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Extra Features and Video Online FloristsReview.com R E A D O N L I N E 67 meowing cat suddenly thrust into a video—visuals can be important to creating an entertaining experience. Oh, and keep it short. Today's audiences want their infotainment to be five minutes or less. 9. R-E-S-P-E-C-T Your Employees is seems like a no-brainer, but it is something you need to pay attention to daily. Since the outbreak of COVID, many workers have stated that they would rather quit their jobs than give up their work-from-home routines. Obviously, for many jobs in the flower industry, working from home is not usually an option. While everyone suffered during the recent economic shutdowns, workers in the flower industry, typically those at the lower end of the wage scale, lost their sole source of income for weeks or months on end. ose not accepting government funding had to find alternate employment means to survive, and not all have returned to the industry. No longer are bosses calling the shots on who gets employed; many job seekers today determine if they want to work for you. Once considered only by larger business enterprises, a work-life balance is recognized as being important to employees by the owners and managers of smaller brick-and- mortar stores. at means being cognizant that your employees also have lives outside of work, and if they need to take care of something, you need to accommodate them— even though doing so may negatively impact your routine. 10. Listen to Your Employees Gone are the days of blindly following to the letter what the boss says. Nowadays, in the business world, opinions of staff are welcome and even encouraged. Just because you were brought up to always do a job one way doesn't mean that it's the best or only way. If there is a quicker and more efficient way to do a task, you can bet one of your employees will find a way to do it. Often times, employees can provide valid solutions to problems. You have to be willing to listen. Don't be quick to dismiss such initiative. However, upon discussion and review, you can determine a reason—something other than "at's not how I would do it"—to explain any concerns you may have to their suggestions. en, allow for equal discussion. Often, an alternative solution can be arranged that was not yet on the table. In addition, being a boss who has a welcoming ear for employees is important. Maybe they just want to talk about something personal—mom is sick, or a child has a broken leg— so, have empathy and listen to their needs and act humanely. 11. Schedule Team Meetings Meetings … yawn. Despite the best intentions of the boss in scheduling a meeting, for most everyone else, it seems like a waste of time, impacting the time they have to get their own work done. And scheduling meetings before regular work hours, after work or during lunch—nay, nay—unless you want your employees to resent you. is is part of that whole work- life balance thing. Also, you don't have to schedule weekly meetings—and certainly not daily ones! Have meetings only when necessary. Perhaps it is a Monday morning meet to discuss upcoming plans, projects and duties for the week; however, meetings are not necessary if the same things are always discussed. Sometimes things can be discussed in quick one-on- one chats without formal meetings. Should you deem it absolutely necessary to hold a meeting, be a nice person and bring treats—whether it's a carton of coffee or a box of donuts. A novel concept may be to allow any of your workers to call for a meeting, but ensure the issue(s) involve everyone. Single employee concerns can be discussed as needed. 12. Fair Wages Part of the global labor shortage and the inability to retain employees revolves around the fact that, quite often, employees can walk out your door and find a higher paying job at the local golden arches restaurant. We're not suggesting that you pay your employees wages you can't afford, but be aware that employees nowadays feel they have alternatives (and they do!). Flower shops that do a lot of weddings and other events typically have many functions and duties that cannot always be accomplished during a typical 9-to-5 workday or a Monday- through-Friday workweek. If your employees are putting in 10-to-12- hour workdays and/or have to work on weekends to make those events happen, do your due diligence in looking after your staff. Make sure that

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