by Fronetics | Feb 12, 2016 | Blog, Strategy, Supply Chain
In 2013, Iceland’s oldest shipping company, Eimskip, moved the company’s North American port of call from Norfolk, Virginia, to Portland, Maine.
“Eimskip’s move to Portland was driven by the state’s commitment to investing in intermodal infrastructure and the cultural similarities between Maine and Iceland,” states Larus Isfeld, managing director at Eimskip USA Inc. and Eimskip Logistics Inc.
Culture is not rhetoric for Eimskip. This key player in worldwide reefer logistics has placed a high value on culture since it was founded in 1914. “When identifying where we operate,” says Isfeld, “we look to smaller communities where there are cultural similarities and where we can make connections and be involved.”
Eimskip makes great effort to integrate itself into all aspects of the communities in which it operates, and strives to foster connections across its operational reach. One of the ways the company has traditionally done this is through art.
For many years, Eimskip operated mixed passenger and cargo vessels and would allow artists to pay their way with their work. Over the years, Eimskip amassed a large collection of art.
When asked about this initiative, Isfeld describes the value the company places on artists and their work: “Artists make life more interesting. They also relay certain messages in a much better way than an ad.”
Interestingly, the move to Maine has reignited Eimskip’s investment in artists.
In September 2015, Maine artist Justin Levesque traveled from Portland to Reykjavik aboard Eimskip’s MV Selfoss. His multimedia project ICELANDX207 documented the nine-day journey and captured both stories and profiles of crew members.
Currently aboard the Selfoss are Jonathan Laurence and his business partner, Anneli Skaar. Laurence, a multi-artist and Maine native, is the creative director for the Center for Maine Contemporary Art (CMCA) in Rockland, Maine. Skaar is a Norwegian-American artist, graphic designer, and writer. Laurence and Skaar are also co-founders of TIMBER + ICE, which serves as a creative liaison for organizations that wish to create cultural content to enhance their involvement in the emerging, and quickly evolving, relationship between Maine and the North Atlantic countries.
In keeping with tradition, both Laurence and Skaar will create a piece of art during their passage and donate it to the Eimskip collection. Going forward, TIMBER + ICE will continue to work with Eimskip as cultural liaisons. (You can follow their passage on the Selfoss via TIMBER + ICE’s Instagram and Facebook page.)
Further, TIMBER + ICE plans to create an art installation in Portland to coincide with the U.S. State Department’s Arctic Assembly being held October 4-6, 2016. About 250 delegates are expected to attend the meeting, including scientists, business leaders, and senior government officials from eight Arctic nations. U.S. Secretary of State John Kerry and the heads of state of Arctic nations may also attend.
The installation will utilize shipping containers as exhibition space, and will connect Icelandic and Maine artists in order to highlight, spotlight, and educate — through creative means — the opportunities and challenges related to Arctic issues.
In just three years, Eimskip’s relocation to Portland has fostered a meaningful connection between the two communities — and enriched both with its investment in local artists and their art. It’s exactly what Iceland’s oldest shipping company is all about.
“We believe that businesses can connect; people need to connect,” says Isfeld. “This building of trust and understanding of values is what enables successful relationships.”
by Fronetics | Apr 15, 2015 | Blog, Leadership, Strategy, Talent
You might be surprised to find currently untapped financial gains just by putting employee happiness at the top of your priority list.
The way we work has fundamentally changed. There’s no doubt it is still evolving, but what we know about the way we work is that it can no longer be summed up by the decades-old “going to work” experience. Company-owned buildings, offices, and cubicles are no longer required to accommodate employees and the growing trend of companies offering flexible scheduling and remote work options for employees has substantial implications. There’s good news in that these new employment structures are impacting employee satisfaction and productivity in ways that employees and employers alike can celebrate.
Of the most significant factors affecting employee satisfaction is the employee-manager relationship. Communication is essential for relationships to flourish – especially employee-manager relationships. A recent Gallup poll found that employee engagement was highest among those with daily communication with their managers. By leveraging digital communication tools, employees who work remotely are able to have just as much, if not more, interaction with supervisors. Consistent, regular access to management creates a culture of connectedness and accountability – a culture where employee satisfaction is high. Not only does this allow for nimble adaptations in project approach or client strategy, but the immediate feedback loop positively affects employee engagement and motivation. The emergence of this unique employee-manager structure has allowed for managers to effectively monitor work and provide meaningful feedback, but to avoid micromanagement.
The most effective managers have been shown to be the ones who have respect for their employees as individuals. These managers actively work to help their employees find an ideal work-life balance. Recognizing and responding accordingly to situations where employees are disengaged, either physically or emotionally, from their work responsibilities is at the heart of building a relationship of trust and conviction.
