7 Hints for Finding Work in Smaller Municipalities

It is a known fact that all municipalities, particularly small municipalities, share success and horror stories about experiences they have had with a particular consultant or professional they used. They quite literally pick up the phone and ask other municipalities “who they used”. They do this because municipalities differ from the private sector in that they are not in competition with each other so they freely share their success stories/best practices, etc.

While this works very well for municipalities, this reliance on the word- of- mouth exchange of information can often make it difficult for consultants and professionals to find that first opportunity to work with a municipality to become part of one of those “who did you use” conversations.

Here are a few hints that may help.

Don’t limit yourself to trying to just get contracts with larger municipalities – Smaller municipalities need and use consultants and professionals too because they do not always have the in-house staff with the specialized expertise required to complete all projects. And, it’s often easier to secure some work with smaller municipalities and it’s a great stepping stone for finding larger projects with larger municipalities.

Procurement By-laws – Search the websites of municipalities you would like to work with and familiarize yourself with their procurement by-law or policies to learn their rules for engaging outside experts. While municipalities all must by law, have a procurement policy, their actual purchasing processes may differ slightly (i.e. they may have established different notice periods for those not otherwise mandated, or different advertising methods, etc.) Once you know their methods you can check those sources for work postings.

Search the Minutes of the Committee of the Whole (COW) or Council Meetings – Look for any council resolutions that indicate they will be engaging an outside consultant or professional for assistance. This will give you clues as to what work they will be posting soon and possibly how it will be posted. (i.e RFP, Tender, RFQ, etc) In smaller municipalities look for wording like, “be it resolved that staff is hereby authorized to call for quotes (or advertise by public tender, etc.) for the services of a consultant to undertake ……..”

Review Staff Reports Attached to Meeting Agendas or Minutes – It will most often be the department heads or staff members who have identified a need to bring in a third party professional to assist with a particular project and they will usually write the reasons why they need an outside expert in a report to council. Of course you’ll narrow your search to only the reports from the departments you want to offer your expertise to.

Search the Municipality’s Website to find the Member of Staff responsible for Purchasing – Small municipalities typically do not have Purchasing Officers or Procurement departments and quite often this responsibility lies with the CAO, Treasurer or with Accounts Payable .  

Set up an Appointment – Once you’ve determined who is responsible for purchasing, set up an appointment to meet the individual face to face to introduce your services and tell them how you can help. Do keep your meeting brief though – these folks are busy and taking too much of their time may actually work against you and leave a negative impression.

If you can’t get an appointment to introduce yourself, consider personally dropping off information at the municipality. This may help separate you and your information from the other material they receive in the mail and if they’re looking for someone with your expertise, they are more apt to remember to include you in any calls for quotes, etc. In my years as a municipal CAO, I don’t ever recall having a consultant or professional come to my office to meet me or drop off information for me. If they had of they would have stood out in my mind for sure.

Some municipalities make it a practice to include anything addressed to Mayor and Councillors, in their Council agenda packages. So, if you have a brochure or newsletter about your services this may also be a way to broaden your reach to more of the decision-makers in the municipality.

Set up your profile on muniSERV.ca – The hints above will work but as you can see, they are very time-consuming and you will only be able to concentrate on just a few municipalities at a time due the amount of research and follow up that will be necessary. However, setting up a profile on muniSERV.ca and making it as robust and professional as possible, is the quickest and most cost-effective way for you to have the opportunity for direct visibility and exposure to municipal decision-makers.

By selecting the service categories of the services you provide, you’ll be part of the searchable database – and the more municipalities search, the more opportunity there is for you to get found and build your consultancy. You can also check the RFP section of the site to see if there are any RFPs looking for the services you provide.

Finally, once you’ve been successful getting work in a municipality you need to be acutely aware of the fact that if you do a poor job, you may have just ruined your opportunity of finding work elsewhere with a municipality, because the “word- of- mouth” about your performance will have already been spread through municipal networks by then!

Susan is the Principal of muniSERV.ca – Helping Municipalities & Professionals Connect!

