Archives for April 2015

Do Workplace Generations Really Vary? A Personal Perspective as a "Millennial"

April 30, 2015 by Katie

The name was popularized by Canadian author Douglas Coupland's 1991 novel, Generation X: Tales for an Accelerated Culture, concerning young adults during the late 1980s and their lifestyles. While Coupland's book helped to popularize the phrase Generation X in a 1989 magazine article he erroneously attributed it to English rock musician Billy Idol. In fact, Idol had been a member of the punk band Generation X from 1976 to 1981, which was named after Deverson and Hamblett's 1965 sociology book Generation X – a copy of which was owned by Idol's mother.

Over the past month there has been significant social media chatter in regards to workplace generations. Much of the chatter was in regards to the opinions of non-milleninnials about millennials. To my surprise, social media followers got extremely heated over the differences between workplace generations. This led me to think back on my personal experiences and provide my own perspective in regards to workplace generations. To do this, I feel that it is essential to identify the actual research based “differences” between generations, and then from that research tie in my own two-cents in regards to the outliers that don't fit with the research.

How many of you can sit back, list off the exact workplace generations and their identified research characteristics?

Unless you're a workplace generation expert, you probably

The phrase Generation Y first appeared in an August 1993 Ad Age editorial to describe children of the day, which they defined as different from Generation X—then aged 11 or younger as well as the teenagers of the upcoming ten years. Since then, the company has sometimes used 1982 as the starting birth year. In 2012, Ad Age “threw in the towel by conceding that Millennials is a better name than Gen Y,” and by 2014, a past director of data strategy at Ad Age said to NPR “the Generation Y label was a placeholder until we found out more about them”

can't do that right off the top of your head. Going to Google really fast and typing in a keyword and then saying you know it doesn't work either. The bottom line is that although many would like to say there are significant differences, many don't put forth the effort in really researching, reviewing, or trying to know those differences. Why? Who knows. Perhaps, you may use a stereotype of a generation to continue with one-upping another generation. In my experience, people stereotype miss many opportunities to learn, respect, and interact with a diverse group of individuals. I think you can tell that I get annoyed that this even an issue. Regardless, it is one, and really with some respect, research, and an open-mind, I feel everyone could benefit from learning more about each other, and will find that not all research or experiences are right, nor do they make up an entire generation. Even if that learning doesn't align with your own personal opinions, but if you give it a shot, you may learn something that you didn't know, and may learn more about another generation that you did not know. According to the Harvard Business Review, there are currently 5 generations in the workplace: Traditionalists, Baby Boomers, Generation X, Millennials, and Gen2020. 

How are the generation categories broken down and what characteristics are associated each category?  Perhaps at this point your curiosity is peaked about the generation characteristics. Before getting into the details, I would like you to think about people that you grew up with. Were they all the same? Did they act, look, or have the same level of work ethic as you? Did you ever notice differences between those that you grew up with that appeared to have more personal drive, work ethic, and interpersonal skills? See just those questions there can create outliners that do not fit the run of a mill research standard. So, as with all things, the key is to recognize that theory is simply theory, it may or may not fit completely with an entire generation, and certainly not for each individual.

So, now that we've added the importance of perspective and open-mindedness let us turn our eyes to the research. According to Jeanne Meister and Karie Willyerd, Co-Founders of Future Workplace  and Workplace Generation Diversity Experts as cited in their Harvard Business Review article identified: Traditionalists, Baby Boomers, GenX, Millennials, and Gen2020.

What are the characteristics associated with each generation category? There is significant data available in regards to characteristic online about generational differences. For purposes of this post, the scope of the data is narrowed down to workplace characteristics. If you would like to expand your generational differences learning, I would encourage checking out the Pew Research Center – Social & Demographic Trends.  The following table is a brief summary of common generational workplace characteristics. Keep in mind, the Gen2020 doesn't have much information because of the newness of this generation, and that generation at this point and time are not active enough to be measured. This makes sense because if we do the math, 17 would be the oldest age in Gen2020. Therefore, the table doesn't represent Gen2020 because the data is limited and what information there is would be relatively speculative.

