant program is designed to strengthen Wisconsin's agricultural and food industries by working to reduce the marketing, distribution, and processing the impedes the expansion of sales of Wisconsin's food products to local purchasers.
A total of $300,000 is available in grant funding through the program; the maximum award for each project is $50,000, and grant applicants must provide a cash or in-kind match of at least 50 percent of the total project budget. Applications are due March 26 by noon.
A total of $300,000 is available in grant funding through the program; the maximum award for each project is $50,000, and grant applicants must provide a cash or in-kind match of at least 50 percent of the total project budget. Applications are due March 26 by noon.
Workforce Initiatives
The Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy.
The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more".
The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber.
The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more".
The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber.
Diversity Equity & Inclusion in the Workforce
The Eau Claire Area Chamber of Commerce, Diversity, Equity and Inclusion (DEI) Taskforce is measuring the current business climate for DEI in the area. We’d like to know what you are thinking and doing in an effort to identify regional best practices and areas of need. Your response is very valuable, even if you don’t have formal policies regarding DEI. Your answers will help to determine priorities in serving Chamber investors in this topic area. Responses are needed by Thursday, February 18, 2021.
Definition of Diversity, Equity and Inclusion (DEI):
Diversity in the workforce means respecting and appreciating differences in, for example, race, culture, ethnicity, nationality, gender, gender expression, sexual orientation, age, national origin, people with a disability, religion, veteran status, class, and education. Equity is the quality to be fair and impartial. Inclusion is about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his/her/them full potential.
The Eau Claire Area Chamber of Commerce, Diversity, Equity and Inclusion (DEI) Taskforce is measuring the current business climate for DEI in the area. We’d like to know what you are thinking and doing in an effort to identify regional best practices and areas of need. Your response is very valuable, even if you don’t have formal policies regarding DEI. Your answers will help to determine priorities in serving Chamber investors in this topic area. Responses are needed by Thursday, February 18, 2021.
Definition of Diversity, Equity and Inclusion (DEI):
Diversity in the workforce means respecting and appreciating differences in, for example, race, culture, ethnicity, nationality, gender, gender expression, sexual orientation, age, national origin, people with a disability, religion, veteran status, class, and education. Equity is the quality to be fair and impartial. Inclusion is about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his/her/them full potential.
COVID-19 Updates and Resources
Eau Claire County COVID-19 Economic Indicators
Steps You Can Take to Make Your Nonprofit Resilient
COVID-19 cases continue to rise throughout the U.S., and your nonprofit’s services are needed more than ever. But as you learned when the pandemic first began, the results of what you build depend on the foundation you’ve set.
To amplify your impact externally, you must first respond, recover and revitalize internally.
That’s why we’ve put together an e-book that dives into your next steps – actionable items that improve your infrastructure and set your employees up for success. In this e-book, you’ll learn how to:
- Take remote work to the next level
- Rethink how you manage remote employees
- Manage employees’ fear and uncertainty and boost morale
- Assess your technology
- And more
To amplify your impact externally, you must first respond, recover and revitalize internally.
That’s why we’ve put together an e-book that dives into your next steps – actionable items that improve your infrastructure and set your employees up for success. In this e-book, you’ll learn how to:
- Take remote work to the next level
- Rethink how you manage remote employees
- Manage employees’ fear and uncertainty and boost morale
- Assess your technology
- And more
CDC Issues Vaccine Toolkit for Employers
Today the CDC issued its "COVID-19 Vaccine Communication Toolkit for Essential Workers: Getting Started," which includes posters, FAQs, and templates to use when communicating with your workforce about the vaccine. In addition, the Wisconsin Department of Health and Human Services' webpage on the vaccine has a great deal of information specific to our state.
As always, as you consider the vaccine and its applicability to your workforce, do not hesitate to contact your COVID team with questions.
As always, as you consider the vaccine and its applicability to your workforce, do not hesitate to contact your COVID team with questions.
Biden Issues an Executive Order Related to COVID-19 and Worker Safety
On January 21, 2021, President Biden issued an Executive Order ("Order") which directs the Secretary of Labor, through the Occupational Safety and Health Administration (OSHA), to:
- Issue revised guidance to employers on workplace safety during the COVID-19 pandemic within two weeks of the Order;
- Consider whether an emergency temporary standard on COVID-19, including whether masks in the workplace, is necessary, and if such standard is necessary to issue it by March 15, 2021;
- Review current enforcement efforts by OSHA related to COVID-19 and identify changes that could be made to protect workers;
- Launch a national program focused on OSHA enforcement efforts related to COVID-19 violations;
- Create an outreach campaign focused on informing workers of their rights under applicable law.