She can be reached at [email protected] or 855.477.5095

** Note – This information is drawn from my own experience as a former municipal CAO in Ontario and processes may be somewhat different in other provinces in Canada

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Did Prequalification Include Subcontractors? – You be the Judge NECI

In February 2010, the Regional Municipality of Niagara created a shortlist of general contractors through a formal Request for Prequalification (RFQ) process, in accordance with its Purchasing Policies and Procedures Bylaw. The shortlisting process was for work related to two renovation projects at the Niagara District Airport: the “Groundside” project and the “Airside” project. 

Weinmann Electric Ltd. acted as the electrical subcontractor for Dufferin Construction Company, the successful bidder on the Groundside project, which commenced in June 2010.         

By way of letter dated April 21, 2010, the Region informed each of the five prequalified general contractors, including Dufferin, that they were eligible to submit written tender bids for the Airside project. On the advice of its consultant, the Region decided to specify minimum qualifications for the electrical subcontractors on the Airside project, due to the nature and complexity of the airfield lighting requirements.             

In the April 21, 2010 letter, the Region advised the general contractors bidding on the Airside project that “… electrical subcontractors must have successfully completed at least two airfield lighting projects in Canada with a value of at least $750,000 each.” In the same letter, the Region set out the names of the four electrical contractors that its consultant had said would meet the minimum qualifications, with a stipulation that other subcontractors would be considered, provided they met the minimum qualifications. The requirement for minimum qualifications was subsequently incorporated into the tender document for the Airside project by addendum, without mention of the four named companies.             

Although Weinmann was clearly a well-established electrical contractor, it was not one of the named companies, and did not meet the minimum qualification requirements, as its experience with airfield lighting work was limited. Weinmann contacted representatives of the Region and, through discussions, it became clear that Weinmann might have been able to meet the minimum requirements by partnering with another electrical contractor with suitable experience. On August 3, 2010, before such partnering arrangements could be formalized, and shortly before tender bids for the Airside project were due, the Region informed the bidders that they “may carry Weinmann as the airfield lighting/electric subcontractor for [their tender bids] pending receipt of the requested backup information.”      

Dufferin’s bid for the Airside project named Weinmann as the electrical subcontractor, incorporating Weinmann’s pricing for that aspect of the work. By letter dated August 11, 2010, the Region requested, among other things, the documentation with respect to Weinmann’s qualification as the proposed subcontractor. Although Weinmann did provide the backup documentation to Dufferin on August 13, Dufferin by that point had decided to use another electrical subcontractor on the project, in part due to its concerns about whether Weinmann could meet the requirements, and in part due to concerns about the possibility that Weinmann would be overextended by taking on the Airside project. 

Weinmann initiated litigation and sought damages from the Region, alleging that it lost the Airside electrical subcontracting job because of the unlawful actions of the Region. The Region’s bylaws prescribe the procedure for conducting prequalification processes, including prequalification of any subcontractors. Weinmann alleged that the Region had failed to follow the bylaw by not preparing and advertising a prequalification process for the electrical subcontractors on the Airside project – despite naming four “prequalified” companies in the letter of April 21. The Region denied that any prequalification was done for the electrical subcontractors, so there could have been no breach of the bylaw in question.             

The matter was complicated by the fact that an email from the Region’s consultant referred to the “prequalified list of electrical subcontractors,” although the issue was clarified by a subsequent letter confirming that other subcontractors could qualify by meeting the stipulated minimum requirements.             

What would you decide in this case?

Answer 

In Weinmann Electric Ltd. v. The Regional Municipality of Niagara, 2016 ONSC 13, the Ontario Supreme Court of Justice concluded that the conduct of the Region was not intended to produce, and did not produce, an exclusive shortlist of electrical subcontractors. The April 21 letter was clear that other subcontractors would be considered if they could meet the requirements. The letter simply included a non-exclusive list of suggested electrical subcontractors, which the Court found to be entirely reasonable, given the non-routine nature of the project. This conclusion was supported by the fact that the tender document for the Airside project did not list these suggested subcontractors; rather, it specified the minimum requirements that had to be met by any electrical subcontractor to be used.             

In concluding that the Region did not conduct a prequalification process for electrical subcontractors, the Court found that there could have been no breach of the cited bylaw. The Court also dismissed general allegations of breach of the duty of fairness. In the words of the Court, “If there has been no breach of the By-Law, and no other unlawful act, there can be no breach of a duty of fairness.”             

