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VIEWPOINT: Did Your Employees Grow Apart in a Difficult 2020?
5 Tips for a Better Culture Given the uncertainty businesses pace in 2021 as the COVID-19 pandemic continues, company leaders are looking at every phase of their operation to determine ways they can improve. Company culture is one area commanding attention. As the virus caused business limitations and forced many companies to go fully remote in 2020, […]
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5 Tips for a Better Culture
Given the uncertainty businesses pace in 2021 as the COVID-19 pandemic continues, company leaders are looking at every phase of their operation to determine ways they can improve.
Company culture is one area commanding attention. As the virus caused business limitations and forced many companies to go fully remote in 2020, workplace culture was challenged in new ways. This was a reminder to company leaders to make this a priority, forcing them to find ways to strengthen it in the new year.
Businesses are increasingly starting to understand that they need to show employees that they value them as whole people.
If you respect your employees, value them, and treat them as professionals, they will go through walls for you. If you don’t, if you create an environment where the very thought of coming to work creates anxiety, then they are going to look for employment elsewhere.
Issues within the workplace culture can fester and eventually lead to toxic relationships, lower productivity, and higher turnover. As companies try to balance remote working with a return to the office, it’s critical that culture problems be diagnosed and addressed.
But too often, leaders don’t have the time to dig into the root problems or don’t know how to really reach their people and devise solutions.
Here are tips for management to build a better workplace culture in 2021.
• Make the health and well-being of your employees the first priority. Putting your employees first makes them far more likely to be good producers for your company. With the ongoing pandemic and 2021 bringing much uncertainty, it’s the right time to review workplace safety, collect employees’ thoughts on working remotely compared to coming back to the office, look at internal communications, and analyze management practices to make sure you’re addressing employees’ needs and concerns. Circulate employee surveys to get helpful feedback.
• Hire people who are culture fits. Some people are very capable, but they happen to be jerks. No matter how smart such a person might be, the negatives will eventually outweigh the positives. At the same time, you don’t want to hire people who are really nice but not terribly competent.
• Beware of fake culture. Some businesses create what I call pseudo cultures, which are thinly veiled come-ons where companies offer massages, free beer, or other perks to attract employees. Eventually, people figure out that a cool employee lounge with a ping-pong table does not make for a successful business. Real organizational cultures are reflections of how companies treat people and create useful products.
• Increase employee engagement. Leaders should take extra steps to get to know their employees, which will be a big help in keeping them engaged. It can be tougher initially to spot people who are not fully engaged. The gut feeling leaders need in that regard develops over time with the determination to know your people as individuals. Not all managers are willing to do that, and that’s a mistake. Showing genuine concern can uncover issues that can steer employees to the help they need.
• Promote a work-life balance. It’s nice to have ultra-motivated climbers, and it’s essential for a forward-moving company to demand a lot of its people. But that should not come at the expense of burning them out, messing up their health, and hurting their family relationships. That’s going to hurt the business in the long run as well.
Nurturing your internal culture enables people and business to thrive. It’s never been more important than now after a year of chaos and with more uncertainty ahead.
Mark McClain (www.markmcclain.me), is author of “Joy and Success at Work: Building Organizations that Don’t Suck (the Life Out of People)” and CEO of SailPoint, a company in the enterprise identity management industry.
OPINION: Cuomo’s Call to Focus on Facts & Data are Hypocritical
He disregards both For months, we listened to Gov. Andrew Cuomo laud the importance of fact-based decision making and proclaim the values of objectivity and science. But “do as I say, not as I do” has always been a hallmark of this governor’s administration. So, it should not be too surprising he willfully disregarded the
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He disregards both
For months, we listened to Gov. Andrew Cuomo laud the importance of fact-based decision making and proclaim the values of objectivity and science. But “do as I say, not as I do” has always been a hallmark of this governor’s administration. So, it should not be too surprising he willfully disregarded the above in lieu of his own politically convenient narrative of the past year.