DHS Announces Groups Eligible for COVID-19 Vaccine Tentatively Beginning March 1
The Department of Health Services (DHS) announced future groups that will be eligible tentatively beginning March 1, 2021. Groups are being prioritized due to an increased risk of exposure or vulnerability to COVID-19 and are consistent with the recommendations from the State Disaster Medical Assistance Committee (SDMAC). The groups in priority order include education and child care, individuals enrolled in Medicaid long-term care programs, some public-facing essential workers, non-frontline health care essential personnel, and facility staff and residents in congregate living settings.
“We’re going to keep getting shots in arms as quickly as possible and as soon we have vaccines available,” said Gov. Tony Evers. “In the meantime, we have to continue working together to prevent the spread of this virus by wearing face coverings and limiting gatherings with others while we vaccinate folks across our state.”
March 1 is a tentative date, dependent on vaccine supply from the federal government. If vaccine supply increases from the federal government, these populations may be eligible before March 1. However, if vaccine supply decreases, they may be eligible after March 1. Currently, Wisconsin is receiving about 70,000 vaccine doses from the federal government weekly.
Due to a limited supply of vaccine, SDMAC prioritized groups for eligibility. These recommendations come after SDMAC reviewed the science and considered nearly 5,000 public comments to provide guidance that equitably distributes the vaccine across the state.
“We’re going to keep getting shots in arms as quickly as possible and as soon we have vaccines available,” said Gov. Tony Evers. “In the meantime, we have to continue working together to prevent the spread of this virus by wearing face coverings and limiting gatherings with others while we vaccinate folks across our state.”
March 1 is a tentative date, dependent on vaccine supply from the federal government. If vaccine supply increases from the federal government, these populations may be eligible before March 1. However, if vaccine supply decreases, they may be eligible after March 1. Currently, Wisconsin is receiving about 70,000 vaccine doses from the federal government weekly.
Due to a limited supply of vaccine, SDMAC prioritized groups for eligibility. These recommendations come after SDMAC reviewed the science and considered nearly 5,000 public comments to provide guidance that equitably distributes the vaccine across the state.
Bus Drivers, Grocery Workers Could Be Next In Line for COVID-19 Shots
A panel of medical and ethical experts in Wisconsin is recommending grocery workers be prioritized for the coronavirus vaccine along with bus drivers, teachers, inmates and correctional staff.
The group making suggestions to the State Disaster Medical Advisory Committee (SDMAC) did not specifically consider older adults in its meeting Wednesday morning.
A day earlier, the Wisconsin Department of Health Services (DHS) announced those age 65 and older will be eligible for shots beginning Monday. DHS previously bumped up firefighters and police, and some have already been immunized.
The preliminary decision to include grocery workers in the next round, phase 1b, of vaccinations marks a shift from initial discussions and comes after a deluge of public comment. There were roughly 5,000 comments in all, some from groups the panel concluded should wait.
Veterinarians and drivers for ride-sharing services like Lyft and Uber would be included in the third phase of vaccinations, group 1c. That phase also includes people with chronic health conditions.
The group making suggestions to the State Disaster Medical Advisory Committee (SDMAC) did not specifically consider older adults in its meeting Wednesday morning.
A day earlier, the Wisconsin Department of Health Services (DHS) announced those age 65 and older will be eligible for shots beginning Monday. DHS previously bumped up firefighters and police, and some have already been immunized.
The preliminary decision to include grocery workers in the next round, phase 1b, of vaccinations marks a shift from initial discussions and comes after a deluge of public comment. There were roughly 5,000 comments in all, some from groups the panel concluded should wait.
Veterinarians and drivers for ride-sharing services like Lyft and Uber would be included in the third phase of vaccinations, group 1c. That phase also includes people with chronic health conditions.
Resources to Grow, Improve, and Innovate Your Business
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Explore Eau Claire Concierge Program New Investor!
The Eau Claire Area Chamber of Commerce has released a new workforce solution to the area! We found a solution to help you bring in and retain the talent you work so hard to find.
The Eau Claire Area Chamber has launched Explore Eau Claire, a community concierge program. This program is exclusive for you, our investors! Thank you to our newest Investor University of Wisconsin Eau Claire for supporting this program and its growth in our community.
