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Tenstreet Market Index: What To Do When App Volumes Plummet

application
Archives, Global Trade Daily, Trucking

Tenstreet Market Index: What To Do When App Volumes Plummet

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A healthy interest in the driver market always ranks high on a carrier’s list. But given the tough conditions, the industry has experienced over the last year, this interest has shifted to a furrowed concern. With application volumes dropping every week and more trucks sitting vacant, the desperation for drivers means carriers are likely paying more for less in an attempt to avoid the same fate other carriers and small businesses have suffered.

What’s Causing the Drop?

It’s a combination of several factors. Clearinghouse eliminations, retirements, and early exits would have affected the industry in 2020-21 anyway. But COVID introduced unprecedented factors to the market for which it couldn’t have prepared – notably drivers who are waiting to reenter the market (possibly until vaccination numbers rise or until they can get vaccinated) and the stimulus checks that keep them comfortable while they do so.

The number one thing to remember is that you’re not alone. This is not a carrier- or service-specific shortcoming, it’s a broad drop in application volume that has impacted the entire industry. While that may bring you little comfort, there is something you can do to prepare for when drivers return.

First, let’s review the data.

Weekly Driver Activity – Last 53 Weeks

Typically, application rates tend to be high at the beginning of the year and during late spring/early summer. They gradually drop off until the holiday season, when the drop in the volume of applications tends to be most pronounced (see late November and December). Another case of seasonality explains the dip in February 2021 when the country was locked down by storms.

From the first two charts below, you can see evidence of an additional market element. While driver job-seeking activity is still significantly below pre-pandemic levels, the stimulus has managed to drop the floor out from under the situation.

This is made clearer in the second chart, in which we’ve zoomed in on the last 5 weeks. Note the last 2-3 weeks in March where the number of applications fell drastically. March 2021 still places application volume 10 or 15 points below where we were in March 2020.

Weekly Driver Activity – Last 5 Weeks

Application Activity Index

This index is derived from Tenstreet clients who have had a consistent IntelliApp volume for the past 25 months. We assigned January 2019 a value of 100 for comparison. This gives us an easy way to see rate of application activity change over the last two years while removing the impact of growth in the number of carriers using the platform. As you can see, carriers as a whole have seen a huge decline over the past year in general.

Cost Per Lead, Cost Per Full Application

As mentioned above, carriers are paying more for leads and full apps than they did just a year ago due to the more intensified driver shortage, and are likely finding that the more specific their search, the shorter their results fall. Nevertheless, cost per full application has risen +30% over the past year.

Hiring Cycle Compared to Hire Rate

This chart shows a solid inverse relationship between the number of days in your cycle and the chance that a driver will make it to a hired status. Put simply, the longer your hiring process, the more opportunities there are for drivers to drop out.

With carriers having to work harder for every candidate, it’s more important than ever that they be able to glide through your hiring process smoothly. As past data has shown, the more serious the candidate, the more carriers they are typically interacting with – so finding and eliminating any rough patches will pay dividends when the pendulum swings and application volume improves.

This process need not be overwhelming, and we can help. Start by walking through your process as a driver and making note of any bottlenecks and hiccups. Replace them with time-saving solutions, like automation and integrations. Remember, drivers will be coming out of their own slumber and will not hesitate to move swiftly on to the next carrier if they encounter any reason to think they’re in store for more hard times.

Engagement and Early Onboarding

In addition to automation and integrations, engagement in early onboarding is another way you can improve your hiring cycle to improve your chances of getting that driver in a truck. The below chart shows carriers who engage drivers with text messaging, digital forms, and digital training modules within less than a day have a 40% greater chance of getting that driver all the way to hire.

Time and drivers aren’t the only things you’ll save. The more you can move online, the more money you save on hotels, meals, and recruiter onboarding time. Carriers who onboard online experienced an immediate 20%-40% in savings when they free their onboarding processes from expensive and unnecessary activities.

Tenstreet Can Help

Just as you’re not alone in this drop-in application volume, you’re not alone in improving your hiring process. Let us help your business see a new level of success. Many of our account managers and advisors have worked for carriers like yours in the past and know how to help.

Give us a call at 877-219-9283 or email us at sales@tenstreet.com and let us help you put new strategies in place for the next surge of drivers who come your way. It’s only a matter of time.

This article originally appeared here. Republished with permission.

culture quiet
Acquisitions, Archives, Global Trade Daily

M&A Includes Smart Navigating of Culture Issues When Merging

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Mergers and acquisitions are a common part of the corporate life cycle. For example, in the tech industry, many established companies will expand into new markets by buying startups that are innovating in emerging fields. But integrating a tiny startup into a much larger company can be challenging because they may operate in very different ways. Any merger could face similar issues, even with companies that seem similar. However, companies undergoing a merger can mitigate these clashes by recognizing each organization’s cultural distinctives and seeking thoughtful changes that benefit the combined whole.

