Jay Sachetti joined Jeff O’Brien, partner at Husch Blackwell and Dyanne Ross-Hanson, president of Exit Planning Strategies talked about the market for mergers and acquisitions, exit planning opportunities for companies that don’t end up for sale and how companies can maximize their eventual sale price during an early October panel at the first Upsize on Tap event at Summit Brewing Co. in St. Paul.
When the state Legislature passed a law requiring employers to provide paid leave and safe time for employees, Justin Bieganek started hearing differing details from friends, colleagues and peers.
When the ink dried on our group’s deal to acquire Upsize earlier this year and I started making editorial plans, I initially intended for the cover story in this human resources-focused issue to be about creating systems.
It’s not a sexy topic, but it’s an important one that probably doesn’t see the light of day as much as it should. Plus, as a first-time business owner myself, I figured I could use a quick brush up on what I need to be focusing on in my own early days.
But when I read the words of Tyler Arvig, medical director at R3 Continuum, in his submitted article in the March/April issue of Upsize, I realized a change, err, I guess that’s a pivot, in this day and age, was in order.
“One in six employees feels supported by their employers,” Arvig wrote.
“Most employees report struggling mentally during this time,” he added, citing a recent Oracle study.
Perhaps most frighteningly, “current employer-sponsored solutions don’t meet the needs of today’s workplace.”
I wanted to hear more. Hence was born this issue’s cover story, how small businesses can make sure they are helping employees wrestle with whatever mental health challenges arise during times like these.
In an interview for this issue, Arvig says a lot of the steps companies should be taking aren’t all that hard. Check in with workers on a regular basis. Ask them how they are doing — and mean it, don’t just take “I’m fine” at face value. Know not just of your employee assistance program’s existence, but also a few details about the benefits employees can get from the program, should they decide to utilize it.
They’re not difficult steps to take. They do take some commitment, but it can be done, as shown by the handful of folks who spoke with me about the recommendations, strategies and steps they utilized to make sure their employees were doing alright through this last year of sudden turns and rocky ups and downs.
Best yet, adds Jaime Taets from the Keystone Group, done correctly and genuinely, communicating with employees and truly caring how they are doing can build much deeper loyalty. And where your small businesses and mine might not be able to compete with larger, more resourced companies on the basis of the size of workers’ paychecks, you actually have the advantage of nimbleness when it comes to putting these practices into action.
I know these aren’t the only companies taking care of employees or doing other things really well. If you think your small business has done something extraordinary, be it how you’ve handled helping employees through the last year or on some other “how-to” issue that hasn’t yet made the magazine or our website, get in touch. I want to hear more. Thank you.
