How do we make sure we retain our employees over the long haul? What a great question. After all, we spend a great deal of time making sure we hire the best and brightest talent available – we sure don’t want to lose them down the road. It gets you thinking…what can we do to improve our chances of keeping that talent on our team?

The first thing we believe we do well at Gibson is simply treat people right. It’s somewhat of a cliché, but we really do the right thing with our team members. It starts with paying them a competitive, market wage. We back it up with workplace amenities like flexible work schedules, unlimited Gibson Time Off (GTO), and casual dress. We also provide a great wellness program and really walk the talk with healthy food options and provide a quality benefits package.

Today we’re sharing insight from guest blogger Dean Breyley, Certified EOS Implementer, entrepreneur, and speaker. We hope you enjoy Dean’s wisdom and perspective.

Bottlenecked, gridlocked, congested – there are lots of ways to describe how it feels when a business gets stuck. We’ve all been there at some point in our work, and once you realize you are there, you immediately start searching for ways to get ‘un-stuck.’

Finding an effective solution that truly gets the business back flowing and growing can feel like looking for the proverbial needle in a haystack. All the while, the issues caused by the bottleneck continue to pile up and snowball. Results slow down, growth starts to halt, errors increase, and people get frustrated. What got you where you are today no longer seems to work.

At Gibson, we hold our culture near and dear to our heart. It’s one of the most important aspects of our work environment. We care about it and work on it constantly. It’s also something we look for in prospective teammates – will they be a good cultural fit? We are focused on having the right people onto the Gibson bus and in the right seat.

Today we’re sharing insight from guest blogger Barbara Khozam, internationally recognized customer service speaker and trainer. We hope you enjoy Barbara’s wisdom and perspective.

Negativity has always been easier to pass along than positivity. This is largely due to our antiquated human nature of day-to-day survival against the world around us. Our existence depended, historically, on knowing where dangers could be found. So passing on this negative knowledge was essential to our lives. However, we no longer live in such an era. But, as human citizens of a modern world, why not make the conscious decision to make positivity contagious?

Anyone trying to run a company today knows it can be complex, difficult, and full of change. The one thing that seems to be a constant in a world of change, is the need for top talent. Whoever has the best talent typically wins. Securing that talent is challenging on a good day, and depending on your specific situation, can be darn near impossible on others.

Of course, to acquire and keep the best talent, you have to offer a competitive total compensation package, including salary and benefits. There are standard employee benefits such as medical, dental, retirement accounts, etc. And then there are differentiators – benefits some offer but most do not - that set you apart from your competitors.

Today we’re sharing insight from guest blogger Mike Cahill, President of Banking Services at Ruoff Home Mortgage. We hope you enjoy Mike’s wisdom and perspective.

By chance, I was visiting with a former coworker the other day and two things popped up. One, I saw a copy of the book The Energy Bus on a desk in the office. Two, the person I was talking to shared how a coworker always had something negative or cutting to say. There was never anything positive forthcoming from them. This coworker could not seem to see this about themselves.

It is no surprise that Gibson is an avid supporter of and believer in ESOPs and all the benefits they can bring to a company. While there is no such thing as a silver bullet, we believe in the power of ESOPs and the many opportunities they offer to improve a company on so many levels.

An ESOP can offer significant opportunities in:

• Succession planning/perpetuation of ownership
• Employee engagement
• Corporate culture
• Building retirement wealth

Today we're sharing insight from guest blogger Mary Josephs, Founder & CEO of Verit Advisors and Forbes Contributor with a focus on ESOPs. We hope you enjoy Mary's wisdom and perspective. 

With stock prices perched at precarious levels, and an Internet-technology stock selloff already partially in motion, there’s a great anxiety among many business owners and investors hoping for a smart exit strategy.

Today we’re sharing insight from guest blogger René  Boer,  a Certified Implementer of EOS. We hope you enjoy René's wisdom and perspective.

Car crashes are a leading cause of death for children ages 1 to 13. Many times, deaths and injuries can be prevented by proper use of car seats, boosters, and seat belts. On average, two children under 13 were killed per day in 2016 while riding in cars, SUVs, pickups, or vans. Below are some tips to follow to ensure that a child is properly secured in your vehicle.