The FBI and U.S. Attorney’s Office are now investigating the state’s handling of nursing homes during the COVID-19 pandemic. And there is no shortage of irony of a man spending every day for the better part of a year telling people to follow the “facts” and the “data” as they grappled with the spread of the virus only to then hide the same facts and data despite countless requests. As federal authorities pursue their investigations, the state legislature has a responsibility to act decisively as well. I recently joined colleagues in the Assembly Minority Conference to call for a bipartisan Impeachment Commission in order to gather facts, information, and uncover answers with an eye toward accountability. There are many things we still do not know about the state’s response to COVID-19 and its impact on nursing homes. In fact, we may not even know all the things we do not know, as this administration’s constant refusal to be transparent is so strong that it is hard to make heads or tails of anything it has said in these past few months. What is fact, and what is fiction? What are we supposed to believe?
We now know the governor hid the true number of deaths in state nursing homes and long-term care facilities by 50 percent; the total number of nursing-home residents who died is more than 15,000. We also know information was censored as the governor’s team “froze” while coming up with a game plan to avoid federal investigation. And we also know many of the things the governor has said since the state attorney general investigated these misrepresentations have made little sense.
A review of the timeline of the events leading to that investigation is nothing short of alarming. In August, the New York State Department of Health (DOH) said it needed until November to answer a Freedom of Information Law request from the Empire Center aimed at uncovering the true nature of what was going on in state-run facilities. Then, in November, the DOH said it needed until January to look for exemptions to the law. Shortly after that, Gov. Cuomo was awarded an Emmy for his “masterful” COVID-19 television briefings. The request had still not been filled.
At the same time, the continued underreporting of statistics related to those deaths also drastically impacted the state’s nursing-home mortality rate, which the governor had previously claimed was among the best in the nation. Using New York Attorney General Letitia James’ numbers, New York was actually one of the worst. Somewhere along the way, Cuomo wrote a book about leadership and how well he was doing.
“Nature abhors a vacuum so does the political system,” the governor said in a recent Q&A, where he claimed the “void” his administration created by not releasing these numbers sooner was filled with “skepticism, and cynicism, and conspiracy theories which furthered the confusion.” Perhaps, that is because this administration has cultivated an atmosphere of “skepticism, cynicism and conspiracy.” I have a suggestion: instead of creating vacuums and voids in the first place, answer the people when they demand honesty, clarity, and accuracy. That is what they deserve and that is what you are tasked with doing as a public servant.
The perils of the COVID-19 outbreak are too numerous to count; it is a public health crisis and an economic crisis. It has wreaked havoc on our education, quality of life, and work routines. The only way to confront these challenges is head on, with a concerted effort from government and health officials and competent leadership from those in positions of authority. At some point, integrity and credibility got lost along the way.
As a legislative leader, I will continue to press this administration for every available piece of information related to the state’s pandemic response — nothing like this can ever happen again.
William (Will) A. Barclay, Republican, is the New York Assembly Minority Leader and represents the 120th New York Assembly District, which encompasses most of Oswego County, including the cities of Oswego and Fulton, as well as the town of Lysander in Onondaga County and town of Ellisburg in Jefferson County. Contact Barclay at barclaw@assembly.state.ny.us.
CEO FOCUS: A New Future for I-81 and Central New York
Large-scale infrastructure projects are gaining national attention for their opportunity to spark growth and create jobs as the country seeks to recover from the economic crisis caused by COVID-19. This creates an important opportunity in our own community, which is why CenterState CEO is advocating for a “record of decision” on the redevelopment of Interstate-81 (I-81) as
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Large-scale infrastructure projects are gaining national attention for their opportunity to spark growth and create jobs as the country seeks to recover from the economic crisis caused by COVID-19. This creates an important opportunity in our own community, which is why CenterState CEO is advocating for a “record of decision” on the redevelopment of Interstate-81 (I-81) as one of its top five 2021 policy priorities. Having been the subject of research, modeling, and debate for years, it is time for the project to move forward, as it is critical to safe and efficient transportation for Central New York. Additionally, the Community Grid option and its community-driven priorities stands to serve as a model for other regions embarking on infrastructure projects seeking to achieve more than just transportation solutions.