A number of years ago, Deloitte conducted a survey to investigate issues of culture in mergers and acquisitions. The report defined culture as “the long-standing, largely implicit shared values, beliefs, and assumptions that influence behavior, attitudes, and meaning in a company.” In other words, corporate culture is how employees as a group think and act, and sometimes, cultural differences can become serious enough to derail integration.

As a simple example, a small startup might have Ping-Pong tables in the break room and provide sushi lunches for everyone on Fridays. These niceties may be less likely to persist at a large company with a stricter culture, so a merger between the two corporations could lead to disagreements between “fun” and “serious.” While disagreements over perks might frustrate employees, cultural differences can be much more serious, such as how leaders make decisions or how managers relate to their subordinates.

The first step to reconciling cultural differences is identifying them. As Deloitte notes, “The most insightful cultural observers often are outsiders, because cultural givens are not implicit to them.” Consider engaging key people from both companies to work on the cultural differences and decide how to reconcile them. This cultural integration team should hash out the details of what the key differences are, what needs to be kept, and what needs to be changed.

Early in the integration process, have the team start identifying how each company operates. Management style is an important aspect, but you should also consider how employees interact with each other and with managers within the company. Try to identify the implicit assumptions that both companies have. Once you have identified these assumptions, determine which ones align with the goals and vision of the combined company. Keep what will help.  Change what will not.

Throughout the process, make sure that the integration team communicates clearly what is happening and why. But do not simply dictate what changes will be made. Genuinely ask for input from employees at both companies. Keep them in the loop. Many people are wary of change, but transparency and being willing to listen will help prevent alienating anyone, which will encourage employees to stay.

When cultural integration is handled well, the combined company benefits from the strengths of the original organizations. McKinsey points out that “A merger provides a unique opportunity to transform a newly combined organization, to shape its culture in line with strategic priorities, and to ensure its health and performance for years to come.” Seize the opportunity and build a new corporate culture that benefits everyone involved.

_______________________________________________________________

Louis Lehot is an emerging growth company, venture capital, and M&A lawyer at Foley & Lardner in Silicon Valley.  Louis spends his time providing entrepreneurs, innovative companies, and investors with practical and commercial legal strategies and solutions at all stages of growth, from the garage to global.

employees
Archives, Commentary, Global Trade Daily

3 Tips For Leaders To Steady The Ship When Employees Lose Their Balance

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Company leaders and managers have a big responsibility in overseeing employees. But they can’t see everything, and sometimes there’s more going on in a worker’s life than meets the eye.

Employee disengagement or burnout isn’t always apparent, and some employers may be in for a surprise if and when the COVID-19 pandemic winds down. One study shows that 57% of U.S. employees say they are burnt out, with many likely to leave their job after the pandemic is over. And a Gallup survey reveals that the percentage of engaged employees – those enthusiastic about their workplace – is under 40%.

What the numbers mean is leaders need to learn how to spot and help out-of-balance employees, says Mark McClain, CEO and co-founder of SailPoint and the ForbesBooks author of Joy and Success at Work: Building Organizations that Don’t Suck (the Life Out of People).

“One challenge leaders and managers routinely face is to recognize when the people around them – peers, colleagues, but especially subordinates – are out of balance or are heading in the wrong direction,” McClain says. “Beyond the potential impacts on their personal lives, you want to try to head off the negative effects such imbalances can have on their roles in the company.

“This may seem imposing, but you have to pay attention as a leader. No employee can run at a crazy pace forever, yet some companies let people run themselves right out of the building. Other workers who are disengaged can be harder to spot initially.”

McClain offers these tips for leaders to spot, address, and help out-of-balance employees:

Make work-life balance part of your culture. “You can expect much from your employees, but you don’t want them to fry themselves,” McClain says. “You don’t want them to harm their health, their family, or their relationships. If you have good people, ideally you’ll grow them and help them work toward their vision of a healthy work-life balance. The sooner leaders confront imbalance in the equation, the more meat they put on the bones of company culture.”

Screen out for potential burnout. Some companies hire knowing they will overwork people or take advantage of their ambition to work extra hard and advance up the corporate ladder, McClain says. But that approach can lead to burnout and departure, which costs companies in terms of replacing them. “There are always going to be ultra-motivated climbers,” McClain says. “But exploiting them is beyond bad. Those who can’t stand it get out, and the HR departments plan on the fact that every four or five years, only 15 to 20 percent of those hires will be able to move up the ranks. These types of organizations instead should invest in pre-hiring assessments to screen out those who value a life outside of work. Doing so would save the companies money and turnover.”

Be a counselor. It’s not an invasion of privacy for a manager to show concern in an employee, McClain says, and probing is necessary to help the employee. “Like it or not,” he says, “being a counselor of sorts is part of managing people. Getting to know them as people, and their work styles, is what makes spotting imbalances possible. It’s why good managers pull employees aside and say, ‘Hey, you’re here, but you’re not engaged. Is something going on?’ Managers who take that step are able to uncover issues and steer their employees to the help they need.”

“Many companies talk about caring for workers until they’re blue in the face,” McClain says. “But when you put in place the pieces to help them succeed, leaders walk the walk – and everybody wins.”