In the alternative, the Court found that, even if the Region had conducted a prequalification process and had breached the bylaw in doing so, Weinmann failed to prove that it had suffered any damages as a result. A plaintiff must prove more than an unlawful act in order to recover damages: it must also prove, on the balance of probabilities, that it has suffered a loss as a consequence of the unlawful act. In this case, if the Region had conducted a prequalification process, Weinmann would not have met the requirements, and therefore would not have made the shortlist, rendering it ineligible for the subcontract work in any event.       

Coupled with the vague calculation of the damages alleged by Weinmann – including the fact that the impact on profit margins of having to partner with another company for the electrical work was not reflected – the Court had no hesitation in dismissing Weinmann’s claim, leaving the parties to agree on the amount of costs payable by Weinmann.

Issue 113 | JAN – MAR 2016

Readers are cautioned not to rely upon this article as legal advice nor as an exhaustive discussion of the topic or case. For any particular legal problem, seek advice directly from your lawyer or in-house counsel. All dates, contact information and website addresses were current at the time of original publication.

 

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Scope Changes in Tendering – NECI

How much freedom does a company or a municipality have to change the scope of a tender? What if you suddenly realize that there is a cheaper or quicker way to do the work? What are the perils of major scope changes – especially after tender closing? A recent case from Alberta – Thompson Bros. (Construction) Ltd. v. Wetaskiwin, [1997] A.J. No. 822 – provides the answers.      

The City of Wetaskiwin was developing a park project with a lake. On October 1, 1996, the City called for tenders for the Urban Park lake excavation project. Tender bids were opened in public. The three lowest were Thompson Brothers ($481,913.23), Central Oilfield Services ($512,970.71), and El San Industries ($525,616.00).

On October 16, the Urban Park committee met and passed an internal motion that City Council approve the tender submitted by Thompson Brothers. The next City Council meeting was scheduled for October 26.

Prior to the October 26 meeting of City Council, City staff had a major brainwave. The staff reviewed internal reports that dealt with City requirements for approximately 40,000 cubic metres of clay at another project (the landfill site). The reports recommended that the clay excavated from the Urban Park lake project be used for the landfill site project.

As a result, two events took place at the City Council meeting on October 26. First, the motion to award the Urban Park lake contract to Thompson Brothers was deferred for two weeks. Then, senior staff recommended that the City seek separate tender bids for the excavation of the landfill site materials, and that the two contracts (lake excavation and landfill site) be awarded to the lowest cumulative bidder.

On October 30, City staff contacted the plaintiff (Thompson Brothers), and told them about the potential work hauling clay from the Urban Park lake project to the landfill site project. On November 2, the plaintiff was asked to provide a unit price per metre to excavate, haul, load and stockpile the clay at the landfill site. The plaintiff was not told that the City had decided to award the two contracts to the lowest cumulative bidder.

On November 4, prices for the landfill site work were received. Thompson Brothers quoted a price of $98,400.00 (unit price of $2.46 per metre), and Central gave a price of $64,800 (unit price of $1.62 per metre). As a result, Central was the lowest cumulative bidder on both tenders, by $2,542.50. On November 24, City Council approved the awarding of both contracts to Central. Thompson Brothers sued the City. The company argued that the City’s actions were unfair and compromised the integrity of the tendering process to such an extent as to breach Contract A. In its August 1997 judgment, the Alberta Court of Queen’s Bench agreed with the plaintiff and awarded damages in Thompson Bros. (Construction) Ltd. v.

Wetaskiwin, [1997] A.J. No. 822. First, Mr. Justice Murray commented that this “ … is another in the long line of cases involving an owner putting a construction job out to tender, tenders being submitted, and at the end of the day the low tender not being accepted.”

More importantly, the Court criticized the changes made by the City. Murray, J. said that “The contract awarded was not responsive to the tender process. Rather, it was for work of a different scope than that contemplated by the tender documentation. What the City did also amounted to a change or modification of the scope of the work after the close of tenders … By using the Plaintiff’s tender in this manner, the City gave Central a second chance to bid on the Lake project which was akin to a form of bid shopping and was unfair to the Plaintiff.”