Even though remote work arrangements seem to run counterintuitive to expanding the capacity of workplace productivity, giving employees the flexibility to fit work around their life actually improves worker productivity. The effects of building a company culture where employee satisfaction is valued translates into increased efficiency. That is, a happy and well-managed staff is likely to stay engaged, motivated, and committed to company objectives.
The flexibility that working remotely provides makes it easier for workers to strike their ideal work-life balance. A significant finding emerged from a 2000 study in which researchers found that on average workers reached peak productivity in their 30s and 40s. Most often concurrently, these same workers are tasked in their home lives with parenting responsibilities and the care of aging parents. Giving employees options to maintain flexible work schedules allows employees to give equal attention to both home and work life, enabling maximum productivity. What’s more, by eliminating commute time and spending less time in meetings, people who work from home actually spend more time working. Some find managing work responsibilities from a quieter environment, as opposed to a noisy office, more conducive to productivity.
Presented with all the benefits flexible scheduling and remote work options have to offer, some companies might find it tempting to quickly implement a flexible work program in order to start realizing benefits. But consider that this new work structuring also brings with it a new set of issues for managers to navigate. Supervising employees who aren’t location-specific and monitoring performance without personally interfacing require companies to put thoughtful initial focus on building a solid communication structure and setting manageable expectations for employees. Clear articulation of these expectations and structures is required for success.
While this type of work structuring might not be a good match for every employee or every workplace, the opportunity exists for employers to positively affect worker happiness while simultaneously increasing productivity. If your company is interested in exploring the benefits of offering flexible scheduling and remote workplaces, consider a trial period or experimental program. You might be surprised to find currently untapped financial gains just by putting employee happiness at the top of your priority list.
by Fronetics | Apr 15, 2015 | Blog, Leadership, Strategy, Talent
You might be surprised to find currently untapped financial gains just by putting employee happiness at the top of your priority list.
The way we work has fundamentally changed. There’s no doubt it is still evolving, but what we know about the way we work is that it can no longer be summed up by the decades-old “going to work” experience. Company-owned buildings, offices, and cubicles are no longer required to accommodate employees and the growing trend of companies offering flexible scheduling and remote work options for employees has substantial implications. There’s good news in that these new employment structures are impacting employee satisfaction and productivity in ways that employees and employers alike can celebrate.
Of the most significant factors affecting employee satisfaction is the employee-manager relationship. Communication is essential for relationships to flourish – especially employee-manager relationships. A recent Gallup poll found that employee engagement was highest among those with daily communication with their managers. By leveraging digital communication tools, employees who work remotely are able to have just as much, if not more, interaction with supervisors. Consistent, regular access to management creates a culture of connectedness and accountability – a culture where employee satisfaction is high. Not only does this allow for nimble adaptations in project approach or client strategy, but the immediate feedback loop positively affects employee engagement and motivation. The emergence of this unique employee-manager structure has allowed for managers to effectively monitor work and provide meaningful feedback, but to avoid micromanagement.
The most effective managers have been shown to be the ones who have respect for their employees as individuals. These managers actively work to help their employees find an ideal work-life balance. Recognizing and responding accordingly to situations where employees are disengaged, either physically or emotionally, from their work responsibilities is at the heart of building a relationship of trust and conviction.
Even though remote work arrangements seem to run counterintuitive to expanding the capacity of workplace productivity, giving employees the flexibility to fit work around their life actually improves worker productivity. The effects of building a company culture where employee satisfaction is valued translates into increased efficiency. That is, a happy and well-managed staff is likely to stay engaged, motivated, and committed to company objectives.
The flexibility that working remotely provides makes it easier for workers to strike their ideal work-life balance. A significant finding emerged from a 2000 study in which researchers found that on average workers reached peak productivity in their 30s and 40s. Most often concurrently, these same workers are tasked in their home lives with parenting responsibilities and the care of aging parents. Giving employees options to maintain flexible work schedules allows employees to give equal attention to both home and work life, enabling maximum productivity. What’s more, by eliminating commute time and spending less time in meetings, people who work from home actually spend more time working. Some find managing work responsibilities from a quieter environment, as opposed to a noisy office, more conducive to productivity.
Presented with all the benefits flexible scheduling and remote work options have to offer, some companies might find it tempting to quickly implement a flexible work program in order to start realizing benefits. But consider that this new work structuring also brings with it a new set of issues for managers to navigate. Supervising employees who aren’t location-specific and monitoring performance without personally interfacing require companies to put thoughtful initial focus on building a solid communication structure and setting manageable expectations for employees. Clear articulation of these expectations and structures is required for success.