___________________________________________________________________

Mark McClain (www.markmcclain.me), ForbesBooks author of Joy and Success at Work: Building Organizations that Don’t Suck (the Life Out of People), is CEO of SailPoint, a leader in the enterprise identity management market. McClain has led the company from its beginnings in 2005, when it started as a three-person team, to today where SailPoint has grown to more than 1,200 employees who serve customers in 35 countries.

Transport and logistics
Archives, Global Logistics, Global Trade Daily

How to Attract and Retain Young and Talented People in Transport and Logistics

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When people talk about transport and logistics, they think it is all about moving goods. However, they are wrong. Transport and logistics are not about the goods, but about the people – people are the driving force behind this industry. Yet, those same people, or to say, the lack of those people, are the ones posing the colossal threat to the industry because they keep leaving. Thus, it goes without saying that the industry needs to step up to attract and retain young talented people in transport and logistics. It is time for a ‘make-over.’

So, what is happening to the transport and logistics industry? It suffers from a lousy image! Young generations consider working in this sector undesirable. And, as a result, the industry is faced with an existential crisis – the current workforce is aging, and there is no one younger to replace them.

You Need to Show Trust and Kindness

If you want to attract young talented people not only in transport and logistics but in every possible industry out there, the first thing you need to do is show trust and kindness. According to a recent study, 95% of the young people examined said that mutual respect and trust are the most critical aspects of a working relationship.

The work atmosphere is essential. Finding happiness at work must be possible in all sectors and all industries. Thus, transport and logistic managers must learn how to lead the way properly. They must trust their workers and take the best of their intellect and creativity while giving them a voice. Caring for workers and recognizing all their contributions is the thing that will help you first attract, and afterward retain, young and talented people.

Offer Training and Development Opportunities

Most jobs in transport and logistics are a part of a deskless workforce. While most people say that they prefer this kind of job position, one that will not force them to sit in the same spot for 8 hours, logistics and transportation managers still have to do a lot more to attract young talents.

They can do that by finding a way to conduct training lessons differently. Instead of having courses in the classroom, teachers, leaders, and managers should take the trainees outside. Going to the place where the action happens can provoke excitement and show how interesting this job can actually be.

Moreover, in order to retain workers, they must be given constant training and development opportunities. Luckily, there are many ways to improve training and achieve measurable business results. For instance, training can be mobile – young generations are tech-savvy and will appreciate this. Or, you can organize some training activities during work getaways or team-building events where employees can talk to their supervisors and learn from the best.

Allow Flexibility at Work  

Flexibility at work is fundamental for all young workers out there. This is a thing that will both attract and retain young talented people in transport and logistics industry. Create a business culture where integrating professional and personal is painless.

All workers, and especially younger ones, prefer a job position where work-life balance is possible. Many parts of transportation and logistics job positions can be done from home. So, allow that possibility! Moreover, create more flexible schedules where possible. Give your workers a sense of freedom, and they will stay.

Offer a Relocation Package for Foreign Workers 

If finding professional and experienced people in transportation and logistics or finding people willing to learn this new skill was futile and unsuccessful, consider widening your candidate pool. The only way to do that is to look for talents from other countries. If you offer a good salary and the previously mentioned flexibility, trust, kindness, and an opportunity to grow, you will have no trouble finding people you need.

However, keep in mind that people from other countries may find it difficult to relocate, mainly because of financial reasons. So, offering a relocation package is the way to go. A relocation package, among other things, includes hiring a moving company, which will tend to all your employee’s needs. By doing this, the pool of potential workers you will attract will rise.

Suggest a Fair Salary, And Be Willing to Negotiate 

Of course, one of the first things potential employees see when they look at the job position is the salary. And, many people think that a high salary is a thing that attracts workers the most. But, they are wrong. Young generations are more interested in getting fair and transparent wages. That is the main thing that will keep them on board.

All workers will be satisfied as long as their salaries seem adequate and up to standard. However, employers should always keep an open mind and be willing to negotiate with their employees, both current and potential future ones. This is how they show the previously mentioned trust, kindness, and respect. Moreover, giving the employees an opportunity to grow and a promise of a higher salary will also improve the company’s efficiency and employee productivity.

If you do your best to attract and retain young talented people in transport and logistics, you will completely change the image this industry has been struggling with.

__________________________________________________________________

Jennifer Delaney is freelance content creator for companies like Heart Moving, NYC. Relocation and logistics topics are her specialty, given that she had worked in for a moving company before she decided to embark on a different career path. She spends her free time tending to her garden and playing with her two kids and a dog.

asset management
Archives, Commentary, Global Trade Daily

The Path To Business Success? Treat Employees As Assets, Not Expenses.

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Any number of factors can cause businesses to struggle. A lack of working capital. Poor planning. Ineffective management.

But one factor that always affects business performance is employee engagement and the degree to which employees feel valued by their company, says Bill Lyons, the ForbesBooks author of We Are HR: The Business Owner’s Definitive Guide to Professional Employer Organizations.