The plaintiff received damages of $88,323.90 plus court costs. The damage award was based on the profits that the plaintiff lost by not being awarded the contract for the Urban Park lake project.

Reprinted from The Legal Edge Issue 19, May – June 1998

www.neci-legaledge.com

 

 

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How Precise Does Language Need to be in Software Licences? – You be the Judge NECI

Does your organization hold software licences? This recent case from Quebec is a cautionary tale about ensuring that you include accurate wording about the scope of any licence, and consider and address the issue of revocability. Can the licence be revoked? If so, under what circumstances?     

In 1984, then-student Elizabeth Posada developed a DOS computer program called Ceres to allow users, such as university students or business executives, to vary certain inputs to produce reports and learn business concepts. In December 1984, Posada incorporated a company called Planification-organisation-publications Systèmes (POPS) Ltée, of which she is the sole officer and shareholder.           

In 2007, Posada joined long-standing friends Philippe Chapuis and Benoît Bazoge as a shareholder and employee of their company, 9054-8181 Québec Inc. (IDP). The three had been doctoral students together and all had used Ceres while they were professors or lecturers at the Université du Québec à Montréal (UQAM). (In 1989, for $2,000, Benoît Bazoge had purchased a user’s licence for Ceres on behalf of UQAM. Philippe Chapuis had done the same on behalf of the École Supérieure de Commerce in Tours in 1990.)           

When Posada joined IDP in 2007, she effectively ceased POPS’ commercial operations, and even gave IDP the right to use the POPS trade name. Posada was hired to develop the adaptations of and enhancements to Ceres that IDP wanted. She was responsible for completing work on the software called Omega – the Windows version of Ceres – on which she, Chapuis and Bazoge had collaborated since 1998, and for developing the software that would become known as Epsilon and Comex. These two were scaled-down versions of Omega.           

In October 2008, Posada resigned as a shareholder of IDP because of a dispute over compensation, and left the company. She demanded that IDP stop using Ceres, Epsilon and Comex. IDP refused, and POPS sued IDP. The case went to the Federal Court in April 2009.           

In its April 2013 judgment, the Federal Court found that copyright subsisted in the Ceres software products and subsequent versions, POPS was at least one of the rightful owners of that copyright, IDP had at least an implied licence to use the products (including access to the source code and future adaptations that IDP might develop), POPS was not entitled to revoke that licence, and IDP had not infringed POPS’ copyright, so was not liable for any damages.           

POPS appealed the judgment, arguing, among other things, that Chief Justice Crampton had erred in his decision about the revocability of IDP’s licence, as well as about the scope of it, claiming that, following Posada’s departure, IDP did not have rights to the software, all future adaptations, and the source code – including the right to modify the code.           

See below to discover how the Federal Court of Appeal untangled this case.

Answer

The Federal Court of Appeal decision in Planification-organisation-publications Systèmes (POPS) Ltée v. 9054-8181 Québec Inc., 2014 FCA 185, which ultimately found for IDP, reminds us again that litigation is a poor substitute for clear and unequivocal language in contracts and agreements. Perhaps a more subtle lesson is to maintain a firm focus on legal rights and responsibilities, even – and some would argue, especially – when entering into business arrangements with ‘friends’. Expect the unexpected and plan for the end of the relationship, as you would for any contract.           

Posada made several claims. Among them, she claimed that the trial Court had failed to apply the correct principles of law in determining the scope of the software licence, and that, with respect to IDP’s access to the source code, the trial Court had acted ultra petita, meaning that the Court granted more than IDP had asked for (it had not in fact asked for access to the source code, or the right to modify it). With respect to the revocability of the licence, Posada argued that the trial Court had made several errors in law – including not taking a systematic approach from English case law – and that it was not reasonable or fair for IDP to hold a non-revocable licence after Posada and IDP went their separate ways, since (Posada claimed) the licence had been conditional on IDP and Posada working together.           

The Court found that IDP had indeed never asked for access to the source code or for the right to modify it in the future, so it limited IDP’s software licence to all versions of Ceres, Omega, Epsilon and Comex that existed at the end of the IDP/Posada collaboration, without IDP access to the source code.           