While this type of work structuring might not be a good match for every employee or every workplace, the opportunity exists for employers to positively affect worker happiness while simultaneously increasing productivity. If your company is interested in exploring the benefits of offering flexible scheduling and remote workplaces, consider a trial period or experimental program. You might be surprised to find currently untapped financial gains just by putting employee happiness at the top of your priority list.
by Fronetics | Mar 24, 2014 | Blog, Marketing, Social Media
3PL provider Coyote Logistics is one of the fastest growing companies in North America. The company’s incredible growth (five-year growth: 3,585 percent) and tenacious spirit has not gone unnoticed. Forbes included Coyote in its list of Most Promising American Companies; Supply & Demand Chain Executive listed Jeff Silver, Coyote CEO, as one of their “Pros to Know;” and the company was listed as one of the best places to work by the Chicago Tribune.
There are undoubtedly many factors that have contributed to the success of the company. Coyote’s approach to social media is likely one of the company’s keys to success.
Coyote is a customer-centric company that is creative and pushes boundaries in its effort to “offer the best 3PL experience ever.” Go to Coyote’s webpage and you’ll see that it oozes the company’s culture and mission. Likewise, the company’s LinkedIn, Twitter, Facebook, and YouTube channel exemplify the company’s commitment to their culture, customers, and mission.
Coyote has leveraged social media. The company uses social media to engage with customers, to provide information about the company and the industry, and to find great talent. Coyote’s approach has personalized the company – making it stand out from competitors. The level of engagement has also helped to create relationships – relationships that are essential to growth, especially in the B2B environment.
According to Ron Faris, co-founder and CEO of a new Virgin start-up company, “Social conversation is the only way small brands can get an edge on the big boys.” Why? Faris points to the three ingredients of brand affinity: rational, cultural, and emotional. According to Faris, the rational space is where the big boys play, and the he cultural and emotional space is where there is opportunity for the small brands. More specifically, when a company focuses on the cultural and emotional it is able to capture a customer’s interest not because of what is on sale, but by being bold and engaging.
Faris writes: “Goliath will always have the luxury of being omni-present in the consumer’s field of vision. But Goliath is not nimble. And to truly win a crowd, you need to pivot to tell the right stories they want to hear at the right time.”
If you’d like to learn more about social media and what it can do for your business, get in touch. Fronetics Strategic Advisors works with companies in the logistics and supply chain industries to acquire new customers and grow their businesses by penetrating new markets and deepening their presence and impact in existing markets.
A version of this article also appeared on DC Velocity.
by Fronetics | Mar 24, 2014 | Blog, Marketing, Social Media
3PL provider Coyote Logistics is one of the fastest growing companies in North America. The company’s incredible growth (five-year growth: 3,585 percent) and tenacious spirit has not gone unnoticed. Forbes included Coyote in its list of Most Promising American Companies; Supply & Demand Chain Executive listed Jeff Silver, Coyote CEO, as one of their “Pros to Know;” and the company was listed as one of the best places to work by the Chicago Tribune.
There are undoubtedly many factors that have contributed to the success of the company. Coyote’s approach to social media is likely one of the company’s keys to success.
Coyote is a customer-centric company that is creative and pushes boundaries in its effort to “offer the best 3PL experience ever.” Go to Coyote’s webpage and you’ll see that it oozes the company’s culture and mission. Likewise, the company’s LinkedIn, Twitter, Facebook, and YouTube channel exemplify the company’s commitment to their culture, customers, and mission.
Coyote has leveraged social media. The company uses social media to engage with customers, to provide information about the company and the industry, and to find great talent. Coyote’s approach has personalized the company – making it stand out from competitors. The level of engagement has also helped to create relationships – relationships that are essential to growth, especially in the B2B environment.
According to Ron Faris, co-founder and CEO of a new Virgin start-up company, “Social conversation is the only way small brands can get an edge on the big boys.” Why? Faris points to the three ingredients of brand affinity: rational, cultural, and emotional. According to Faris, the rational space is where the big boys play, and the he cultural and emotional space is where there is opportunity for the small brands. More specifically, when a company focuses on the cultural and emotional it is able to capture a customer’s interest not because of what is on sale, but by being bold and engaging.
Faris writes: “Goliath will always have the luxury of being omni-present in the consumer’s field of vision. But Goliath is not nimble. And to truly win a crowd, you need to pivot to tell the right stories they want to hear at the right time.”
If you’d like to learn more about social media and what it can do for your business, get in touch. Fronetics Strategic Advisors works with companies in the logistics and supply chain industries to acquire new customers and grow their businesses by penetrating new markets and deepening their presence and impact in existing markets.
A version of this article also appeared on DC Velocity.