“Your company’s profitability depends on its people – and you want your team to be composed of the brightest and the best,” says Lyons, who also is the CEO of Lyons HR (www.lyonshr.com), one of the largest privately held Professional Employer Organizations in the country. “In this labor market, to recruit and retain the best people you have to first make your company a desirable and compelling place to work.”

That means offering attractive wage and benefit packages, along with a healthy workplace culture that keeps employees engaged and productive.

“Instead of seeing employees as an expense,” Lyons says, “businesses need to view them as assets that help improve the bottom line.”

In his work, Lyons says he has learned that there are four pillars of profitability that are critical to business success, and all four in some way impact employees. Those pillars are:

Payroll. Employees expect the correct amount of money to arrive in their bank accounts on time and they want their information easily accessible online, Lyons says. That sounds basic, but businesses sometimes fail to make payroll, or they commit errors when deducting for things like taxes and benefits withholdings. “An employee’s paycheck is what enables them to meet life’s responsibilities,” he says, “so payroll errors and omissions are not things that can be tolerated.”

Employee benefits. If businesses don’t offer such benefits as health insurance or a retirement plan, the better employees will look elsewhere, Lyons says. But smaller businesses usually are at a disadvantage when compared to larger competitors. For example, in 2018 about 85 percent of workers at businesses with 100 or more employees were offered a retirement plan. In contrast, just 53 percent of workers at businesses with fewer than 100 employees had such plans, according to a Department of Labor report. The report said cost and regulatory complexities are factors discouraging small businesses from offering retirement plans.

Risk management. Many small businesses have a certain level of risk baked into their business models, Lyons says. “They may rely on heavy equipment, vehicles, machinery or other factors that can potentially threaten the safety of the workplace,” he says. “The question is: How effective is your risk management program?” Often small businesses that have a clear exposure to employee injuries do not have any formalized risk management program in place. “It’s important to prioritize and clearly communicate this risk management program so employees know the company views their safety as paramount,” Lyons says.

HR compliance. A myriad of employment laws and regulations have been passed through the years and businesses need to make sure they are in compliance, Lyons says. “The workplace is a melting pot of liability for employers,” he says. “Are your hiring practices lawful? What about your compensation plan, is it discriminatory? What about terminations, do you have all the bases covered? How do you determine when an employee deserves a promotion or a raise?” It’s important to have an updated employee handbook that addresses all these issues along with current job descriptions that are compliant. This makes things clearer, Lyons says, for both management and employees, who like to know where they stand.

“To truly drive employee performance,” Lyons says, “you also need to drive employee engagement – the emotional commitment that each individual team member has to their organization and its goals. Healthy employee engagement means a person truly cares about their work and their company. It’s up to owners and managers to create an environment where everyone is allowed and encouraged to consistently produce their best work.”

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Bill Lyons, the ForbesBooks author of We Are HR: The Business Owner’s Definitive Guide to Professional Employer Organizations, is the CEO of Lyons HR (www.lyonshr.com), one of the largest privately held Professional Employer Organizations in the country. Lyons has more than three decades of experience and has helped hundreds of businesses drive performance, control HR and labor costs, increase profitability, and mitigate employment liabilities. Before starting Lyons HR Prior in 1995, he held positions in accounting and finance for both private and publicly held companies.

IT hires
Archives, Global Trade Daily, Software

The Soft Skills You Should Look For When Recruiting IT Hires

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When you hear soft skills, you may wonder what it means. Like software, soft skills are innate, internal, and interpersonal skills that help people maximize their hard skills. Soft skills are so named because; you mostly don’t have a certificate to show for it. They reflect who you are independent of your educational and professional IT certifications. 

Soft skills include your communication skills, how you perform under pressure, your collaborative skills, etc. As an employer, it’s okay to want the most qualified person for the job, but much more than the certificate, you should look out for these soft skills too when recruiting your IT hires.

1. Integrity

As an employer, probably recruiting the first set of your IT hires or filling a vacant position, one uncompromising soft skill you will want to look out for is integrity. Yes! Integrity can’t be compromised, as your IT hires have to people you can trust wholeheartedly. 

The top signs of persons with integrity include the ability to give an honest report. They would also be forthcoming and straightforward. While this skill is not easily observed except when tested or the situation demands it, there are a set of interview questions you can ask to determine the strength of a person’s integrity. 

You can ask questions that border on past experiences like:

-What was your response to a situation that tested your integrity in the past?

-Can you tell lies to protect the company’s image?

Now, it’s not so much about the answers the applicant gives, but about how they answer the questions. Someone with integrity will not lie for any reason; instead, they will find ways to tell the truth in a way that won’t harm the company.

2. Intelligence

This is another very essential soft skill for an IT hire. Intelligence isn’t just about your school grades or awards. Intelligence is how well you can apply all the lessons you’ve learned since growing up to do a seemingly difficult task. To put it simply, intelligence is the activities you do that gets you out of a difficult situation, especially when you don’t know what to do.

As an IT employer, you shouldn’t just employ an honest person. They should be someone that is proactive and can think on their feet. You can assess this type of skill when interviewing by asking ‘on the spot questions’ unrelated to the technical field. Questions that require fast and on the spot thinking. 

