Have you ever felt like a fraud? Maybe you experienced anxiety someone would “find you out” if you didn’t know something. It can happen to anyone, anytime, and anywhere – whether you’re in your first job or have been in the workforce for decades. When you feel like an imposter, you may self-sabotage your success without even realizing it by obsessing over minor mistakes or working twice as hard to prove that you’re successful. These feelings are known as Imposter Syndrome and experiencing it without strategies to get past these emotions can negatively impact your ability to grow and thrive in your career.
Try these four strategies to help overcome those destructive feelings and become a better version of yourself at work and in life.
Lean into Positivity
For some people, it’s common to underplay their achievements, attributing success to luck or good timing. While a degree of humility is admirable, it can hurt more than help if they are already fostering feelings of self-doubt. For instance, if you have been working on a new project at work and have exceeded your expectations, be sure to let your coworkers know that you are proud of your accomplishments rather than putting yourself down or dismissing them as unimportant.
One way to help you become more positive is by sharing your experience with others. For example, if you write a blog post on LinkedIn about your new job, consider mentioning what you learned during the hiring process. Did you discover that you are resilient or the importance of soft skills? Whatever it was, don’t keep it to yourself — you never know who you will influence. The more you put yourself out there, the more people will see you as a thought leader in your industry.
Celebrate Your Wins
Another way to combat imposter syndrome is by celebrating all your wins – no matter how large or small they might be. Reframe self-promotion as an exchange of value and self-enthusiasm and do it passionately. Keeping a record of your wins can help you stay motivated. Create a table with three columns: one for listing types of wins, another for descriptions of what actions you completed, and another for dates. Ask yourself: “What have I done that makes me feel capable?” and “If my younger self could see my life now, what would she be proud of?” People with a positive sense of accomplishment feel more hopeful about the future; those with imposter syndrome forget their achievements and can combat this by remembering their strengths.
When we recognize our accomplishments, we need to celebrate them somehow. We could buy a small reward for ourselves or do something for enjoyment. The celebration doesn’t have to be huge, but it should matter to you. By doing this, our brains release the neurotransmitters dopamine and serotonin—associated with motivation and happiness—and help us accomplish even more.
Be Mindful of and Limit Your Social Media Usage
Social media can be helpful and harmful when dealing with Imposter Syndrome. By engaging with popular role models on sites such as LinkedIn, YouTube, Instagram, and TikTok, you can learn from people who have succeeded in your field. You can also use these tools to research people you admire and learn about how their career paths led them to where they are currently. When choosing your role models online, be sure to be intentional about who you choose; not everyone has to be an “influencer” – you may have people who can already help in your network.
For all the positive impacts of social media providing access on how to cope with Imposter Syndrome, it can also contribute to feelings of inadequacy or poor self-esteem. By practicing self-awareness as you scroll through your feeds, you can avoid the potential drawbacks of the internet. Unfollow people who bring you down and focus on the educational or inspirational content that feeds your best self and reminds you to express gratitude for your wins, give yourself grace, and visualize the future you want.
Strategize Your Goals
Sometimes you feel like a fraud, and you want to prove yourself. You may try to prove yourself by setting unrealistic goals to deadlines quickly. There is nothing wrong with setting goals, but you should also strategically plan how you will reach them is tempting when you’re feeling this way. Feeling overwhelmed is a familiar feeling among people who try to manage their imposter syndrome this way. Attempting to complete so much that everything loses its meaning and value, and you won’t be able to execute your objective effectively.
Break your goals into smaller, more manageable components and focus on one thing at a time. If you stay focused and consistent, you’ll get much further than if you tried to tackle everything at once. Block out your schedule for the week, making sure to devote time to your biggest priorities. Divide your day into smaller periods dedicated to secondary tasks (reading emails, editing, scheduling), and then reserve larger segments of your day exclusively for high-impact projects. By doing this, you can get a handle on what you need to do in the short and long term.