With respect to the revocability of the licence, the Court rejected Posada’s argument that the trial Court should have followed English case law. The appeal Court instead used the ‘intention of the parties’ test that is the standard of review under Canadian law. The appeal Court found that the trial Judge had not erred in this, so reaffirmed the trial decision that the licence was non-revocable. Further, the Court found that a non-revocable licence was reasonable and fair, given Bazoge’s and Chapuis’ early purchase of licences to use Ceres, and their later investments of money and staff resources to develop the software. In the Court’s opinion, and in the absence of explicit language to the contrary in the agreement, the licence was not therefore conditional on IDP and Posada working together.           

Although the Court held that IDP was the primarily successful party, each party was responsible for its own costs. The appeal was dismissed, except for a revision to the wording of the trial Court’s decision with respect to the scope of the licence, and specifically to the source code. 

Reprinted from The Legal Edge Issue 109, January – March 2015

 

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As Cities Get Smarter, Security Concerns Get Bigger, Trend Micro Research Finds

By: Jessie Bur January 19, 2017 | 11:02 am

More and more cities are employing “smart” technologies to improve communication with the public and reduce the burden on government services, but these technologies also open those cities to security and privacy dangers, according to a Trend Micro article released on Tuesday.

Smart cities are redefining the way we live and work. Blending cutting edge IoT (Internet of Things) technologies with virtualization, big data, cloud and more, they represent an urgent and ongoing attempt to overcome the challenges associated with rapid urbanization,” Ed Cabrera, chief cyber security officer at Trend Micro, wrote in a blog post. “There’s just one problem. These vast, interconnected technology systems also raise serious privacy and security concerns.”

According to Martin Roesler, director of threat research for Trend Micro’s Forward Looking Threat Research team, cities are particularly threatened by future IoT attacks because they pose an attractively visible target for hackers looking for maximum impact.

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How Much Does Employee Turnover Really Cost?

Article By: Jack Altman. Co-founder / CEO @latticehq

People are companies’ most important assets. We’ve all known this for a long time, but 1) we pay it lip service more often than we try to do something about it, and 2) it’s true more now than ever.

The rise of technology and the information age has resulted in more companies that compete based primarily on their people. This isn’t only true for technology companies like Facebook and Google; as software continues to eat the world and the pace of business increases, nearly all companies will live and die by their continual ability to innovate.

Despite the fact that most organizations know that their long term advantage resides in their people, most companies don’t think critically about how to increase employee retention.

In this post, I’ll argue that the core reason people don’t think about employee retention seriously enough is because they don’t know how to measure the impact. I’ll then share some frameworks for how you might associate dollar values with regrettable turnover, and once I’ve (hopefully) convinced you that this matters, give you some actionable ideas for improving the state of affairs.

The problem with not measuring employee turnover

Employee turnover is expensive.

People instinctively sense this; we’ve all felt the pain of a superstar leaving, the cultural challenge associated with the departure of a beloved employee, or even just the painful gap that is left behind by an employee who was doing an important job well.

But most people have no framework for quantifying this cost, or they never even bother to try.

The problem with this is that people tend to optimize what they can measure. Doctors believed that cigarettes were bad for human health as early as the 18th century, and scientific studies about the link between smoking and lung cancer started surfacing in the medial literature as early as the 1920s. Even though people generally knew cigarettes were bad for you, it wasn’t enough, and smoking in America surged dramatically during the first half of the 20th century.

So what was the solution? In 1964, the first Surgeon General’s Report on Smoking and Health linked smoking to lung cancer and heart disease. This landmark report laid the foundation for the next 50 years of public education about the negative effects of smoking, and the results have been dramatic:

Source: Data from Centers for Disease Control and Prevention

The U.S. government started running extremely effective public service campaigns over the following decades about the number of years cigarettes shaved off your life, the specific diseases you would contract and how likely you’d be to get them, and the effects on loved ones who are exposed to your second hand smoke.

In order to help people to do something difficult but valuable, such as quitting an addictive habit, a critical first step is to help them understand the cost of not doing that thing.

Understanding the quantitative impact of employee churn

Employee turnover, like cigarettes in the 1920s, is generally understood to be bad, but there is little awareness of its quantifiable impact.

