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Organizations Shift to Welcome Millennials and an Evolving Work Force

May 23, 2019 / Evolve IP

In a recent article, the Associated Press highlights Evolve IP and Guy Fardone, who recognizes millennials’ need for continuous growth, opportunity advancement, and most importantly, a comfortable and balanced work life.

Small business cultures need to evolve along with work force

By JOYCE M. ROSENBERG

In this Tuesday, May 14, 2019, photo, business owner Meloney Perry, left, of Perry Law, talks with a member of her staff, attorney Karla Roush, at Perry’s law firm in Dallas. Small business owners are making their company culture a bigger priority as they respond to the dramatically different expectations of a younger work force and a low unemployment rate that makes it harder to find staffers.

NEW YORK (AP) — Meloney Perry once worked at a traditional big law firm with a formal, corporate atmosphere, and knew she wanted a different culture at her own firm.

“I learned the ‘old school’ way, but it’s changed,” says Perry, founder of Perry Law in Dallas. “Nowadays, with the employees coming in younger, you do have to have more of a family feel.”

That means allowing more casual attire when clients aren’t around, and giving staffers laptops so they don’t have to work long hours at their desks.

“They want to be home. They want to be watching the playoffs while they work,” Perry says.

Small businesses’ cultures are becoming a bigger priority as more owners respond to the dramatically different expectations of a younger work force and a low unemployment rate and shrinking labor pool that make it harder to find staffers. In a survey released last fall by Bank of America, a quarter of the 1,067 owners surveyed said they were shifting to more flexible cultures in hopes of attracting the workers they want. Companies are creating environments that recognize staffers’ need for growth in their careers, more balance between their work ad personal lives and open communication. And to have a role in the company’s direction — employees don’t want to just do their work and keep quiet.

“They want to feel appreciated and be included in the firm decisions,” Perry says.

They also need an atmosphere that’s less rigid than old-style corporate environments. Owners have come to recognize that reading personal email, texting friends and doing online searches for personal matters are a part of life, and not just for younger people. Baby boomer staffers are just as likely to be checking their phones periodically during the day as their younger colleagues are.

Guy Fardone recognizes that younger employees, those known as millennials, are in some regards more openly ambitious than baby boomers or Generation Xers, people who are now in their 40s and 50s. They want to know what their next move is.

“Many millennials thrive on continuous growth opportunities, which could take many forms: learning a new technology, getting a technical certification or getting the nod to lead a project or opportunities to advance, says Fardone, CEO of Evolve IP, an information technology company based in Wayne, Pennsylvania.

Owners who want a good culture will need to be aware of their interactions with staffers — what they do can have a greater impact than what they say.

“Your values really emerge from how you behave,” says Tony Fross, who advises clients on workplace practices for the consulting firm Prophet.

For example, micromanagers need to understand they’ll get more out of their staffers by giving them autonomy, Fross says.

“People live down to your expectations rather than up to them” when they’re over-controlled, Fross says. “You need to give people incentives and make it easy from a decision-making perspective to do the things you want them to do.”

Culture isn’t something many entrepreneurs think of when launching their companies, but many realize as they begin hiring that it needs to be a priority.

“You think so much about the bottom line and being able to expand and hire that you don’t always consider other factors,” says David Wurst, who says he had no idea about how to develop a company culture when he launched WebCitz, a website development company based in Appleton, Wisconsin. But as he began hiring staffers, prospective employees asked him about the company culture, and also said they hated the suffocating atmosphere at the jobs they were leaving.

Wurst educated himself by reading about what constitutes a good company culture. He learned “the managers of a business have to understand employees deserve respect and encouragement in order to thrive in their positions, which will help the company as a whole.”

So Wurst aims at giving employees opportunities to make a meaningful contribution to the company’s growth. He also tries to create a warm and congenial workplace; he takes staffers out for lunch to celebrate successful project launches and is flexible about staffers’ personal time.

Melinda Byerley learned from a former employer that a good company culture recognizes staffers as humans with anger and other emotions not always welcome in the workplace.

“We ask everyone to own those emotions and use them productively — whether that’s taking a short break or the afternoon off, to admit that something triggers or upsets them, or however they process and deal with those emotions,” says Byerley, owner of TimeShare CMO, a digital marketing company based in San Francisco.

Byerley, who has a staff of about 20, also has created what she calls the Rage Cage, a messaging channel where everyone can vent.

“I’m modeling productive behavior as well as making a psychologically safe space for others to acknowledge the very real emotions that come with all humans,” she says.

A company’s culture shouldn’t be set in stone; at some firms, it needs a complete overhaul. When Dave Stout was hired 13 years ago as chief financial officer of Banker Wire, the owners presided over what Stout calls a centralized, controlling environment. He almost quit after the first day. But as Stout gradually took on more responsibility at the Mukwonago, Wisconsin-based manufacturer of wire mesh products, and eventually a 40% stake in the business, he remade the culture.