Brief Breakdown of Generational Workplace Characteristics

My personal perspective of generations in the workplace…Although there is research about characteristics that are identifiers to specific generations, which I can respect, I do feel that rather than categorizing people by the year that they were born and labeling the entire generation is risky business. People are people. We're all different. We all have specific individual characteristics that make up who we are, but our behavior shapes our habit, which shapes our performance in the workplace. To me, the issue should be learning and respecting everyone within an organization, not trying to “one-up” another generation or stereotype generations. Hatred or lack of respect toward a generation is a result of a bad experience and then labeling everyone into that category is just ignorant. If you would read the characteristics associated within each generation category, you may find that you're a hybrid of all the characteristics, however, your behavior may still be different than those categories. For example, I had my first Uncle Sam job the day I turned 14 (that was the earliest you could work in Ohio) and worked throughout high school helping to support my family. I worked 72 -80 hours a week to put myself through college (working in an office during the week and stacking toilets on pallets on the weekends)  while maintaining Honors at the university and being active in extra-curriculur activities and volunteering. Then throughout my career aiming in the top 10% performance of every organization that I have worked with over the past ten years. Along with working, respecting, and learning a great deal from the diverse team of people, clients, and community members. I am a “Millennial” or “Generation Y” (which is actually now a part of  the Millennial category). So, would you categorize me as a no-good Millennial, or you and your generation is taking our nation downhill. Heck no.

In conclusion, my personal perspective is that generations may vary in terms of when people were born, however, in terms of the workplace does one generation perform better or worse than another, I would say no. Workplace performance is a culmination of individual performances. Individual performance varies in every generation. No one generation has the same work ethic across the board. That just doesn't exist. What you do have are individuals in every generation that contributes with their specific talents.  You have good people doing good things. Bad people doing bad things. Lazy people being lazy. Blamers that blame. What we need are doers, believers, and lovers that support one another, our diversity, and society. So, if you've every found yourself stereotyping or judging individuals or generations, I ask you to ask yourself why? Why would you be quick to judge? What benefit does it serve? Judgement doesn't serve anyone. It wastes time, talent, and resources. Educating oneself on generation differences is one thing, categorizing and labeling others negatively is another. The key to our success as an organization, society, and nation is respect, understanding, accountability and working together to reach goals.

All my love to each of you. I am so happy and grateful to work alongside talented men and women from every generation. I believe every interaction has taught me so many lessons and has contributed my understanding of Oneness. Which reminds me of one of my favorite quotes, “Wisdom is knowing that we are all One. Love is what it feels like. Compassion is what it acts like.” – Ethan Walker, III. 

by Katie Doseck, PhD MBA

Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC

Copyright 2015 by Viral Solutions LLC

Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.

Viral Solutions LLC is a Digital Marketer Certified Partner, Infusionsoft Certified Consultant and a Mobit Certified Partner. We help overwhelmed small business owners duplicate themselves – so business can be fun again.

Filed Under: Analytics Tagged With: employee relations, Managing Diversity, Millenials, Respecting Each Other, Workplace Generations

Do Workplace Generations Really Vary? A Personal Perspective as a "Millennial"

April 30, 2015 by Katie

The name was popularized by Canadian author Douglas Coupland's 1991 novel, Generation X: Tales for an Accelerated Culture, concerning young adults during the late 1980s and their lifestyles. While Coupland's book helped to popularize the phrase Generation X in a 1989 magazine article he erroneously attributed it to English rock musician Billy Idol. In fact, Idol had been a member of the punk band Generation X from 1976 to 1981, which was named after Deverson and Hamblett's 1965 sociology book Generation X – a copy of which was owned by Idol's mother.

Over the past month there has been significant social media chatter in regards to workplace generations. Much of the chatter was in regards to the opinions of non-milleninnials about millennials. To my surprise, social media followers got extremely heated over the differences between workplace generations. This led me to think back on my personal experiences and provide my own perspective in regards to workplace generations. To do this, I feel that it is essential to identify the actual research based “differences” between generations, and then from that research tie in my own two-cents in regards to the outliers that don't fit with the research.

How many of you can sit back, list off the exact workplace generations and their identified research characteristics?

Unless you're a workplace generation expert, you probably

The phrase Generation Y first appeared in an August 1993 Ad Age editorial to describe children of the day, which they defined as different from Generation X—then aged 11 or younger as well as the teenagers of the upcoming ten years. Since then, the company has sometimes used 1982 as the starting birth year. In 2012, Ad Age “threw in the towel by conceding that Millennials is a better name than Gen Y,” and by 2014, a past director of data strategy at Ad Age said to NPR “the Generation Y label was a placeholder until we found out more about them”

