Page 7 - Upper Peninsula Business Today - October 2018
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Creating Trust Is Essential For Your Business
Art in Artprize 10
By Victoria LaFave
For The Bonifas Arts Center
ESCANABA and GRAND RAPIDS – Art- work by artists from across the Upper Peninsula is now on display at the world’s largest art com- petition – ArtPrize 10! This event started on Sept. 19 and runs through Oct. 7 in Grand Rapids.
An impressive coalition of arts and tourism organizations and businesses has combined efforts to promote ArtPrize art by U.P. artists, effectively marketing cultural tourism. Leaders in thetravelindustryhelpingtomarketU.P.artists displaying at ArtPrize include the U.P. Travel and Recreation Association (UPTRA), Mission Point Resort (Mackinac Island), and several U.P. Con- vention & Visitors Bureaus: Visit Escanaba, Keweenaw Convention & Visitors Bureau, St. Ignace Visitors’ Bureau, Manistique Lakes Area Tourism Bureau, and Mackinac Island Tourism Bureau.
ArtPrize is an open international art competi- tion decided by public vote and expert jury that takes place in a number of venues throughout Grand Rapids.
The art will be viewed by approximately 400,000 visitors and will give the message that the U.P. is a unique arts and culture destination. To check out the latest on ArtPrize 10, visit www.artprize.or
As a business owner, creating trust is essential not only between your business and your cus- tomers but also between yourself and your employees. In a study conducted by Center for Generational Kinetics, 80% of managers said they’re transparent with their teams but only 55% of the employees agreed.
”Having a strong working relationship with your employees is vital to having a successful business,” said Melanie Duquesnel, BBB Presi- dent and CEO. “Trust is the key ingredient to keeping a positive employee relationship.”
Building trust is one of BBB’s eight standards for accreditation. Here are some things you can do to earn and keep your employees’ trust.
• Tell the truth. How is anyone going to trust you if you lie? Employees realize there's stuff you can't share. However, employees always find out when you do something underhanded or mis- leading.
• Be consistent. Address and treat your employees the same no matter the setting. Whether one on one or in a group, your employ- ees need to see you in the same light. Also, don’t let personal matters, i.e. bad days, influence your behavior in the office.
• Lead by example. Don't ask an employee to do something that you're not willing to do your- self.
• Use Empathy. Empathy is the ability to put yourself in another person’s shoes. Take the time to consider your employees’ motives and feel- ings to build a rapport. Doing this will make your employees feel acknowledged and under- stood.
• Listen more and talk less. There is a good chance your employees know more about your customers than you do. They probably spend more time with them. Therefore, listen to their
Better Business Bureau
thoughts, opinions, and suggestions. You may learn something.
• The better your employees do, the better your business will do; so make employee success your #1 job. Your employee’s job is to make your business more successful, but they will be more invested in doing that when they feel you are invested in them.
• Do what you say and always follow through. Just as you expect your employees to deliver on their promises, they expect the same from you.
• Take blame but give credit. Remember, if your team fails, it's your fault; if your team suc- ceeds, it's the team's achievement.
To help you avoid an unnecessary conflict in your company, BBB offers these tips for han- dling employee complaints.
• Listen carefully. If an employee is angry or upset, allow him or her to vent without inter- rupting. Stopping the employee mid-story to offer a solution or contradict facts will likely only escalate the situation. Limit your responses to short confirmations that you’re still listening (“Uh-huh,” “I understand”) or verifications of the facts (“So, you put in a time off request on Monday?”).
• Withhold judgment. Avoid confrontational language, like “Calm down,” or “that’s not pos- sible.” Hear the entire complaint and, when nec- essary, conduct your own investigation before deciding what action to take.
• Document the meeting. If possible, have another supervisor or human resources repre- sentative present. Take notes about the employ- ee’s complaint and what solutions you offered. Confirm the details with the employee to ensure you are both on the same page.
• Ask questions. Ask for specific dates,
whether or not the employee has complained to others in the chain of command and for details about those conversations. Make sure you know all the details.
• Identify the issue. Not all complaints should be taken at face value. The employee may com- plain about his hours but is really upset that he isn’t being heard. If the underlying issue involves discrimination or harassment, that opens you up to additional legal concerns. You may want to consult an attorney about your next course of action.
• Collaborate on a solution. Ask the employee how he or she would like to resolve the issue. If you are unwilling to meet those conditions, don’t say “no,” or “I can’t.” Propose your own solution and stick to positive language, e.g. “Here’s what I can do...”
No matter the circumstance, it’s important your employees know they can trust you to han- dle their situation to the best of your ability without judgment or bias.
For more business tips, visit or call 248.223.9400.

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