There are signs of progress as Gov. Andrew Cuomo announced in his State of the State address that he expects the project to break ground next year. Also, in February, Syracuse Mayor Ben Walsh discussed the project with members of Transportation Secretary Pete Buttigieg’s staff. I am hopeful that these conversations will result in the necessary federal funding needed to complete the $2 billion project.
While these conversations move forward, it is imperative that we shift our collective focus to maximizing this opportunity to ensure that the people in this community that need jobs have a clear pathway to those created by this project, particularly women and minorities. To prepare the local labor force and contractors so they are well-positioned to participate on this project, CenterState CEO is working with Mayor Walsh and Onondaga County Executive McMahon to develop and launch Syracuse Build. This workforce initiative is dedicated to developing career opportunities in construction-related fields for Syracuse residents, particularly from low-income communities and communities of color. As the economy begins to pick back up, and with work on I-81 on the horizon, Syracuse Build will produce a pipeline of qualified local workers.
This project, and the jobs and new investments it stands to bring, provide hope for a stronger more equitable future for our community. To learn more about Syracuse Build, contact Dominic Robinson, VP of economic inclusion at drobinson@centerstateceo.com.
Robert M. Simpson is president and CEO of CenterState CEO, the primary economic-development organization for Central New York. This article is drawn and edited from the “CEO Focus” email newsletter that the organization sent to members on Feb. 18.
VIEWPOINT: 6 Factors that Comprise a Company’s Culture
“Corporate culture” is a buzz phrase that has been going around for more than a decade now, though the actual meaning behind this hot topic is often lost. A company’s culture goes far beyond celebrations, perks, and the office layout. In fact, it reaches the very core of a business. Here are six factors that comprise a
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“Corporate culture” is a buzz phrase that has been going around for more than a decade now, though the actual meaning behind this hot topic is often lost. A company’s culture goes far beyond celebrations, perks, and the office layout. In fact, it reaches the very core of a business.
Here are six factors that comprise a company’s culture.
Heritage and vision
Every business has an origin story, and this narrative has the potential to be a driving force for success. It’s important to incorporate your organization’s heritage into your culture. Sharing your business’s unique history connects your employees to the “why” behind your organization’s conception. By celebrating your business’s roots, you connect your staff to the company’s original purpose and encourage them to embody it in their work.
Values and practices
Companies often define their core values for their employees, but those mean very little if accepted corporate practices don’t align. It’s important to ensure that communication standards, leadership structure, workplace environment, etc. all promote your company values.
Contribution and recognition
Sometimes it’s hard for employees to see how the work they do affects the big picture. You never want a member of your staff to feel small or insignificant. Celebrate individuals’ accomplishments, hard work, or great ideas. Make a habit of telling your employees how much you appreciate them and how important their contributions are to the overall success of the company.
Promoting growth
No one wants to stick around at a job they feel is stagnant. It’s important to encourage professional growth so employees feel they are improving themselves and their lives while working for you. This can be through continuing-education courses, seminars, a book club, or even just built-in flexibility to explore new topics.
Positive work environment
This may seem like a no-brainer, but in order to keep employees happy, they have to want to come to work. Take steps to create a positive workplace that’s fun to come to every day.
Staying consistent
After you have decided on the elements that make up your company’s culture, enstate them across the board. Consistency helps build employee trust. If your staff sees inconsistency in your culture, they’ll know it isn’t genuine.
Remember, each company’s culture is unique, and the perfect culture doesn’t always come right away. Don’t be afraid to reflect and revise as you go.