A visual way to gain a mental framework for the cost is to simply draw a graph of an employee’s value to the company over time.

Maia Josebachvili, VP of of People at Greenhouse, produced a case study where she argued that retaining a sales person for three years instead of two, along with better onboarding and management practices, yields a difference of $1.3 million in net value to the company over a three year period.

Slightly more conservatively, Josh Bersin of Deloitte believes the cost of losing an employee can range from tens of thousands of dollars to 1.5–2.0x the employee’s annual salary. These costs include hiring, onboarding, training, ramp time to peak productivity, the loss of engagement from others due to high turnover, higher business error rates, and general culture impacts.

Employees, Bersin explains, are appreciating assets that produce more and more value to the organization over time, which helps explain why losing them is so costly.

Source: Employee Retention Now a Big Issue: Why the Tide has Turned

Others sources peg the cost of regrettable employee turnover at a higher level. A paper from the Center for American Progress, citing 11 research papers published over a 15-year period, determined that the average economic cost to a company of turning over a highly skilled job is 213% of the cost of one year’s compensation for that role.

No matter how you slice it, the cost is high. But how high is it for you?

How to calculate your own cost of turnover

To help you quantify this, we’ve put together a simple formula: your company’s cost of employee turnover is equal to the number of regrettable departures times the average cost of those departures.

The number of regrettable departures will simply equal your number of employees times your annual turnover percentage.

While we can’t capture every single expense, or even some of the big intangible costs like impact on employee morale, we can get a good sense by analyzing four major buckets:

  • Cost of hiring
  • Cost of onboarding and training
  • Cost of learning and development
  • Cost of time with unfilled role

So we can now describe your overall annual cost of turnover to be:

As an example, if you are a 150 person company with 11% annual turnover, and you spend $25k on per person on hiring, $10k on each of turnover and development, and lose $50k of productivity opportunity cost on average when refilling a role, then your annual cost of turnover would be about $1.57 million.

Reducing this by just 20%, for example, would immediately yield over $300k in value. And that says nothing of the emotional headache and cultural drain felt from losing great people.

You can use this spreadsheet to plug in your own numbers to get a sense of what the costs look like for you.

How you can address employee churn

Alright, so we know it’s expensive. But what can be done?

First and foremost, acknowledge that there are some problems that you can solve by throwing money at them, but employee satisfaction isn’t one of them. Multiple studies show that while under-compensation can definitely contribute to employee churn, over-compensation won’t make up for a bad workplace. Your well paid but unhappy employees will simply leave you and make their money somewhere else.

Instead, focus on growth, impact, and care

So view market-rate compensation simply as table stakes, and spend your energy focused on the next level of Maslow’s hierarchy of employee happiness: opportunities for growth, the ability to have impact towards a purpose, and a caring environment that makes them feel valued.

  1. Growth

Growth is fundamental to human happiness; the hedonic treadmill was built into all of us, and humans constantly seek growth and change.

The craving for growth is especially visible for the younger generation that is coming to dominate the workforce. Younger workers are more easily able to prioritize things like personal growth and career opportunity over income and job security.

Giving your employees authentic opportunities for growth is something you have to build into the fabric of your company. Here’s a few questions to ask yourself to check whether you’re on the right track or not:

  • Have you had conversation with your employees about their long-term personal goals?
  • When a capable person on your team wants a role bigger than her past experience, do you give her a shot or do you simply hire someone with more experience?
  • When people need to acquire new skills to advance their careers, what does your company do to help them?

If you don’t build a culture that deliberately provides good answers to these questions, it’ll be a matter of time before your employees start looking for a workplace that does.

  1. Impact

Impact applies at two levels; the impact your company is having on the world, and the impact an individual is having on your company.

People want to know that what their company is working on matters. Articulating a clear and purposeful company mission is important not just because it help people prioritize their work, but because it helps them keep going through hard times and know they’re part of something that matters.

To give a tangible sense of impact, they need to know that what they’re working on is contributing to a mission that matters. If someone builds and launches a new product they will certainly feel some satisfaction, but if they can say, “I built a new product which is going help our company accomplish a much broader mission” that will mean much more to them.