Overcoming Imposter Syndrome is a process – it won’t happen overnight, and it’s important to know that everyone’s approach to overcoming it will look different. There are many ways to do this but reflecting on what works for you and does not is essential in overcoming Imposter Syndrome. Implementing the strategies here will help you release some of the negativity, stress, and anxiety that might be holding you back in your career.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Health and wellness programs continue to be a significant way for employers to attract and retain employees as they help keep workers happy and healthy. Organizations that offer progressive programs and benefits have a competitive advantage in attracting, engaging, and retaining great talent.
Wellness benefits significantly increased in importance for businesses in 2019. As more companies adopt innovative programs around holistic wellness and flexible work arrangements, this will only continue. Here are five workplace wellness trends.
Holistic Wellness
A holistic approach to workplace wellness considers the numerous aspects of health, including physical, mental, emotional, social, intellectual, and spiritual ones. This approach to life encourages people to consider all aspects of their lives—not just work—when evaluating their overall satisfaction with life. For example, a company might support holistic wellness by helping its employees connect in ways ranging from the layout of the office to social events. Consider your office space and how you can create a place that invites collaboration for meetings and breaks – if employees don’t have somewhere to eat lunch together, they are likely to eat offsite or at their desks, which won’t encourage socializing.
Companies should allow employees to work on tasks they have the most expertise and experience in. However, it is vital to introduce new challenges so that employees can grow and feel challenged. This can be done by giving them additional responsibilities for which they are not trained or by soliciting new ideas about how work could be done better. Everyone has specific skills that come naturally to them and working in an area where those skills are used results in happier employees. By getting to know each employee’s personality and working style, managers can better help them succeed at their job. Using a tool like the Enneagram test and DiSC Assessment will help you understand your employee’s strengths and weaknesses and how to work together well.
Mental health + Wellbeing
People want to bring their whole selves into the workplace, including mental health. As a result, leaders must be more empathetic and supportive of people experiencing mental health disparities. There are several ways in which a company can improve mental health and wellbeing at work. One way to relieve stress is by offering a lunchtime yoga or fitness class. Another way to help employees struggling with mental health conditions is with counseling services. Counseling services can provide employees with an avenue to seek support and help with their mental health struggles. For example, the Mental Health Parity and Addiction Equity Act ensures that individuals with mental health conditions (including substance use disorders) receive coverage for their care, for example, insurance coverage for addiction treatment.
Employers can also offer employees a confidential Employee Assistance Program (EAP). EAPs are voluntary for the employee, and some workers may be reluctant to use this resource due to fear of stigma or shame. By providing direct access to mental health professionals via phone and in-person and emphasizing that your EAP can be accessed confidentially, your company can increase employee utilization of this valuable health benefit.
Digital Wellness
In today’s always-connected world, digital wellness is an increasingly important issue. Digital wellness refers to helping individuals achieve balance in their lives. Overuse of technology can cause stress, anxiety, isolation, and lack of sleep. Organizations can support employee wellness by establishing digital boundaries. Maintaining a solid work-life balance is essential for employee wellbeing, especially in the age of instant communication. Remind employees not to check work email when they’re not on the clock and encourage them not to contact one another on work matters after hours or set job-related phone notifications to silent or “do not disturb” during off hours.
Another way to help with digital wellness is to address and prevent eyestrain. Glare and blue light from screens are linked to poor sleep, especially for those who use their tablets or phones at night. F.lux is a free piece of software that companies can offer to their employees, which automatically adjusts the lighting of your computer screen throughout the day. For example, it makes the screen lighter and whiter during the day but warmer and softer at night to match indoor lighting. This app also reminds users to take breaks at preset intervals and helps prevent eye fatigue.
Financial Wellness
You can’t ignore finances if you want your employees to be happy and healthy. That’s why financial wellness programs are becoming more common in the workplace. This type of wellness program provides employees with resources for dealing with their money-related stress as well as helping them plan for their long-term financial future. To help employees deal with the financial pressures of everyday life, you can create an open forum where they can ask questions about financial management or create by organizing educational workshops on various topics related to money management.