can't do that right off the top of your head. Going to Google really fast and typing in a keyword and then saying you know it doesn't work either. The bottom line is that although many would like to say there are significant differences, many don't put forth the effort in really researching, reviewing, or trying to know those differences. Why? Who knows. Perhaps, you may use a stereotype of a generation to continue with one-upping another generation. In my experience, people stereotype miss many opportunities to learn, respect, and interact with a diverse group of individuals. I think you can tell that I get annoyed that this even an issue. Regardless, it is one, and really with some respect, research, and an open-mind, I feel everyone could benefit from learning more about each other, and will find that not all research or experiences are right, nor do they make up an entire generation. Even if that learning doesn't align with your own personal opinions, but if you give it a shot, you may learn something that you didn't know, and may learn more about another generation that you did not know. According to the Harvard Business Review, there are currently 5 generations in the workplace: Traditionalists, Baby Boomers, Generation X, Millennials, and Gen2020. 

How are the generation categories broken down and what characteristics are associated each category?  Perhaps at this point your curiosity is peaked about the generation characteristics. Before getting into the details, I would like you to think about people that you grew up with. Were they all the same? Did they act, look, or have the same level of work ethic as you? Did you ever notice differences between those that you grew up with that appeared to have more personal drive, work ethic, and interpersonal skills? See just those questions there can create outliners that do not fit the run of a mill research standard. So, as with all things, the key is to recognize that theory is simply theory, it may or may not fit completely with an entire generation, and certainly not for each individual.

So, now that we've added the importance of perspective and open-mindedness let us turn our eyes to the research. According to Jeanne Meister and Karie Willyerd, Co-Founders of Future Workplace  and Workplace Generation Diversity Experts as cited in their Harvard Business Review article identified: Traditionalists, Baby Boomers, GenX, Millennials, and Gen2020.

What are the characteristics associated with each generation category? There is significant data available in regards to characteristic online about generational differences. For purposes of this post, the scope of the data is narrowed down to workplace characteristics. If you would like to expand your generational differences learning, I would encourage checking out the Pew Research Center – Social & Demographic Trends.  The following table is a brief summary of common generational workplace characteristics. Keep in mind, the Gen2020 doesn't have much information because of the newness of this generation, and that generation at this point and time are not active enough to be measured. This makes sense because if we do the math, 17 would be the oldest age in Gen2020. Therefore, the table doesn't represent Gen2020 because the data is limited and what information there is would be relatively speculative.

Brief Breakdown of Generational Workplace Characteristics

My personal perspective of generations in the workplace…Although there is research about characteristics that are identifiers to specific generations, which I can respect, I do feel that rather than categorizing people by the year that they were born and labeling the entire generation is risky business. People are people. We're all different. We all have specific individual characteristics that make up who we are, but our behavior shapes our habit, which shapes our performance in the workplace. To me, the issue should be learning and respecting everyone within an organization, not trying to “one-up” another generation or stereotype generations. Hatred or lack of respect toward a generation is a result of a bad experience and then labeling everyone into that category is just ignorant. If you would read the characteristics associated within each generation category, you may find that you're a hybrid of all the characteristics, however, your behavior may still be different than those categories. For example, I had my first Uncle Sam job the day I turned 14 (that was the earliest you could work in Ohio) and worked throughout high school helping to support my family. I worked 72 -80 hours a week to put myself through college (working in an office during the week and stacking toilets on pallets on the weekends)  while maintaining Honors at the university and being active in extra-curriculur activities and volunteering. Then throughout my career aiming in the top 10% performance of every organization that I have worked with over the past ten years. Along with working, respecting, and learning a great deal from the diverse team of people, clients, and community members. I am a “Millennial” or “Generation Y” (which is actually now a part of  the Millennial category). So, would you categorize me as a no-good Millennial, or you and your generation is taking our nation downhill. Heck no.

In conclusion, my personal perspective is that generations may vary in terms of when people were born, however, in terms of the workplace does one generation perform better or worse than another, I would say no. Workplace performance is a culmination of individual performances. Individual performance varies in every generation. No one generation has the same work ethic across the board. That just doesn't exist. What you do have are individuals in every generation that contributes with their specific talents.  You have good people doing good things. Bad people doing bad things. Lazy people being lazy. Blamers that blame. What we need are doers, believers, and lovers that support one another, our diversity, and society. So, if you've every found yourself stereotyping or judging individuals or generations, I ask you to ask yourself why? Why would you be quick to judge? What benefit does it serve? Judgement doesn't serve anyone. It wastes time, talent, and resources. Educating oneself on generation differences is one thing, categorizing and labeling others negatively is another. The key to our success as an organization, society, and nation is respect, understanding, accountability and working together to reach goals.