  1. Care

Finally, and just as critically, is creating a workplace that cares.

Feeling cared for and recognized addresses another basic human requirement; the need for human relationships and for others to acknowledge to us that we matter to them.

You need to build a culture where people respect and appreciate each other.

A culture of care and appreciation doesn’t mean throwing around constant, meaningless praise. Instead it’s an authentic care for others’ best interest, which can’t be faked and has to be built over time.

An environment where people feel like their coworkers have their best interests in mind comes with all kinds of benefits. Critical feedback will be more easily accepted. Frank conversations about what’s required for employees to make it to the next level will happen more naturally. Managers will want to see their teams succeed and work hard to empower them.

And, of course, employees will feel happier on a day to day basis knowing they are surrounded by people who don’t just want something out of them, but want something for them.

Final thoughts

In a world where people are an organization’s most essential assets, companies need to be more strategic about how they think about employee retention to remain competitive.

Employees are just humans who happen to be at work. You’ve hopefully learned some ways to make other humans happy in your personal life, so take that knowledge and apply it to your workplace.

Once the basic need of sufficient income and job security has been met, move up Maslow’s hierarchy of needs and create a culture that enables growth, impact, and care. It’ll save you a ton of money, help you stay competitive in your industry, and make the place you spend most of your waking hours much more enjoyable.

Enjoy reading? Click the little heart below to help spread the word!

Jack is a co-founder at Lattice, a performance management service that helps companies retain and motivate their employees

Thanks to Alex Kracov, Eric Stromberg, Connor McSheffrey, Jarred Sumner, and Ming Lu.

 

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Asset Management Symposium – Progress Not Perfection – MFOA

The Asset Management Symposium continues to be the premier professional development event for those involved in municipal asset management. The Symposium provides a rich learning environment for elected officials and municipal staff to learn in a collaborative and interactive forum. The goal of the event is to provide access to cutting-edge research, best practices and more for attendees to take back to their municipalities.

Why Attend? Simply, to get the tools and knowledge to be able to ask and answer the right questions when it comes to Asset Management at YOUR municipality! 

Come to:

  • Listen to a varied roster of asset management speakers
  • Learn about updates in beneficial federal and provincial policies, plans and projects
  • Find out how to ensure that you link overall service levels with your asset management plan
  • Gain insights into best practices for refining, funding and implementing your long-term asset management strategy
  • From getting buy-in for asset management to ways overcoming resistance to change, learn how to transform your initiative into an accepted standard operating procedure.

Date: April 4 & 5, 2017

Location: Holiday Inn Toronto International Airport, 970 Dixon Road, Toronto, ON, M9W 1J9

Click here to register or for further information

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2016 Social Media Glossary of Terms

226 Essential Social Media Definitions

By Dara Fontein

A lot can change in a year, especially in the world of social media. It can be difficult to keep up with all of the terms and slang used with the introduction of new technologies and platforms, so we decided it was time to update our Social Media Glossary. Like previous editions of the glossary, this is a living document that will continue to grow as we add more terms and expand our definitions.

This Glossary is produced annually by Hootsuite and it’s a handy tool for those who use social media.

See the Glossary

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Should Santa Sue? You Be The Judge.

Even Santa has to carefully manage risk and ensure that his contracts deliver the promised terms on time and on budget! Here is a holiday tale emphasizing the importance of having a clear and well-structured risk allocation clause, particularly for ‘mission critical’ contracts.

Upon return from their annual Mexican vacation in early March, Santa and Mrs. Claus began planning for the next Christmas Season. One issue they knew needed immediate attention was reindeer succession planning: Rudolph was only three years away from his full pension, and Donner and Blitzer were both planning to retire after the upcoming Christmas flight.

After doing some market sounding to determine whether there were any new reindeer providers in the market, Santa turned to his regular reindeer supplier – Arbutus Sled Accessories Ltd. (“Arbutus”). In recent years the demand for reindeer has been in decline, and there appear to be no new companies entering the market. After some initial discussion, Santa agreed to buy 57 reindeer from Arbutus.  Read what happened next.

Should Santa Sue?

Thanks to our member NECI and The Legal Edge for sharing this seasonal tale of procurement risk management with us!

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