Plenty of banking and investment apps can also assist your employees with their finances, and people tend to gravitate toward the ones that prioritize wellbeing. Apps like Mint or You Need A Budget (YNAB) make budgeting easy and straightforward, reducing the stress of working with finances. Financial self-care is so important since knowing the state of your finances directly contributes to the mental and physical well-being of your employees.
Generational Awareness
Workplaces must also be inclusive of different generations with different values and priorities to enhance employee wellness. A one-size-fits-all approach will not achieve workplace wellness; each generation has different values and preferences, but all should be respected. Today’s workforce comprises four generations: Baby Boomers, Gen X, Millennials, and Gen Z.
In general, Baby boomers are known to value health insurance and a retirement plan. Gen X grew up with financial stability, so this generation prioritizes salary and job security when considering a new position. At the same time, Millennials and Zoomers appreciate paid time off and control over when they work and where from. As workplaces start to see the demographics of generational members change among their ranks, it will be vital for them to consider each generation’s unique priorities to create an effective workplace wellness strategy.
In the last couple of years, we’ve been surprised by how much our lives have changed. However, we’re finding ways to thrive in this new normal while allowing space for the inevitable changes that will continue to come. As trends like holistic, mental health and wellbeing, digital, financial wellness, and generational awareness catch on in companies, it’s essential to take things one moment at a time and keep an eye on exciting new trends.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
The Great Attrition has become the Great Renegotiation. People are switching careers, moving into non-traditional roles, retiring early, or pursuing entrepreneurship. The COVID economy has contributed to a shift in priorities for many individuals seeking workplace conditions that better suit their needs. On average, 2.5% of workers— 4 million individuals—switched jobs in the first quarter of 2022, up from the 2.3% average in 2021 during the same period. Companies that haven’t evolved their hiring and engagement strategies to retain their best employees have faced unprecedented turnover rates as a result.
The competition for skilled workers in the United States has increased significantly. The number of job openings in April 2022 was 11.400 million, with an additional 300,000-400,000 workers needed to get back to pre-pandemic workforce levels and nearly six million employees needed to accommodate the growing global demand. As an increasing number of individuals find traditional work models unsatisfying, the availability of conventional workers is shrinking. This has resulted in a gap in the labor supply, as there are not enough conventional employees to fill the demand for job openings.
Five Personas of the Workforce: A New Way to Target Employees
There are currently five personas in the workforce—each with their own mindset, motivations, and expectations—that organizations can and should target for talent.
Traditionalists: The Classic Labor Pool Won’t be Enough to Fill All the Jobs
Traditionalists have a strong sense of career orientation and are willing to make sacrifices to advance their careers. They value competitive compensation packages, good job titles, high status at their employer, and career advancement opportunities. According to a study by the US Bureau of Labor Statistics, roughly 60% of the traditionally employed, full-time workforce hadn’t resigned from their jobs during the Great Attrition. These workers have been cautious and less likely to quit their jobs without another position lined up. However, if they did leave, most returned either to the same role at the same company or a similar position at another organization.
Under the right circumstances, many who have left traditional employment can be persuaded back in. Organizations should focus on professional and personal growth, giving employees the tools needed for success, and offering them access to coaching or mentorship. This will help them grow in their roles at your company and give them a strong sense of being valued. Doing so will help you retain top talent contributing to your company’s success.
Employers have often favored this group because these workers’ values match what companies have historically offered to hire and retain employees. Although this method may be effective in securing employees, it includes significant pitfalls: competitors fight back with promotions or higher pay to entice traditionalists away from their current roles. As companies use these levers to pursue traditionalist workers, wage inflation occurs, and the issue endures of job openings remaining largely unfilled.