The goal is to check the thinking pattern and how fast they can think. Another quick method to determine this is to play a game. Games such as ‘Chess game’ or caught in the maze require your intelligence to play effectively. 

3. Time Management Skills

There will be times when your IT Company will have to meet tight deadlines. The best approach to get the work done is to prioritize tasks in order of deadline. It is important your employees are people that understand the significance of keeping to time and managing time effectively. 

The time management skill will ensure they know how to prioritize tasks when necessary. You can assess this skill by asking hypothetical behavioral questions. You can also give some sets of mini-tasks within a stipulated time and see how well and how fast they get the job done. 

4. Communication Skills

The ability to communicate with people on a personal level will go far in growing your IT Company. It’s easy for IT recruiters to get caught up in the technology and forget to pay attention to the candidate’s communication skills. There is a fine balance between being tech-savvy and having a friendly personality – so you need to be clear on which quality the candidate possesses. 

As a recruiter, you need to know that your employee also has a soft side and is willing to connect with people personally. If the candidate doesn’t seem capable of doing that, it may be a good idea to find someone who does!

Besides, if the candidate can connect well with those in charge, they’ll likely do a better job – and the results will reflect that. It’s one of the many reasons that soft skills are essential in today’s IT industry.

5. Creativity 

Being creative is non-negotiable. The ability to be creative goes hand in hand with being intelligent. The only twist is that being creative gives you the edge of seeing more than one way to get a task done. With the ability to see more than one approach, you are usually at the forefront of most tasks. A creative person has a highly active and imaginative mind that makes innovation a part of them. 

Being innovative is a soft skill, but like intelligence, it also comes with being creative. This means that being creative allows you to have more than one or two soft skills. As a recruiter, one skill you have to set your eagle eyes on when searching for soft skills in your IT hires is the ability to be creative. 

You can test the skill by asking hypothetical behavioral questions or giving a task that demands creativity. 

6. Self-Motivation

Dragging employees around or giving instructions for every little detail can be tiring. You need employees that are self-motivated and can work independently with little or no supervision. The thing is, you may not be able to assess a person’s self-motivation easily. 

However, you can determine how self-motivated he is by checking the number of extra-curricular activities he has done before. These should be well highlighted in the resume. You can also ask questions like:

-How did he get to know about the job vacancy?

-Have you been in any leadership position before?

-Give instances where you worked with little or no supervision?

7. Enthusiasm 

One of the things you should look for when it comes to a potential candidate is their interest in learning more about the industry in which they’re interested in working. If the candidate seems excited about the opportunity they’re applying for, they’ll probably be happy to help you. 

If the applicant asks questions that show an interest in understanding the company more, they’ll likely do even better. This indicates that the candidate is interested in the company and can easily take the initiative. 

If you get a chance to meet such an applicant behind the desk, take advantage of this opportunity – you’ll get a great feeling from their personality that could easily transfer to the position you’re looking to fill. 

8. Teamwork

Some IT tasks require the ability to work effectively with a team. As a recruiter, you need to watch out for people that can work and cooperate well with others on the same task. Some skills required to achieve teamwork include excellent communication skills and the ability to follow instructions.

This is because cooperation can only be achieved when communication is effective. For instance, if the job role is coding, you may not need to worry about teamwork that much, but if the applicant roles involve networking or administration, they will definitely need to work with a team. You can check the resumes to see instances of teamwork done in the past.

The Right Hires Will Have The Necessary Soft Skills

Recruiting IT hires demands that you sharpen your eagle eyes and sense to recognize soft skills to promote your IT Company. Most companies now have IT departments that need people with hard skills like computer programming, software engineering, website designing, etc. And truthfully, there a lot of people with these qualifications. 

However, you also need people with soft skills that are self-motivated, good communicators, and enthusiastic about the company’s growth. The right hires are people that have balanced soft and hard skills. With these people in your team, your company can grow to its potential. And you do want that, don’t you?

work from home
Archives, Global Trade Daily, Special Reports

The Best Cities to Work From Home

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While the COVID-19 pandemic has been devastating for many businesses and workers, it has led to greater flexibility for workers in some industries. Employees at major tech companies, including Twitter and Google, for example, have been granted extended opportunities to work from home, sometimes permanently. These changes have afforded many people the ability to work and live where they want, rather than being bound to large cities where their employers have offices. Employees at major tech companies, including Twitter and Google, for example, have been granted extended opportunities to work from home, sometimes permanently.

This shift is leading many workers toward “Zoom towns”—cities that are booming as remote work becomes more popular. While much of the U.S. is experiencing rising home values during the pandemic as a result of low inventory, areas experiencing the largest booms are these Zoom towns, which are increasingly attracting well-educated laptop workers with lower living costs, access to outdoor recreation, and strong (albeit less dense) communities. Unfortunately for many workers, the opportunity for remote work and the ability to relocate to these cities are often only available to workers in tech, financial services, sales, and other similar roles that can be performed remotely.