Joel Patterson (www.JoelPatterson.com) is a workplace culture expert and founder of The Vested Group, a business technology consulting firm. He is the ForbesBooks author of “The Big Commitment: Solving The Mysteries Of Your ERP Implementation.”

Pinckney Hugo Group has hired CHRISTOPHER MALONE as a copywriter. Prior to joining Pinckney Hugo Group, he gained experience in marketing at CNY Arts, the Salvation Army, and Syracuse New Times. Malone also has experience writing for several area businesses and news publications. He holds a bachelor’s degree in English from SUNY Oneonta
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Pinckney Hugo Group has hired CHRISTOPHER MALONE as a copywriter. Prior to joining Pinckney Hugo Group, he gained experience in marketing at CNY Arts, the Salvation Army, and Syracuse New Times. Malone also has experience writing for several area businesses and news publications. He holds a bachelor’s degree in English from SUNY Oneonta

MELISSA KELLER has been promoted to senior VP/chief financial officer of Fulton Savings Bank (FSB). Keller, who previously served as senior VP/chief information security officer, joined the bank in 2017 as VP/controller. She is a certified public accountant (CPA) with extensive experience in accounting, finance, auditing, and cybersecurity. Keller holds a bachelor’s degree in accounting
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MELISSA KELLER has been promoted to senior VP/chief financial officer of Fulton Savings Bank (FSB). Keller, who previously served as senior VP/chief information security officer, joined the bank in 2017 as VP/controller. She is a certified public accountant (CPA) with extensive experience in accounting, finance, auditing, and cybersecurity. Keller holds a bachelor’s degree in accounting from Columbia College and holds a certificate in cybersecurity from the American Institute of Certified Public Accountants (AICPA). Prior to joining FSB, she was a senior audit manager at Dermody, Burke & Brown.
JULIE MERRITT has been promoted to senior VP/lending compliance officer & CRA officer of Fulton Savings Bank (FSB). She is celebrating her 31st year at Fulton Savings. Merritt, who previously served as VP/loan operations, joined the bank as a teller and advanced through the management ranks of accounting and loan operations. Merritt holds an associate degree in accounting from Cayuga Community College and a bachelor’s degree in accounting from Empire State College.

JEFFREY WITT STRAIN, M.D., an experienced general surgeon, has joined the General Surgery Associates team at Oswego Health. He is trained and board-certified in the areas of bariatric surgery, general surgery, and endocrine surgery with more than a decade of experience in complex laparoscopy and minimally invasive surgery. Before joining Oswego Health, Strain practiced in
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JEFFREY WITT STRAIN, M.D., an experienced general surgeon, has joined the General Surgery Associates team at Oswego Health. He is trained and board-certified in the areas of bariatric surgery, general surgery, and endocrine surgery with more than a decade of experience in complex laparoscopy and minimally invasive surgery. Before joining Oswego Health, Strain practiced in New Jersey, where he trained and adopted robotic surgery to further enhance his procedures at both Englewood Health and Bergen Bariatric Laparoscopic Associates. Strain earned his medical degree from Case Western Reserve University School of Medicine in Cleveland, Ohio in 1992 and his bachelor’s degree with a major in psychology and biology from the University of Rochester in 1987. Recognized by New Jersey Magazine as a “Top Doc,” in addition to performing surgery for the past 20 years, Strain holds an active professorship at the Third Xiangya Hospital in Changsha, Hunan Province, China; international examiner for the Graduate School of Central South University; assistant clinical professor in the Department of Surgery at Mount Sinai School of Medicine.