Do-It-Yourselfers: Independence at All Costs
Through the pandemic, some workers realized they wanted more independence from work and began seeking non-traditional forms of employment. These individuals are typically between 25-45 years old but can fall into any bracket from self-employed to full-time employed in non-traditional roles to gig workers.
These individuals prioritize flexibility and meaningful work, which they often felt was lacking in their previous roles. During the pandemic, many people felt their work-related stress, toxic management, feelings of being underappreciated, and desire for autonomy led them to pursue something different. Instead of looking for a similar role at a new company, some decided to shirk traditional employment and took matters into their own hands by becoming entrepreneurs or business owners. Nearly 5.4 million applications were filed to form new businesses in 2021 — the most of any year on record, based on the latest data from the Census Bureau’s Business Formation Statistics; a 53% increase from 2019. The most recent statistics from 2022 show that over 1.26 million new business applications were filed in the first three months of the year. Still, others found that freelance or gig jobs gave them greater autonomy to set their hours and gave them the opportunity to work on projects that actually interested them.
This group can be hired back into the traditional workforce, but it won’t be easy – this doesn’t mean organizations should give up on this talent pool, though. The challenge with recruiting this group is organizations must show what they offer is better than what these workers have created for themselves. To win over this talent group, companies must provide the freedom these workers crave and a sense of purpose, as well as a compensation package beyond what they have on their own.
To engage these workers, managers should delegate tasks that can be efficiently completed independently and allow employees to work remotely without compromising the quality of their work. A leader’s best approach may be to manage by objectives rather than action, which increases accountability and gives workers more freedom over when and how tasks get done. By prioritizing independence, flexibility, and value, this talent pool can be wooed back into the workforce.
Caregivers: Wanting More at Home
The individuals in this group are motivated by compensation and career advancement but also value flexible work arrangements. A survey by McKinsey & Company found that, of the 20 possible reasons for leaving their job in the past six months, caregivers cited caring for a family member as a top reason they left. Some are actively looking for work, but most others are passive job seekers hoping to find an opportunity that justifies re-entering the paid labor force.
The people in this sector seek a company that respects their schedules relative to the responsibilities outside their jobs. For example, an employee may need to take time off during the day to attend medical appointments or pick up/drop off children from school. To accommodate their employees, employers should consider implementing policies that fit the lifestyles of their workers. For example, allowing employees to work four days per week or have more flexible hours to be there for family members. Organizations can also leverage remote or hybrid options that allow employees to telecommute on specific days of the week. This will enable them better to manage family obligations within a flexible work environment, which will entice them back into the workforce.
Idealists: Students and Young Part-Timers
The Idealist persona tends to be younger, aged 18-24, and many are students or part-time workers. This group emphasizes flexibility, career development and advancement, meaningful work, DEI(B), and above all, a community of reliable and supportive people in their workplace. For this group, compensation is typically lower on the list of what will entice them to an organization. They are more interested in camaraderie and working with people they respect and trust. Companies must be flexible and responsive, but they must also show a commitment to developing strong organizational cultures that emphasize meaning and purpose.
People within this workforce group value a diverse and inclusive workplace that welcomes people of all races, religions, and personal identities. Over 3 out of 4 workers prefer diverse companies, and it makes great business sense to have a team with various strengths and backgrounds. Valuing the differences of others is what ultimately brings increased employee engagement and retention and can be the secret to a successful, thriving workplace and a flourishing work culture.
Beyond a workplace with a strong commitment to DEI(B), an appealing value proposition for these workers would include tuition subsidies, flexible schedules, and development programs offering specific advancement courses. As organizations work to attract and retain the best employees, it will take authenticity and intentionality to secure this growing young talent pool.
The Relaxers: Career is not Everything
The last talent pool is the 55+ demographic making up of retirees and those approaching retirement and currently is the largest segment of the workforce comprises both early and natural-age retirees who still have a number of productive working years left.