To find the best locations to work from home, researchers at RetailMeNot ranked cities and states based on several metrics related to 1) community and safety, 2) housing and living costs, and 3) health and weather. In general, the researchers wanted to identify the most affordable locations with low crime rates, good weather for outdoor recreation, and well-educated, healthy populations, among other factors. Their researchers sourced data from the Centers for Disease Control and Prevention, the Federal Bureau of Investigation, National Centers for Environment Information, the U.S. Bureau of Economic Analysis, and the U.S. Census Bureau to create a composite score for each city.

At the state level, Mountain and Midwest states like Wyoming, Idaho, Utah, and Minnesota offer inviting environments for remote workers, with those states earning some of the highest composite scores for working from home. For example, Wyoming has no income tax, which is appealing for high-income professionals. Idaho, like Utah, offers residents good weather, access to the outdoors, low crime rates, and a large proportion of single-family homes. On the other hand, Southern states like Louisiana, Arkansas, and Alabama provide less appealing settings for at-home work. Despite being affordable, these states tend to have higher poverty and crime rates, more variable weather, and less opportunities for physical activity.

In the city-level analysis, only cities with populations above 100,000 were considered. These areas are typically suburbs of major metropolitan areas, offer easier access to big-city amenities, and appeal to a wider range of workers. Residents in these locations could also theoretically commute to the urban center as needed in the future. For people looking for more rural towns with populations below 100,000 residents, RetailMeNot recommends seeking out locations in the best states for remote workers, especially Mountain states like Wyoming, Idaho, Utah, and Colorado. Like the best states to work from home, the top cities tend to also have lower tax rates, ideal weather for outdoor recreation, healthy citizens, and several other beneficial characteristics for people working from home.

Here are the 15 best cities for remote workers.

City  Rank Overall work-from-home score Community & safety Housing & living costs Health & weather Metro area

 
Gilbert, AZ      1           91.04 95.24 85.14 92.74 Phoenix-Mesa-Chandler, AZ
Cary, NC      2           88.55 98.23 77.93 89.49 Raleigh-Cary, NC
Frisco, TX      3           87.73 97.11 76.88 89.19 Dallas-Fort Worth-Arlington, TX
Bellevue, WA      4           87.59 93.23 72.18 97.35 Seattle-Tacoma-Bellevue, WA
Fremont, CA      5           86.94 94.00 68.97 97.86 San Francisco-Oakland-Berkeley, CA
Carmel, IN      6           86.86 94.75 81.00 84.83 Indianapolis-Carmel-Anderson, IN
Thousand Oaks, CA      7           86.71 95.99 71.80 92.34 Oxnard-Thousand Oaks-Ventura, CA
Centennial, CO      8            86.21 90.13 79.52 88.98 Denver-Aurora-Lakewood, CO
Torrance, CA      9            85.38 92.23 67.10 96.80 Los Angeles-Long Beach-Anaheim, CA
Olathe, KS     10            85.32 94.28 79.22 82.48 Kansas City, MO-KS
Henderson, NV     11            85.11 84.95 87.49 82.90 Las Vegas-Henderson-Paradise, NV
Carlsbad, CA     12           85.04 88.52 68.87 97.73 San Diego-Chula Vista-Carlsbad, CA
Roseville, CA     13            84.99 90.48 72.06 92.41 Sacramento-Roseville-Folsom, CA
League City, TX     14            84.97 93.05 79.81 82.04 Houston-The Woodlands-Sugar Land, TX
Sandy Springs, GA     15           84.02 95.61 69.17 87.29 Atlanta-Sandy Springs-Alpharetta, GA

 

For more information, a detailed methodology, and complete results, you can find the original report on RetailMeNot’s website: https://www.retailmenot.com/blog/best-cities-to-work-from-home.html

migration
Archives, Commentary, Global Trade Daily, News

Will Remote Work Lead to Vast Migration in the United States?

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Whether we want to admit it or not, times are changing. The United States is going through a definite transformation on many levels. Political, economic, sociological, and cultural. These changes are in no small part due to COVID-19, and all its effects on the general economy and business practices. And one of the more notable changes is that more and more people are working remotely. So, will remote work lead to vast migration in the US, or will things go back to standard work practices once we have COVID-19 under control? Well, let’s find out.

The impact of COVID-19 on general job practices

To understand why remote work is changing the US, we first need to explore how COVID-19 has impacted it. After all, it is no coincidence that there is an astounding spike in the number of remote workers ever since COVID-19 forced us into lockdown. So, is remote work a temporary struggle that people wish to get out of as soon as possible? Or did COVID-19 open our eyes to new job opportunities?

The benefits of working from home

First and foremost, there is hardly a remote worker that won’t emphasize the benefits of working from home. To begin with, you don’t have to struggle with daily traffic. Next, you can wear pretty much whatever you want. Also, there is no need to socialize with coworkers that you don’t like. You have more freedom to organize your time. Finally, you can enjoy home-meals instead of eating fast food or at-work cafeteria.

