Have you ever known a colleague that never participated in social activities, avoided all group activities, and managed to keep a very "high wall" around their area in the office? It's likely that person was not moving up through the ranks, not receiving impressive peer reviews or performance evaluations, and they were not being recognized for outstanding contributions to the organization. The power of networking should not be underestimated because of the many possibilities it can bring forth in personal, career, and business development gains.

No matter how exciting that new job is, without the proper welcome on the new hire’s first day, it may resemble the first day of freshman year of high school – awkward! Those age old questions resurface and new hires begin to think: Where will I sit? Where will my workstation or office be? Will I fit in? Will my co-workers like me? We all have experienced those uncomfortable feelings at some point in our lives and I think I can speak for us all when I say, let that be history!

Providing employees with a sense of involvement in decision making and an ability to drive results for final outcomes has been proven to increase employee satisfaction. The concept of "employee empowerment" is often defined simply as allowing employees at all levels of the organization to have a part in making business decisions. For instance, share information and give employees the opportunity to make decisions that solve problems, improve service and performance. Empowerment is based on the idea that giving employees skills, resources, authority, opportunity, motivation, as well as holding them responsible and accountable, will contribute to their competence and satisfaction, ultimately leading to achievement of organizational goals.

I had a professional "light bulb" moment just a few years ago. The "light bulb" was about feedback and the concept of effectively offering it. Not only could I offer feedback in an organized and objective way, but when I did, I supported the employee, deepened our professional trust, and impacted the company's retention and employee engagement by investing in professional development. While I've managed people much longer than a few years, I have to say in retrospect, that prior to this enlightening moment, I was probably just an average manager. Ever since I began offering feedback that was intentional and consistent in strategy and approach, it's made my job as a manager much easier and helped me actively retain strong performers.

You've probably heard the phrase, "If it looks like a duck, swims like a duck, and quacks like a duck, then it probably is a duck.” If you're uncertain on if your next hire should be a 1099 Independent Contractor or a W-2 Employee, read the Federal 20 Factor Test and Common Law in Virginia below.