The Bureau of Labor Statistics (BLS) found in 2020, 10.6 million people 65 and older were in the workforce. Breaking down that number further, 26.6% in the age group 65 to 74 were working, while the percentage was 8.9% for those 75 and older. The BLS projects those numbers to grow by 2030 when the majority of Baby Boomers (individuals born between 1946 and 1964) will be at least 65 years old. At that time, it is estimated that there will be 16 million people 65 and older in the workforce, with 32% coming from the age group 65-74 and 11.7% from the age group 75 and older. However, many organizations have not traditionally recruited older workers as aggressively as they could – or should. With the limited availability of talent, companies should focus heavier on this group since it is currently consists of the largest segment of the latent workforce is comprised of people who still have many productive years left.
While the pandemic accelerated an influx of early retirements, increasing numbers of retirees have returned to the workforce. Employers who have lost valued employees to retirement should consider reaching out to their former employees to see if they can be persuaded to return. Companies willing to pursue this older workforce gain access to a broader pool of talent who bring years of valuable experience and can be enticed with many of the traditional benefits employers are accustomed to providing.
Organizations Must Focus on Suitable Employee Pools
Companies need to hire from the pools of available workers, not only the ones they wish for or have traditionally sourced from. They can lower or change job requirements—by not requiring a college degree or decreasing the required years of experience—to broaden the availability of talent.
Companies can effectively source and retain employees from any workforce group with the right strategies:
1. Focus on the traditional employee value proposition, which is all about the title, career paths, compensation, benefits, great leadership, and the overall prestige of the company. Then add on an additional employee value proposition that focuses on perks the company offers to attract a younger and more progressive workforce. These perks could include flexible schedules, unlimited PTO, and other bonuses that don’t necessarily have anything to do with the actual work being done but are valuable for attracting talent.
2. Build a non-traditional value proposition by highlighting your commitment to the individual including mental-health benefits, strong company culture, DEI(B), and different forms of career progression. When recruiting new employees, your approach should be creative and hyper-personalized, so your employees feel valued and appreciated from the time they apply through their tenure with the company.
3. Broaden your talent-sourcing approach by looking further than the traditional job boards since some non-traditional candidates aren’t actively looking for work but would be interested if the right position found them. For example, great hires may be on social media, following your company’s blog, or tweeting about the industry. Leveraging different recruitment channels will provide greater access to more new talent.
In the wake of the pandemic, many workers have begun to envision a different future for their careers. To retain talent and attract new candidates, companies must hone in their employee value proposition by doubling down on what that value provides while expanding their reach into non-traditional talent pools. This will require companies to continue building and nurturing relationships with current employees while reaching out to candidates who aren’t currently in the market for a new job.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
While you might have a close relationship with your coworkers, some conversations should be avoided at work. If you bring up “hot button” or “controversial” topics in the workplace, it might cause your coworkers to feel uncomfortable and form a negative opinion about you that could affect how you’re perceived at the company overall.
Workplaces, where these hot button topics are routinely discussed could create a negative company culture where some employees are discriminated against or will become uncomfortable with each other. Here are four topics to steer clear of at work.
Religion
While there’s nothing inherently wrong with discussing religion around the water cooler, the workplace is not an appropriate space for you to push your personal religious beliefs on your coworkers. As long as you’re respectful of everyone’s beliefs, there’s no harm in being open about your own. However, it’s also essential that you tread carefully when broaching the subject of religion at work. Understand that your colleagues may not want to engage in religious conversation, even if they hold beliefs similar to your own. For example, a colleague has announced that they are very sick. It is okay to ask them if they mind you praying for them. However, if they say that religious expression as it relates to them makes them feel uncomfortable, respect that. Avoid discussing topics that might make people uncomfortable or offend them (such as criticizing their faith or belittling their spiritual practices).