Are there downsides to remote work? Sure. But, the benefits outweigh them so much that people wonder, “Why haven’t we done this sooner?”. Well, one of the reasons for this is that employers were worried about productivity. And this is precisely what they had to overcome during the COVID-19 pandemic. They had to learn how to manage their staff remotely, ensuring that everyone is doing their job.

Improved monitoring software

Another surprising spike came in the form of monitoring software. Once employers figured out that they need to have most, if not their entire workforce at home, they concluded that having monitoring software was a must. Apart from constant monitoring, you have daily reports, weekly meetings, and improved communication systems to ensure that workers are doing what they are supposed to when they are supposed to. Add to that increased data security and improved worker motivation and, hey presto. Remote work becomes not only functional but quite effective. So much so that most companies either saw no change or an increase in work performance. So, does this mean that remote work will lead to vast migration?

Reasons why remote work might lead to vast migration

As of now, the answer is definitely leaning towards yes. This, of course, depends on what you mean by “vast.” But, if 14 million US are vast enough for you, then yes. Whether this is a permanent migration or whether people will migrate back after coronavirus blows over is hard to tell. But, if we have to give an answer, we would put our money or permanent change. Here is why.

The coming of 5G

One of the main limitations of permanent remote work was that the internet was not good enough. Sure, you can have a stable connection if you live in a big city. But, the smaller towns in the US have been notorious for having slow, unstable internet. Well, if 5G delivers what they promise, we should experience faster, more stable internet, even in smaller cities. Mobile devices should have constant coverage, which will make reaching remote workers that much easier. On the other hand, remote workers won’t have to worry about installing expensive internet packages to have a stable connection, as it will be quite widespread.

Increase in freelance work

Of course, not all jobs can be done remotely. Some simply require you to be there in person to get anything done. But, over the past couple of years, there has been a definite increase in online freelance work. Platforms like Upwork, Fiverr, and Toptal all provide a safe and easy way for freelancers to find a job. So, not only are people getting better at working from home, but companies are finding more and more ways to find workers. This increase in freelance work gives both companies and workers the freedom to choose and learn like they never did before.

Where do people migrate to?

Until recently, the main migration for people was from smaller cities to larger ones to find better-paid jobs. Now, we should see people going back to their hometowns. After all, why pay high rent and utility bills when you can go back home and easily save hundreds of dollars monthly. This train of thought lead many Americans to head back home and enjoy a quieter lifestyle. As it turns out, remote work is also excellent for people that want to practice farming on the side or live in secluded areas, as they don’t have to worry about finding work in the local area.

Final thoughts

In our view, the fact that remote work leads to vast migration is a good thing. Remote work gives people the freedom to live where they want to live. And as far as we are concerned, the more freedom people have, the better. Mind you, we wouldn’t be surprised if remote work changes in the upcoming years, as the whole concept of if being this massive is quite new. But, we are hopeful that those changes will be for the better.

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Anthony Clark has worked as a business manager and consultant for over 15 years. After moving back to his home town, his primary focus has been on writing helpful articles about moving for websites like highqualitymovingcompany.com and raising his daughters.

culture
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How To Keep Your Culture Thriving Outside The Office During COVID

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Despite the economic havoc COVID-19 caused, the work culture of some companies has stayed solid. But amid big changes and continuing uncertainties, that foundational element of business is an ongoing concern for many heading into 2021.

The massive shift to remote work on a regular basis dramatically changed how companies interact internally, and some have adjusted better than others.

Work relationships, processes, and production are vulnerable to slippage, so businesses with remote workforces must deal with the challenge of preventing their culture from fraying while at the same time making it stronger, says Mark McClain (www.markmcclain.me), CEO and co-founder of SailPoint and the ForbesBooks author of Joy and Success at Work: Building Organizations that Don’t Suck (the Life Out of People).

“Crisis doesn’t build character; it reveals character and it reveals culture,” McClain says. “As leaders, we have to determine how our culture works from home and works from anywhere.”

“The pandemic has introduced significant challenges around how we work together, and how to keep teamwork and company culture intact. The events of 2020 have given business leaders a critical opportunity to step back and take a hard look at all aspects of their business, starting with their culture.”

McClain offers five ways business leaders can keep their culture alive and make it stronger as the pandemic puts them to a prolonged test:

Lead with intention. Hybrid workforces – some working from home, others from the office – have been implemented and could be the new normal for many companies post-COVID. Keeping everyone on the same page requires clarity of message from the top, and a detailed review of how success is defined in these different times. “This pandemic has made it crystal clear that operating in unity does not require us to physically be near one another, but it does require us to be clear about our culture and our shared business goals,” McClain says. “Leaders and managers need to be more intentional about how they structure meetings involving remote workers and those in an office.”

Don’t micromanage. “There can be a tendency to micromanage when everybody’s working from home,” McClain says. “But then what kind of culture do you have without self-starters and people whom you trust? Never micromanage a competent professional. Treat them like adults. To have them working hard and confidently in pressure times, they don’t need managers on top of them or constantly checking on them.”

