Convention in Las Vegas could have bearing on what happens in Idaho Falls

The scene at RECon in 2012

I get asked all the time what's coming to town (Costco, Hobby Lobby, Dunkin' Donuts?) and I wish I had a crystal ball that would tell me that myself. Alas, I do not, but if you're looking to speculate on big retail names I would point you to the International Association of Shopping Centers, which had its annual RECon in Las Vegas this week.This is the global convention for the shopping center industry, attracting 32,000 attendees and 1,000 exhibitors. I know there were people from our area there, and I'm certain that whatever you may see happening at developments like Sand Creek Commons (Sunnyside and Hitt, where Cabela's has already committed), is likely to have its origins in conversations that took place at RECon.

Looking at the ISCS's news releases on RECon, this is the link I found most interesting: Retailers at RECon Are Hungry For Space to Grow. One name in this release jumped out, Sprouts Farmers Markets, based in Phoenix-based, with 172 stores and a long-term plan to expand that number to 1,200. Here is a report from Monday night with a lot of interesting information about demographics that could have a bearing on what happens here: Retail Trends 2014.

A few key points from this story:

• Total employment in the U.S. today stands just short of where it was in 2007 before the recession. Excluding government jobs, private sector jobs now exceed where they were at the beginning of this recession.
• Consumption is 70 percent of our economy. Today, retail sales in the Unites States are 14 percent higher than they were at the peak in 2007.
• The 20-to-34-year-old demographic group will account for $2.5 trillion of sales by 2015, an incredibly important driver of where we are and where we are headed.

The 20-to-34-year-old demographic group, which by 2015 will account for $2.5 trillion of sales, is an incredibly important driver of where we are and where we are headed. - See more at: http://www.rebusinessonline.com/main.cfm?id=35754#sthash.9zSP6uE5.dpuf

The 20-to-34-year-old demographic group, which by 2015 will account for $2.5 trillion of sales, is an incredibly important driver of where we are and where we are headed. - See more at: http://www.rebusinessonline.com/main.cfm?id=35754#sthash.9zSP6uE5.dpuf

The 20-to-34-year-old demographic group, which by 2015 will account for $2.5 trillion of sales, is an incredibly important driver of where we are and where we are headed. - See more at: http://www.rebusinessonline.com/main.cfm?id=35754#sthash.9zSP6uE5.dpuf

Total employment in the U.S. today stands just short of where it was at the prior peak in 2007 before the recession,” emphasizes Nadji. “If you were excluding government jobs, private sector jobs now exceed where we were at the beginning of this recession.” - See more at: http://www.rebusinessonline.com/main.cfm?id=35754#sthash.9zSP6uE5.dpuf

Total employment in the U.S. today stands just short of where it was at the prior peak in 2007 before the recession,” emphasizes Nadji. “If you were excluding government jobs, private sector jobs now exceed where we were at the beginning of this recession.” - See more at: http://www.rebusinessonline.com/main.cfm?id=35754#sthash.9zSP6uE5.dpuf

New management team begins at Blacker's Tuesday

Collin Cook

Tuesday will mark the beginning of a new era for Blacker’s Complete Home Furnishings in Idaho Falls and Blackfoot, as it will be the first day of business for the new executive management team of Connie Wood and Collin Cook.

Longtime Blacker’s employees, Wood and Cook have taken the reins from founder and owner Stan Cook, who has gone to Uruguay to serve a mission for the Church of Jesus Christ of Latter-day Saints. His departure was marked by a retirement celebration and sale that lasted nearly three months.

With more than 20 years' experience each, the two have learned the business from the ground up in every facet, from sales and delivery to buying and merchandising.

“Our goal throughout the retirement sale, and over the next couple of months, besides honoring Stan’s decision to retire, has been to eliminate old inventory and free up warehouse space,” Collin Cook said.

Connie Wood

“This will enable us to continue offering the name brands we’re known for, and to also focus on bringing new looks and innovative new products to the floor.”

Serving eastern Idaho and western Wyoming, Blacker's started more than 37 years ago in Blackfoot when Stan Cook purchased Walker Appliances. He expanded the lineup to include furniture, mattresses and home accessories.

AmeriTitle promotes Hajek to assistant vice president, area manager

Richard Hajek Jr.

AmeriTitle has promoted Richard Hajek Jr. to assistant vice president and area manager of its east Idaho operations. Hajek will maintain his position as general manager of AmeriTitle’s Idaho Falls, Rigby, and Rexburg branches and will now oversee operations in the Pocatello and Ketchum-Sun Valley branches.

Hajek has 12 years of industry experience, beginning his title and escrow career with AmeriTitle in Salem, Ore., in 2002. In 2007, he moved to Idaho Falls to assume the general manager position. He serves on the board of the East-Central Idaho Development Co. and previously served on the Idaho Falls Country Club Board of Directors. He is a member of many local organizations, including the Exchange Club of East Idaho, the East Idaho Home Builders Association, the Upper Valley Association of Realtors, the Greater Idaho Falls Association of Realtors, and local chambers of commerce.