Politics
We all know discussing politics can make for heated dinner conversations, so it is not a topic you should bring up at the office. People hold strong opinions on both sides of the aisle and are passionate about their stances on issues like gun control, health care, environmental policies, etc. While you don’t have to be best friends with your coworkers, you need to be able to get along, and many arguing over politics is a very quick way to make working together difficult when you disagree. If an argument occurs in front of others at work, it can negatively impact company culture. If your political views have traditionally hurt marginalized people groups, and you’re vocal about those views, some employees within these minority groups may feel uncomfortable expressing their opinions. They might even fear they will not be accepted or even safe around coworkers who hold opposing political stances.
While you may have strong feelings about your party or candidate, don’t try to change coworkers’ views. Maintaining a friendly and professional attitude toward your coworkers, regardless of their political affiliation, is best.
Detailing Sensitive Personal Issues
When it comes to personal problems, the workplace can be a tricky place. Some people feel they are expected to act like everything is okay without ever opening up about issues they’re struggling with. Others might think that when they’re having a bad day at work, it’s normal for them to “dump” all their problems on whoever will listen. While it’s important to let your supervisor know of personal issues if they could affect your job performance, complaining to everyone around you is also not advised as it could lead to a negative perception of you. People may start to question if you’re able to separate your issues enough to perform your job adequately.
Whether you’re dealing with a death in the family, an at-home issue, or some other personal problem interfering with your work, it’s important to tell your supervisor about it. They can help you deal with the issue and figure out how to keep it from affecting your work. You don’t have to go into detail when telling your manager. The easiest way is to say something like, “I have a personal issue involving ______ that I need to take care of.” If you feel comfortable doing so, explain why you need time off. Whatever information you decide to share should be limited only to what is necessary for your boss to understand why you may need time off soon.
Changing Jobs
It’s normal for some to think of your current job as a stepping-stone to bigger and better things, but, keep these sentiments to yourself. Talking about your ambitions if they lay beyond your current company could land you in a lot of trouble, especially if you’re talking about them in front of your manager. For example, you may feel like your company is holding you back from a promotion and that you want to start looking at different jobs. In this case, you may be right about wanting to look for other opportunities, but it’s best to keep those thoughts to yourself at work.
The best alternative for this topic is to have a conversation with your supervisor about how you see your career growing. This way, there are no surprises if you change jobs, allowing you to create a plan for achieving your goals. For example, if you’re interested in working for a different department within your company, your boss may have some insight into what career paths will help get you there, or they may be able to give you opportunities to get the experience that would make you more competitive at that level.
It can be difficult to avoid discussing “off-limits” topics in the workplace. If you want to remain on good terms with your co-workers, steer clear of religion, politics, and personal issues. These “hot button” topics can cause an adverse reaction between co-workers, damage company morale, and create an environment that does not foster diversity, equity, and inclusion.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Did you know the best candidates are available for an average of 10 days before they get hired by an organization? In fact, 42% of employers are worried that they won’t be able to find the talent they need. This has only been amplified by the Great Resignation, so it is essential to minimize your time to hire so you can lock down great talent quickly. Here are four strategies your organization should implement to minimize your hiring time.
Find Talent with Social Media
92% of recruiters use social media to find top talent. Social media platforms are one of the best sources of quality hires. Employees hired via LinkedIn are 40% less likely to leave the company within the first six months.
Leverage an Employee Referral Program
A second way to attract top talent is through an employee referral program. Tapping into your employees’ current networks can help you boost your talent pool by 10X.
Improve Your Candidate Experience
Candidates value a good experience. You can engage them and minimize your time to hire by providing a memorable candidate experience.
Use platforms like Candidate Rewards to:
– Provide a job offer experience.
– Gather real-time insights to understand what candidates value.
– Increase offer acceptance rates.
– Decrease time-to-hire and close more candidates.
Leverage the Power of AI
Did you know that 38% of companies already use AI to improve talent searches?
Uses for AI include:
– Streamline your hiring process.
– Identify top resumes faster.
– Reduce human bias.
– Actively engage candidates through chatbots.
Leverage these smart hiring tactics to reach the right candidates at the right place and time. That’s what smart hiring is all about!
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.