Embrace your core values. “This is where a solid culture starts,” McClain says, “and in crisis times, core values gain meaning if you emphasize them to the team. There’s pride in everyone pulling in the same direction and being proud of what they’ve accomplished based on those values. Repeated from time to time, core values serve to encourage and strengthen.”

Provide a forum for expression. “The pandemic far transcends the workplace into the home,” McClain says. “People have been experiencing many emotions. As a leader, if you haven’t done so already, reach out to your people individually or in groups and let them get out their feelings about this difficult year and anything they want to discuss. When the workforce knows everyone, including their leaders, truly care, your culture is stronger.”

Host virtual socials. People in a good work culture get along well, and as the pandemic spirals into months and months, people miss seeing each other in person. “Loneliness is a factor, even for the busiest person,” McClain says. “Set aside some virtual team happy-hour meetings just for fun and non-work conversation, no-pressure contests, music, etc.

“Each company has a unique culture, a reason why people like working there and why it’s successful,” McClain says. “The best companies are very intentional about their culture, and it’s more important than ever.”

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Mark McClain (www.markmcclain.me), ForbesBooks author of Joy and Success at Work: Building Organizations that Don’t Suck (the Life Out of People), is CEO of SailPoint, a leader in the enterprise identity management market. McClain has led the company from its beginnings in 2005, when it started as a three-person team, to today where SailPoint has grown to more than 1,200 employees who serve customers in 35 countries.

technology
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How Technology Can Steer You Through the Fast Lane of the Post-COVID World

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Technology’s impact on the work environment was profound well before the pandemic – streamlining processes, increasing productivity, and making remote work seamless.

Now, given the rapid changes in an uncertain economy affected by the virus, knowing how to utilize and navigate technology in the post-COVID world will be even more crucial for entrepreneurs, college graduates, other job seekers, and upwardly mobile professionals, says Tim Mercer (www.timtmercer.com), ForbesBooks author of Bootstrapped Millionaire: Defying the Odds of Business.

“Corporate America is undergoing a major transformation,” says Mercer, who also is the founder of IBOX Global (IBOXG), which provides technology services to government agencies and Fortune 500 corporations.

“Technology is at the center of this seachange. The virus will have a tremendous long-term impact on the workplace, and the influence of technology will loom larger as a result of the lessons we’ve learned during this unprecedented time.

“Company structures are appearing more tailored to the entrepreneurial mind. The evolving trend is working from home, smaller workplaces, and niche-focused businesses. The work is moving faster, and whether a business owner or freelancer, you must be agile and nimble to compete. All these changes can be good, but only if you are ready.”

Mercer says the key to success in the post-COVID world is understanding these business-related benefits of technology:

The internet is the great equalizer for knowledge and opportunity. “The internet is the driving force behind the access to today’s opportunities,” Mercer says. “With the global economy, and technology connecting so many of us to it simultaneously, success has more to do with your ability to identify the right opportunities and your desire to go after them.” While the internet enables someone to gain knowledge quickly, Mercer says it’s also important to be vigilant in discerning the quality of online sources.

Leveraging technology correctly helps businesses run efficiently. You don’t need to earn a degree in information technology or become a computer whiz to leverage the benefits of technology, Mercer says. “What’s most important is that you know how to use technology to achieve your business goals,” he says. “For example, through the power of tools like QuickBooks, I was able to manage the financial aspect of several of my businesses without having to hire a full-time finance team. Leverage the strength of technology to carry more of your workload while increasing your profitability.”

Tech certifications can be more powerful than four-year degrees. Many college graduates aren’t working in fields related to their majors, and today’s employers are increasingly shifting toward skills-based hiring for technology jobs. “With the demand in tech, that means certification programs are on the uptick, often providing a quicker and more cost-effective way of getting hired than does a four-year college degree,” Mercer says. “A person’s overall earning powers in tech can more than double. Our general educational system often doesn’t meet the demands of today’s business environment. Typical college grads and most students lack the skills required for today’s tech positions.”

Freelancing and independent consulting are on the rise. Gigging – taking on multiple freelance jobs – is growing in popularity, largely due to the growth in digital platforms and social media. “This has given rise to a freelancer and consulting boom that has opened the door to a more flexible and creative workforce of contractors to accommodate the heavy workflow of today’s companies,” Mercer says. “The power of social media and online platforms is making it easier for entrepreneurs to engage a more diverse and global market. You can use your individual skills to bring more value to your business simply by selling those skills and services to others.”

“Technology has a hugely important role in enabling us to meet the many economic and business challenges presented by the pandemic,” Mercer says, “and to be better prepared for whatever comes next.”

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Tim Mercer (www.timtmercer.com) is the founder of IBOXG, a company that provides technology services and solutions to government agencies and Fortune 500 corporations. He also is the ForbesBooks author of Bootstrapped Millionaire: Defying the Odds of Business. Mercer was inspired to pursue a career in IT as a consultant after he became a telecom operator while in the U.S. Army. After growing up in difficult economic circumstances in the rural South, Mercer achieved success as an entrepreneur, then recovered from the financial crisis of 2007-2008 after starting IBOXG. The company has accrued over $60 million in revenues since its inception in 2008.