All my love to each of you. I am so happy and grateful to work alongside talented men and women from every generation. I believe every interaction has taught me so many lessons and has contributed my understanding of Oneness. Which reminds me of one of my favorite quotes, “Wisdom is knowing that we are all One. Love is what it feels like. Compassion is what it acts like.” – Ethan Walker, III. 

by Katie Doseck, PhD MBA

Chief Visionary and Strategic Ace Up Your Sleeve | Viral Solutions LLC

Copyright 2015 by Viral Solutions LLC

Katie Doseck, PhD MBA | Chief Visionary & Strategic Ace Up Your Sleeve. I catapulted my experience with extensive education, trainings, and personal coaching; earning a PhD in Organizational Management with a specialization in Human Resource Management, MBA in Organizational Leadership, and BA in Law & Liberal Arts. Subject Matter Expert (SME) areas: Human Resource Management, Employment Law, Organizational Change, Change Management, Resource Planning, Strategic Planning, Talent Management, Selling & Sales Management, Training & Development, Decision Making Models, Project Management, Customer Relationship Management, and Motivation. Dr. Doseck is based out of Logan, Utah.

Viral Solutions LLC is a Digital Marketer Certified Partner, Infusionsoft Certified Consultant and a Mobit Certified Partner. We help overwhelmed small business owners duplicate themselves – so business can be fun again.

Filed Under: Analytics Tagged With: employee relations, Managing Diversity, Millenials, Respecting Each Other, Workplace Generations

Facebook Do's and Dont's for Digital Marketers

April 27, 2015 by Christine

8 Things You Must Know Before You Advertise on Facebook

Facebook's New People Based Advertising Making Waves

Facebook has been at the forefront of marketing innovation for quite a while now, and a new advertising technology it’s been working on has been garnering a lot of attention within the industry.  They call it “people-based” marketing. The general idea is that you get to know your audience very deeply, even if you never actually learn their names or identities.

Read Full Article Here

 Popular Social Media Topics for Your Facebook Mix

Managing a social media page for a business doesn’t necessarily mean that every single post you make must be business related. In fact, adding a little personality to your posts makes you more human, more likeable, more memorable. Besides, Facebook is a social network. Just as you’d discuss other interesting topics at a business cocktail party, the same is true of social media pages. But what to post?
To get the most traction, it’s smart to stick with popular topics. After all, if they’re popular, they’re more likely to strike a chord with the masses. Thus, you can expect more comments, likes, and shares.

Read Full Article Here

Reality based conversations. | We get real and we stay that way. We know that no amount of great marketing, sales techniques, software as a service (Saas) or operational consulting will fix a bad entrepreneur. We are prepared to deliver our best, to enable you to raise your anchor through the one set of activities that sets the best apart from the rest.

 Identifying and Removing Fake Facebook Fans

How many of your Facebook followers are fakes? Facebook estimates that over 83 million of its users are fakes. Of those, about half are duplicate accounts while about 15 million are spam accounts. Whether you “bought” followers to help your page look good or have a bunch of fake followers who want to spam your page, identifying and removing the fakes is a good idea. Why?

For starters, fake followers don’t engage with your page. That lack of engagement matters. If most of your fans are fake and not engaging with you, your content will be less likely to be shown to your real fans.

Read Full Article Here

 These Two Can Play Nicely Together: Email and Facebook

Moving your business onto Facebook doesn’t necessarily mean that you’re done with email marketing. In fact, the two often go hand-in-hand. Use the quick tips listed below to make sure that both disciplines receive the attention that they deserve.
Building a Facebook following and an email list allows you to reach more people in more ways. The two can, and should, go hand-in-hand.

5 Tips on How to Integrate Facebook with your Email Marketing efforts

 Read Full Article Here

Don’t Listen to People Who Tell You It’s Time to Quit Facebook

I recently read an article on LinkedIn that suggested it may be time for businesses to step back from Facebook and focus their marketing endeavors elsewhere.  The author cited regular changes in algorithms, decrease in overall reach and a poor bottom line as reasons that people may consider pulling the plug.
When it comes to using Facebook as an advertising tool, we need to understand that it’s up to us to evolve with Facebook, rather than keeping our strategies the same throughout all the changes, which basically amounts to trying to fit a square peg into a round hole.

