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Extra Features and Video Online FloristsReview.com R E A D O N L I N E 49 take on someone who has an education in the field but maybe needs more time to gain speed and confidence," Lanker advises. "e floral industry is interesting in that either one can be successful. Education and training are not required, but they should be rewarded." SAF's Delaney adds, "Every job has its challenges—certainly in the floral industry, with working during the holidays being among those— but the floral industry is incredibly rewarding. We provide products that increase happiness, reduce stress, etc., and today's younger employees are looking for work that's rewarding and that helps make the world a better place. With that said, it is important for employers to invest in their employees through development, continuing education, and providing benefits and compensation that align with the demands of the job. e floral industry is not alone in the struggle to offer competitive wages and benefits." Delaney says that at this year's SAF's "Annual Convention" in Orlando, Fla., Sept. 21-23, the organization plans to answer the biggest labor and recruiting questions facing the industry today. Glenna Hecht, HR guru and founder of Humanistic Consulting, will lead a session titled "Recruiting in a Post-Pandemic World," during which she will discuss how floral professionals can rethink their hiring processes to be successful in today's tight labor market. ree additional sessions presented by experts in the industry will also focus on attracting and retaining the best talent: "Incentive Plans that Motivate and Retain Teams," "e Business Case for Diversity and Inclusion," and "Talent Cheat Sheet: Put the Right People in the Right Seats." "We hope to provide everyone in attendance with the knowledge they need to build strong, motivated teams who are inspired to work hard to succeed," Delaney explains. "Some of these sessions will be available virtually after the event, and we'll also be launching a course on the 'Career Connection' platform called 'Grow Your Team: Workforce Planning and Attracting Talent,' to help floral industry employers be more successful with attracting and retaining talent." "e past year was stressful for people in all industries," Hecht confirms. "Will the business be open or closed? Will people be able to come to work?" In the floral industry, as well as many other industries, there have been layoffs and supply-chain/ delivery issues, many of which continue today. e flower business is based on people, and now there is a shortage. "During the pandemic, people assessed their quality of life and their work-life balance, and they now know the importance of both," Hecht contends. "People want to work for companies that value quality of life, 'walk their talk' and exhibit consistency. It is not a line on a values statement; it's a day-in/day-out practice. We used to think we were competing only against others in our industry, but these days, we're not. If another company is willing to give workers more of what they need—work-life balance, higher pay, etc.—we must be aware and adjust accordingly. When you offer less pay than others in your area, you should not be surprised that you have trouble attracting and retaining employees." Hecht continues, "A great example of adjusting relates to younger workers. If they graduated during the pandemic, they have had little mentorship the past two years. If you hire them and are not going to provide mentoring, training or coaching, they will likely go somewhere else. Will they learn their craft from you? Quite frankly, many employers aren't paying enough attention to that right now." If employees are hired and leave shortly after you have trained them, learn from the situation. What could you do differently or learn in the interview and hiring process? How could you modify training? is is an opportunity to look at your practices and adjust for the future. What has worked in the past may not work currently or in the future. If you want to attract and retain great employees, you must offer competitive pay, benefits, training, safety, compassionate relationships and a strong culture. is will result in business growth, innovation and a productive workforce. What's wrong with that? But, as Hecht states, it's not just about hiring a worker ; it's about engaging him or her every day. e relationship you have with each employee must continue to evolve and thrive. It is not merely about ensuring that the day-to-day work gets done; it is doing your part to create an environment where your employees enjoy their work, feel a connection to the customers and the rest of the team, see potential career growth and opportunity, and want to continue working for your business in the future. 2

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