The Explore Eau Claire program acts as a connection to your job candidates/new hires and their families as they make the choice to call Eau Claire home and begin the process of relocation. We ask what’s important to them and will make the connections that help newcomers integrate in our community. In areas such as:
• Schools • Churches • Hobbies/Interests
• Housing • Pet Care • Community Involvement
You can find more information here. If you have any questions or would like to be one of our limited initial investors, please reach out to us at exploreec@eauclairechamber.org.
You sell your company. We sell the community.
The Eau Claire Area Chamber has launched Explore Eau Claire, a community concierge program. This program is exclusive for you, our investors! Thank you to our newest Investor University of Wisconsin Eau Claire for supporting this program and its growth in our community.
The Explore Eau Claire program acts as a connection to your job candidates/new hires and their families as they make the choice to call Eau Claire home and begin the process of relocation. We ask what’s important to them and will make the connections that help newcomers integrate in our community. In areas such as:
• Schools • Churches • Hobbies/Interests
• Housing • Pet Care • Community Involvement
You can find more information here. If you have any questions or would like to be one of our limited initial investors, please reach out to us at exploreec@eauclairechamber.org.
You sell your company. We sell the community.
Wipfli: Events to Help Grow Your Organization
The health, well-being and safety of all registrants is our top priority. With the ongoing COVID-19 situation, we are closely monitoring each event and will be updating registrants accordingly.
Wipfli offers various events, seminars and forums on a wide range of topics during the course of the year. We are excited to offer you a wide variety of forums to help you stay ahead of the curve and help your organization continue to grow.
Head Start/Early Head Start Regulation Boot Camp
2/9/2021 12:30 PM - 2/11/2021 04:00 PM (CT)
Industry: Nonprofits, Governments
Type: Live Webinar
Cost $825
CLU Credits: 10.5
The Head Start Act and the Head Start Program Performance Standards (HSPPS) contain pages and pages of guidelines that HS/EHS programs need to follow to stay in compliance. The goal is to help you get comfortable with what HS/EHS programs need to follow to stay in compliance.
Senior HR Forum for Financial Institutions
2/9/2021 01:30 PM - 04:30 PM (CT)
Industry: Financial Institutions
Type: Live Webinar
Cost $1063
Now more than ever, it’s incredibly important to have a trusted peer group of HR professionals to confer with about emerging trends and challenges in our field. We saw so much change so fast in the first few months of the COVID-19 outbreak, and no doubt this will continue through 2020 and into 2021 — if not beyond.
Foundational HR business forum series for construction and real estate
2/11/2021 12:00 PM - 03:00 PM (CT)
Industry: Construction and Real Estate
Type: Live Webinar
Cost $398
Wipfli’s Foundational HR Business Forum provides a dynamic and interactive environment designed to enhance the core knowledge and skills of those with HR responsibilities within construction and real estate industries.
Senior HR Forum for Nonprofits
2/11/2021 01:00 PM - 04:00 PM (CT)
Industry: Nonprofits
Type: Live Webinar
Cost $1773
Wipfli has created a dynamic and interactive small-group HR forum specifically for nonprofits, constructed with a flexible agenda that allows us to shift or add topics as new issues surface. The same people will participate in each forum session throughout the year, allowing individuals to develop powerful and lasting professional relationships and to engage in specific problem solving. Our facilitators will customize your forum to fit the needs of your group and emerging challenges.
Senior HR Business Forum in Eau Claire, WI
2/16/2021 08:30 AM - 12:00 PM (CT)
Type: In Person Event
Cost $398
Event Location:
Wipfli Eau Claire
4890 Owen Ayres Court Suite 200
Eau Claire, Wisconsin 54701
Now more than ever, it is incredibly important to have a trusted peer group of senior-level HR professionals to confer with on emerging trends and challenges in our field. We saw so much change so fast in the first few months of the COVID-19 outbreak and no doubt this will continue through 2020 and into 2021, if not beyond.
Due to the rapidly shifting circumstances, Wipfli has created a dynamic Senior HR Business Forum, constructed with a flexible agenda that allows us to shift or add topics as new issues surface. Our facilitators will customize your Forum to fit the needs of your group and emerging challenges. You will get sound, practical information on new trends in key functional areas of HR management and a consistent group of professional colleagues to collaborate with year-round.