Excellus BlueCross BlueShield has promoted JAY BONGIORNO to regional sales director of the health insurer’s Southern Tier market, which covers the six counties of Broome, Chenango, Tioga, Chemung, Steuben, and Schuyler. In his new role as regional sales director, he will oversee the sales and account-management staff with the additional responsibility of supporting and maintaining
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Excellus BlueCross BlueShield has promoted JAY BONGIORNO to regional sales director of the health insurer’s Southern Tier market, which covers the six counties of Broome, Chenango, Tioga, Chemung, Steuben, and Schuyler. In his new role as regional sales director, he will oversee the sales and account-management staff with the additional responsibility of supporting and maintaining strategic key-business accounts, enhancing community relationships, and identifying new market opportunities. Bongiorno has been at Excellus BlueCross BlueShield for 17 years. He received his bachelor’s degree from Binghamton University and his associate degree from SUNY Broome Community College and recently completed the Excellus BCBS Accelerated Leader program.

Vera House — a nonprofit that prevents, responds to, and partners to end domestic and sexual violence and other forms of abuse — has announced five new staff appointments. The new hires include two executive leaders, a director of shelter services, volunteer coordinator, and Prison Rape Elimination Act project coordinator. NILIEKA BROWN has joined Vera
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Vera House — a nonprofit that prevents, responds to, and partners to end domestic and sexual violence and other forms of abuse — has announced five new staff appointments. The new hires include two executive leaders, a director of shelter services, volunteer coordinator, and Prison Rape Elimination Act project coordinator.
NILIEKA BROWN has joined Vera House as Prison Rape Elimination Act (PREA) project coordinator. Prior to joining Vera House, she was a community service officer with a local police department for seven years. Brown also served as a volunteer with Vera House’s web-chat service. With her hire, Vera House is now one of only nine New York state domestic and sexual violence agencies to offer specialized services to people who are incarcerated with the goal of eliminating prison rape and sexual assault. Brown also provides services for individuals incarcerated who have experienced childhood or adult sexual assault in the community. Brown received her bachelor of technology degree in criminal justice from SUNY Morrisville.
CYNTHIA GRIFFIN-HARRIS has joined Vera House as director of shelter services. She has 20 years of experience with community and human service delivery in Syracuse and the surrounding areas. Before joining Vera House, she served as a human-services case manager at Excellus BlueCross BlueShield and also previously served on the Vera House board of directors for four years. Griffin-Harris is an active member of Mothers Against Gun Violence (MAGV) and volunteers at New Direction Christian Center, where she facilitates an addiction and substance abuse group.
NICOLE JOAO has joined Vera House as chief financial officer and a member of the executive leadership team. Previously, she served as an auditor for a mid-sized accounting firm, where she specialized in nonprofits. Joao’s past experiences also include roles at EY and Live Nation Entertainment. She speaks five languages. Joao received her bachelor’s in accounting from Penn State University and MBA from Texas A&M University–Corpus Christi.
MARIANA PANIAGUA has joined Vera House as volunteer coordinator. She is responsible for recruiting, engaging, and placing volunteers throughout the agency. Previously, Paniagua served as a team leader at Students for Justice, where she recruited and trained volunteers to help fight voter suppression against people of color. Born and raised in Puerto Rico, she also worked in the House of Representatives of Puerto Rico with the Commission of Legislative Funds for Community Impact and is bilingual. Paniagua received her bachelor’s degree in political science from Le Moyne College and is currently pursuing a master’s degree of public administration at Lynn University.
VIRGIE TOWNSEND has joined Vera House as director of marketing and communications and a member of the executive leadership team. She has more than 10 years of experience in corporate and nonprofit communications, including her prior role as a senior digital content specialist at Terakeet. As a writer, Townsend’s work has been featured in the New York Times, Washington Post, Harper’s Bazaar, VICE, and other publications. In 2020, Townsend served as secretary of the Vera House board of directors and chair of its board development committee. She received her bachelor’s degree in journalism from the Newhouse School at Syracuse University and her J.D. from the Syracuse University College of Law.

Matte Black Lounges to test lounge venue at Syracuse airport
SYRACUSE, N.Y. — Matte Black Lounges has chosen Syracuse Hancock International Airport (SYR) for a special 10-day offering of its lounge venue. The 10-day test
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