Read the Full Article Here

Anatomy of an Engaging Facebook Post

When you post a status update on Facebook, you do so hoping it will make an impression on your followers, right? While you may want them to smile, click through to your website, or leave a comment, there’s more involved than crossing your fingers and hoping they’ll like it. The elements below make up the anatomy of an engaging Facebook post.
All status updates should have a goal. In fact, you should identify the goal before you craft your post. After all, if you don’t know what you want your followers to do with a given update, how can you expect them to follow through and do it?

Read Full Article Here

by Christine Kelly

CEO and Queen Bee | Viral Solutions LLC

Copyright 2015 Viral Solutions LLC

Prior to joining Viral Solutions, Christine held executive leadership roles at some of the largest small business consulting firms in the USA. Her experience includes leading direct reports of over 130 remote sales agents who generated $38mm in annual revenue. She obtained her Marketing degree from British Columbia Institute of Technology. Bring her C-Suite experience to your small business. Although our company is virtual, and we can work with you wherever you are located, she is located in Denver, Colorado and owns a second home in Vancouver, BC Canada.

Viral Solutions LLC is a Digital Marketer Certified Partner, Infusionsoft Certified Consultant and a Mobit Certified Partner. We help overwhelmed small business owners duplicate themselves – so business can be fun again.

Filed Under: Social Media Tagged With: automated relationship marketing, content marketing, facebook, facebook advertising, facebook demographic, facebook pixel, facebook power editor, facebook retargeting, facebook targeting, marketing tactics, social media, social media strategy

Facebook Do’s and Dont’s for Digital Marketers

April 27, 2015 by Christine

8 Things You Must Know Before You Advertise on Facebook

Facebook's New People Based Advertising Making Waves

Facebook has been at the forefront of marketing innovation for quite a while now, and a new advertising technology it’s been working on has been garnering a lot of attention within the industry.  They call it “people-based” marketing. The general idea is that you get to know your audience very deeply, even if you never actually learn their names or identities.

Read Full Article Here

 Popular Social Media Topics for Your Facebook Mix

Managing a social media page for a business doesn’t necessarily mean that every single post you make must be business related. In fact, adding a little personality to your posts makes you more human, more likeable, more memorable. Besides, Facebook is a social network. Just as you’d discuss other interesting topics at a business cocktail party, the same is true of social media pages. But what to post?

To get the most traction, it’s smart to stick with popular topics. After all, if they’re popular, they’re more likely to strike a chord with the masses. Thus, you can expect more comments, likes, and shares.

Read Full Article Here

Reality based conversations. | We get real and we stay that way. We know that no amount of great marketing, sales techniques, software as a service (Saas) or operational consulting will fix a bad entrepreneur. We are prepared to deliver our best, to enable you to raise your anchor through the one set of activities that sets the best apart from the rest.

 Identifying and Removing Fake Facebook Fans

How many of your Facebook followers are fakes? Facebook estimates that over 83 million of its users are fakes. Of those, about half are duplicate accounts while about 15 million are spam accounts. Whether you “bought” followers to help your page look good or have a bunch of fake followers who want to spam your page, identifying and removing the fakes is a good idea. Why?

For starters, fake followers don’t engage with your page. That lack of engagement matters. If most of your fans are fake and not engaging with you, your content will be less likely to be shown to your real fans.

Read Full Article Here

 These Two Can Play Nicely Together: Email and Facebook

Moving your business onto Facebook doesn’t necessarily mean that you’re done with email marketing. In fact, the two often go hand-in-hand. Use the quick tips listed below to make sure that both disciplines receive the attention that they deserve.

Building a Facebook following and an email list allows you to reach more people in more ways. The two can, and should, go hand-in-hand.

5 Tips on How to Integrate Facebook with your Email Marketing efforts

 Read Full Article Here

Don’t Listen to People Who Tell You It’s Time to Quit Facebook

I recently read an article on LinkedIn that suggested it may be time for businesses to step back from Facebook and focus their marketing endeavors elsewhere.  The author cited regular changes in algorithms, decrease in overall reach and a poor bottom line as reasons that people may consider pulling the plug.

When it comes to using Facebook as an advertising tool, we need to understand that it’s up to us to evolve with Facebook, rather than keeping our strategies the same throughout all the changes, which basically amounts to trying to fit a square peg into a round hole.

Read the Full Article Here

Anatomy of an Engaging Facebook Post

When you post a status update on Facebook, you do so hoping it will make an impression on your followers, right? While you may want them to smile, click through to your website, or leave a comment, there’s more involved than crossing your fingers and hoping they’ll like it. The elements below make up the anatomy of an engaging Facebook post.