Resource development series – Finance
2/16/2021 10:00 AM - 11:00 AM (CT)
Industry: Nonprofits
Type: Live Webinar
Cost $95
CLU Credits: 1
This three-part series will focus on how to align finance, talent and technology strategies and resources for long-term organizational success. We will discuss ways of diversifying revenue streams that allow for maximum flexibility to meet needs unable to be met with restricted funding.
In-Depth Training on OMB's Uniform Guidance
2/16/2021 12:30 PM - 2/18/2021 04:00 PM (CT)
Industry: Nonprofits, Governments
Type: Live Webinar
Cost $825
CLU Credits: 10.5
Join us online for this virtual training workshop to learn about the Uniform Guidance regulations (2 CFR Part 200 Uniform Administrative Requirements, Cost Principles and Audit Requirements for Federal Awards). We will review the regulations, share examples and stories and also share best practices learned from years of auditing and consulting.
Wipfli Healthcare Connections: Audit requirements for recipients of HHS Provider Relief Funds
2/16/2021 01:00 PM - 02:00 PM (CT)
Industry: Healthcare
Type: Live Webinar
Cost Free
During the live event Wipfli healthcare specialists will provide insights on the audit requirements for recipients of Health and Human Services (HHS) Provider Relief Funds (PRF). With the funding being subject to a Single Audit under the Uniform Guidance, it is critical that healthcare finance officers and their teams understand the regulatory, accounting and auditing implications and start preparing now.
National Association of Workforce Boards: How Workforce Development Boards Can Drive Innovation in the Career Navigation Technology Market
In a typical year, about four million job seekers of all ages receive career services assistance from the nation’s 550 local workforce boards and 2,500 American Job Centers. As millions of Americans file for unemployment due to economic and public health crises, these organizations continue to experience historic volumes of requests for assistance from jobseekers. In the face of this unprecedented, widespread demand, the workforce system has an opportunity to radically transform the way it does business to meet the shifting expectations of workers, learners, and businesses alike. Reinventing the career navigation experience by putting powerful new tools and platforms to use will be a foundational strategy for the wide-scale digital transformation that we imagine.
Often referred to as “intermediaries,” workforce development boards sit at the career development intersection, often supporting individuals during times of crisis (like today) or other important points of transition as they make important decisions about life, learning, and work. For entry-level and middle-skill workers, especially, workforce development boards are lifelines at times of job transition or disconnection.
Workforce development boards and job centers invest in technologies to provide services to workers and learners more efficiently, reinforce staff capacity, and navigate the complex career and industry landscape themselves. Having the client base, scale, and spending ability to make big investments in technology and digital transformation, they are a powerful catalyst for innovation in the career navigation technology market.
Often referred to as “intermediaries,” workforce development boards sit at the career development intersection, often supporting individuals during times of crisis (like today) or other important points of transition as they make important decisions about life, learning, and work. For entry-level and middle-skill workers, especially, workforce development boards are lifelines at times of job transition or disconnection.
Workforce development boards and job centers invest in technologies to provide services to workers and learners more efficiently, reinforce staff capacity, and navigate the complex career and industry landscape themselves. Having the client base, scale, and spending ability to make big investments in technology and digital transformation, they are a powerful catalyst for innovation in the career navigation technology market.
Ted Talk: Three Ways to create a Work Culture that Brings out the Best in Employers | Chris White
Podcast Recommendations: Leadership and Management Podcasts to Inspire You
1. The $100 MBA
This show is hosted by Omar Zenhom, with more than 14 years of experience in business building, he attended Wharton for an aim to “revolutionize business education,” this podcast offers 10-minute business lessons. It boils down to a focused topic in business by industry leaders and avoids backstories and promotional pitches.
2. Engaging Leader
This podcast, the Engaging Leader, is an audio program where host Jesse Lahey and his guests share communication and leadership principles, and tell stories that illustrate putting those principles into practice.
Jesse is a speaker, author, and consultant with over 20 years of experience in leadership and workforce communications.
3. Beyond the To-Do List
Many jobs entail you to make some sort of a To-Do List, but what’s beyond it is more interesting. A lot of leadership and management podcasts discuss goal setting in some way. This podcast is all about learning how to choose the right projects, tasks, and goals in work and life. This show will help you do that with conversations with the people behind the productivity.
This show is hosted by Omar Zenhom, with more than 14 years of experience in business building, he attended Wharton for an aim to “revolutionize business education,” this podcast offers 10-minute business lessons. It boils down to a focused topic in business by industry leaders and avoids backstories and promotional pitches.