Hajek grew up in Medford, Ore., and lived in the Salem/Portland area for 5 years before moving to Idaho Falls. When not working, his hobbies include playing percussion, golfing, biking, traveling, and most outdoor activities. On a personal note, Rich was the drummer in my band Happyville from mid-2011 to late 2013, and  I can say I have never met a nicer person who had to look at my backside as long as he did.

Ditch the Flowers – Employee Recognition Deserves More Time and Thought

Once upon at time, before I quit my job and started my own business, I was just an average employee like the 90 percent of the world. I went to work, put in a hard day’s effort, came home to spend time with family and started the routine all over again the next day.

My last career transition took me from a Fortune 500 company to a small office of three. When it comes to employee recognition, ’ll never forget one day in particular at my last job. As I was pounding away at my computer, feverishly updating an employee handbook for a client, a flower delivery came to the office. The arrangement was simple yet elegant, with flowers that screamed springtime but not high price.

I worked with two men, so instantly I knew the flowers were likely not for them. My name was carefully printed on the card. A little surprised and perplexed, I took the flowers back to my desk. I wondered if my husband had called in a delivery to surprise me, but that didn’t seem to add up. So I opened the envelope and read the card. The card read “Happy Administrative Professionals Day! We appreciate all you do!” It was signed by both of my bosses.

While that seems like a very kind gesture, it sent a mixed message to me. At the time I received these flowers I was not a receptionist, administrative assistant or general office support person. In fact, I was managing and directing the entire human resources division of this company, overseeing HR management for over 50 clients and a few hundred employees.

As an employee I recognized the gesture was meant to make me feel appreciated, but in fact it almost did the opposite. It made me feel that my bosses viewed me as basic administrative support.

I can tell you that never happened again in our office. My bosses found other ways to recognize me and encourage me -- probably by trial and error, but at least based on some knowledge of what motivated me personally and professionally.

This is why it is so important to carefully craft how you do your employee recognition within a company. What you may feel are thoughtful efforts could actually be perceived by your employees as something completely different. The occasional company-paid lunch, company party or office potluck are great ways to break the monotony of the work day, but they should never be the only efforts you do to recognize your employees. Trust me when I say there are thousands of ways to recognize your employees and show them you appreciate, all of them cost efficient and effective.

How do you do to show your employees you care and how do you do it? For starters, put yourself in their shoes for a minute. Think about what would mean most to you as an employee if you were being recognized by your company. What could the company do to recognize you as an employee to make you feel valued? Maybe offer an extra paid time off day? Lunch time massages? Many massage clinics will offer free chair massages at your business just to help increase their business.

Think above and beyond bonus checks and potlucks and try to envision what would mean most to them. Remember as children, after working hard on a project or chore, getting recognition from your parents or teachers and how much it meant to you? Positive recognition and reinforcement is just as effective for adults as it is for children.

I am not suggesting that you have a smiley face sticker board for employees or a treasure chest. Everyone wants to feel like their work has a higher purpose.

From support jobs all the way up the ladder to management, finding ways to recognize and appreciate the employees for the work they do jobs makes a difference.

Taking extra time up just to change up the day-to-day can also make a difference when it comes to employee recognition. Encourage feedback for a specific idea or change from employees, and then
make a point of not only implementing the change but communicate to all employees the reason for the change and that it came from an employee's suggestion.

Making the workplace “fun” is also a way to recognize employees. Locally, one of our major employers in southeast Idaho held one of its annual conferences in Orlando, Fla., and rented out Disney World for the entire company. I know the rest of the world may not be able to manage such a fun effort, but think outside the box on this one. Maybe an afternoon of team-building through the summer, with outdoor activities like golf, zip lining or scavenger hunts around the office (if you have a large enough one) or town.

While there is no magical answer to how you should recognize your employees, your efforts should
reflect your company culture and employee base. Taking time to carefully craft your employee recognition efforts can have greater rewards than just boosted employee morale. You can have a dedicated, engaged and loyal workforce that makes a difference with your company for many years to come.

DocuTech expands product management team

      Judy Lysaght                 Anthony Williamson

DocuTech Corp. of Idaho Falls has added Anthony Williamson to its product management team and expanded the duties of Judy Lysaght.

As a consumer lending product manager, Williamson is responsible for product development to ensure DocuTech’s consumer lending products remain competitive and profitable. Lysaght has expanded her role within DocuTech and now serves as a mortgage lending product manager. She will promote its flagship software, ConformX, and be responsible for the direction of DocuTech’s mortgage lending products and services.

With more than 25 years in the banking industry, Williamson previously served as product manager of deposit and treasury management products for Infosys Ltd. and as product manager of business banking deposits for Wells Fargo. He graduated from the University of Wisconsin with a Bachelor of Science in economics and holds an MBA from Portland State University.

Prior to her new assignment, Lysaght served as senior implementation project manager for DocuTech. She has also held management and consulting positions with Fairfax, Va.-based Headstrong Business Services and holds a Project Management Professional license from the Project Management Institute. She graduated from the University of West Florida in Pensacola, Fla. with a Bachelor of Science in marketing and holds an MBA from the University of North Florida in Jacksonville, Fla.