All status updates should have a goal. In fact, you should identify the goal before you craft your post. After all, if you don’t know what you want your followers to do with a given update, how can you expect them to follow through and do it?

Read Full Article Here

by Christine Kelly

CEO and Queen Bee | Viral Solutions LLC

Copyright 2015 Viral Solutions LLC

Prior to joining Viral Solutions, Christine held executive leadership roles at some of the largest small business consulting firms in the USA. Her experience includes leading direct reports of over 130 remote sales agents who generated $38mm in annual revenue. She obtained her Marketing degree from British Columbia Institute of Technology. Bring her C-Suite experience to your small business. Although our company is virtual, and we can work with you wherever you are located, she is located in Denver, Colorado and owns a second home in Vancouver, BC Canada.

Viral Solutions LLC is a Digital Marketer Certified Partner, Infusionsoft Certified Consultant and a Mobit Certified Partner. We help overwhelmed small business owners duplicate themselves – so business can be fun again.

Filed Under: Social Media Tagged With: automated relationship marketing, content marketing, facebook, facebook advertising, facebook demographic, facebook pixel, facebook power editor, facebook retargeting, facebook targeting, marketing tactics, social media, social media strategy

Seattle Tech CEO Raises All Employees’ Salaries to $70k, Sees Big Results

April 25, 2015 by Christine

This story has been making the rounds throughout the media for the past couple weeks, but it’s too cool not to take another look at. In case you hadn’t heard, Dan Price, the CEO of Gravity Payments (a Seattle-based technology company), announced that he will raise the base salary of all of his employees to at least $70,000 per year over the course of the next three years. To help accomplish this, he is decreasing his own annual salary from nearly $1 million to $70,000.

This selfless act got a lot of publicity on the media circuit, with videos of the reactions of his employees to his announcement going viral. It was a feel good story, especially when you consider that business owners are usually viewed by the mass media and general public as being greedy, unfeeling corporate bullies.

New information indicates that as a result of all the good PR that Price has received from the move, his company now has clients falling over themselves to do business with him, so much so that his relatively small company of 120 employees has had to turn some back because they lack the capacity to do that much work.

So what lessons does this teach us about running a business?

Dan’s leadership has earned him the 2014 Seattle Business CEO Excellence Award, 2013 Entrepreneur Magazine’s Entrepreneur Of 2014, 2010 SBA National Young Entrepreneur Of The Year Award, and featured in countless articles, including Forbes, Business Week, and CNBC. “Every one of my teammates is a leader. Together we inspire growth through learning and bold action, relentlessly pushing the bar higher.“
-Dan Price – Founder & CEO

1. People always appreciate being appreciated. Now, Price has a company full of employees whose morale is absolutely through the roof. For some people, they’re seeing their salaries double in the span of just a few years. With a single move, Price earned the undying loyalty of his employees because he showed them exactly how much he appreciates the work he does for them.
2. Leading by example never goes out of style. Even bigger than increasing all of his employees’ salaries to $70,000 was decreasing his own salary to the same amount. That’s a salary decrease of nearly $930,000 per year for Price. While $70,000 per year is nothing to sneeze at, you look at how much the man is giving up for the sake of his employees and see that this is a man who is serious about leading by example. The example that he set with this move is one that all business owners should attempt to emulate in their own way. Nobody is bigger than the team.
3. People want to do business with good people. The fact that so many clients have rushed to do business with Gravity Payments since this move was announced shows just how important character is in the business world. Simply put, people want to do business with good people.

We commend Mr. Price for his bold decision, and wish him and Gravity Payments all the best.

Copyright 2015 Viral Solutions LLC

by Thomas von Ahn | Chief Elephant Slayer

Watch out elephants! This slayer of business challenges comes with 30 years of record breaking sales, marketing, operations, training and leadership experience . He has worked face-to-face with 100’s of small business owners as well as large firms. His love of creating, communicating, developing and executing results for clients shines with each project, publication and training event. His entrepreneurial spirit, passion, industry experience, education, problem-solving prowess, charismatic personality and been-there-done that attitude leads his client focused approach.

Viral Solutions LLC is a Digital Marketer Certified Partner, Infusionsoft Certified Consultant and a Mobit Certified Partner. We help overwhelmed small business owners duplicate themselves – so business can be fun again.

Filed Under: Analytics Tagged With: bullying, business, employee morale, employee relations, small business tips