2. Engaging Leader
This podcast, the Engaging Leader, is an audio program where host Jesse Lahey and his guests share communication and leadership principles, and tell stories that illustrate putting those principles into practice.
Jesse is a speaker, author, and consultant with over 20 years of experience in leadership and workforce communications.
3. Beyond the To-Do List
Many jobs entail you to make some sort of a To-Do List, but what’s beyond it is more interesting. A lot of leadership and management podcasts discuss goal setting in some way. This podcast is all about learning how to choose the right projects, tasks, and goals in work and life. This show will help you do that with conversations with the people behind the productivity.
Events/Updates
EC City Council and County Board Plan Tuesday, Feb 2, Vote on Local Back-Up Mask Mandate Ordinance
With the state legislature potentially striking down the current statewide mask mandate, the Eau Claire City Council and Eau Claire County Board have scheduled special meetings on Tuesday, Feb 2, to act on a back-up local mandate that would take effect if the state order ends. The City of Eau Claire has also posted a community survey looking for citizen input about a local mandate.
Virtual Eggs & Issues: The State of the City (Eau Claire)
Friday, Feb 19, 7:30-9:00 a.m. (Via Perigon)
City Council President Terry Weld and Interim City Manager Dave Solberg will recap highlights from 2020 and take a look ahead at the City's challenges and plans for 2021.
City Council President Terry Weld and Interim City Manager Dave Solberg will recap highlights from 2020 and take a look ahead at the City's challenges and plans for 2021.
Virtual Community Conversation: Community Health Needs Assessment
The Community Health Needs Assessment that United Way of the Greater Chippewa Valley supports has collected the data from its survey. Now that the first step of our assessment process is complete, we are embarking on the next step which is a series of virtual community conversations taking place in Eau Claire and Chippewa Counties. You are invited to participate in one of these conversations if you’re able.
Joining United Way in the partnership are the Chippewa and Eau Claire City-County health departments, Marshfield Clinic Health System, Mayo Clinic Health System, Sacred Heart Hospital, and St. Joseph’s Hospital. Representatives of these organizations will facilitate small group discussions on the results and at the conclusion of each conversation, all attendees will have the ability to rank the top three needs in our region. This feedback will be used in generating our final report.
In order to RSVP for a conversation, click on the link below that corresponds with the county you reside in or see the attached flyers. There you will see the three date and time options available and you can select the one that works best. You’ll then receive an email with a link to join the virtual conversation.
Click Here: Chippewa County
Click Here: Eau Claire County
Joining United Way in the partnership are the Chippewa and Eau Claire City-County health departments, Marshfield Clinic Health System, Mayo Clinic Health System, Sacred Heart Hospital, and St. Joseph’s Hospital. Representatives of these organizations will facilitate small group discussions on the results and at the conclusion of each conversation, all attendees will have the ability to rank the top three needs in our region. This feedback will be used in generating our final report.
In order to RSVP for a conversation, click on the link below that corresponds with the county you reside in or see the attached flyers. There you will see the three date and time options available and you can select the one that works best. You’ll then receive an email with a link to join the virtual conversation.
Click Here: Chippewa County
Click Here: Eau Claire County
| Eau Claire County Flyer |
| Chippewa County Flyer |
EC Chamber Business After Hours
Please join us for Business After Hours on Monday, February 8 from 4:30 - 6:00 p.m. Come network, network, network!
The format for this event is as follows:
Thank you to our sponsors: 29 Pines Restaurant & The Lodge, Sleep Inn & Suites Conference Center and River Country Co-Op!
Admission is $8 for Chamber members and $12 for non-members. Members may purchase passes in advance from the Chamber for $7 (minimum of 4).
We are looking forward to seeing all of you!
The format for this event is as follows:
- This will be a hybrid event, featuring a "speed networking" event in-person and a simultaneous virtual event for those who want to have safe interaction via Zoom.
- PRE-REGISTRATION IS MANDATORY for all attendees, including via Zoom - No walk-ups will be allowed.
- The in-person event is limited to the first 50 attendees that register. The Zoom event will be unlimited.
- Masks will be worn at all times when networking in-person.
Thank you to our sponsors: 29 Pines Restaurant & The Lodge, Sleep Inn & Suites Conference Center and River Country Co-Op!
Admission is $8 for Chamber members and $12 for non-members. Members may purchase passes in advance from the Chamber for $7 (minimum of 4).
We are looking forward to seeing all of you!
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