Stout, who became president 10 years ago, began by increasing staffers’ pay and implementing a flexible work schedule. He encouraged their autonomy. He recognized that younger staffers had a different but no less valid way of doing things. He built up their trust.

Today, Stout says, “I think 98% of Banker Wire’s culture comes from my colleagues and only 2% comes from me.”

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HITRUST

Evolve IP is proud to have achieved the honor of being HITRUST CSF certified! Certification to the HITRUST Common Security Framework (CSF) affirms that all of Evolve IP’s cloud computing and cloud communications services adhere to the strictest security standards for electronic protected health information (PHI). The HITRUST security standard was developed by and for the healthcare industry as a means of going above and beyond the compliance requirements of HIPAA.

The HITRUST Common Security Framework (CSF) was developed to address the multitude of security, privacy and regulatory challenges facing healthcare organizations. The HITRUST CSF was developed by healthcare and IT professionals to provide an efficient and prescriptive framework for managing the security requirements inherent in HIPAA. HITRUST CSF rationalizes healthcare-relevant regulations and standards into a single overarching security framework. An important part of the “What is HITRUST” answer is understanding that the CSF is risk-based and compliance-based so that organizations can tailor the security control baselines and vendor management programs that they follow based on their specific organization type, size, systems, and regulatory requirements.

HIPPA

The Privacy regulations of the U.S. Health Insurance Portability and Accountability Act (HIPAA) require health care providers, organizations, and their business associates, develop and follow procedures that ensure the confidentiality and security of protected health information (PHI) when it is transferred, received, handled, or shared. This applies to all forms of PHI — paper, oral, and electronic, etc. Those who fail to adhere to HIPAA can suffer from huge fines climbing into the millions of dollars for major violations.

The Compliance Cloud™ fully enables covered entities and their business associates subject to HIPAA regulations to leverage a secure environment to process, maintain, and store protected health Information (PHI) featuring among other controls.

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Evolve IP has received an SSAE 16 SOC 2 Type II report on our internal controls relating to how we assess and address the potential risks associated with the security, availability, and confidentiality of not only the cloud-based services that we provide, but also our physical and logical infrastructure. Evolve IP utilizes the Certified Public Accounting firm of Grant Thornton to perform its annual audit and attestation in accordance with the Statements on Standards for Attestation Engagements No. 16 and the associated Trust Services Principles, as published by the AICPA, to evaluate the effectiveness of Evolve IP’s service organizations controls.

Forbes

While Forbes regularly features coverage and recognition about Evolve IP, they've most recently recognized Evolve IP as being the "Best Cloud Computing Companies And CEOs To Work For In 2017".  They've ranked Evolve IP in the Top 3 just behind Google and Microsoft in the Cloud Infrastructure classification.  (Feb 2017). Forbes  also recently recognizes Evolve IP for bringing Singer Equipment Corporation, a mainstream business based in PA, into the cloud by means of unified communication. (Sept  2017). Last year, Forbes recognized Evolve IP's survey of 1,080 executives citing that the number one reason to go to the cloud is the same reason that it is avoided. (Mar 2016).

Unified Communications Product of the Year

TMC and Internet Telephony Magazine have named Evolve IP’s unified communications platform as a 2017 Unified Communications Product of the Year Award winner. This marks the 6th time Evolve IP has been honored with this prestigious award and follows a series of product innovations that have allowed the company to rapidly expand its international coverage.

Evolve IP’s business collaboration tools and IP phone system dramatically improve employee productivity in the office and on the road with a Unified Communications as a Service (UCaaS) platform that fully integrates voice, video, instant messaging & presence (IM&P), desktop sharing, audio/web conferencing and more. The company also provides a sophisticated Web-based management portal, OSSmosis®, that allows administrators to easily configure system functions and quickly modify users without the need to reach out to a third party for changes.

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Inc. magazine has recognized Evolve IP in the 34th annual Inc. 500|5000, an exclusive listing of the nation's fastest-growing private companies. The list will be unveiled in the September issue of Inc.

The story of this year's Inc. 5000 is the story of great leadership. In an incredibly competitive business landscape, it takes something extraordinary to take your company to the top," says Inc. President and Editor-In-Chief Eric Schurenberg. "You have to remember that the average company on the Inc. 5000 grew nearly six-fold since 2012. Business owners don't achieve that kind of success by accident.

Payment Card Industry Data Security Standard (PCI DSS)

Evolve IP has achieved Payment Card Industry (PCI) Data Security Standard (DSS) compliance covering all 12 sections of the PCI DSS. The PCI data security standard is a comprehensive set of standards that require merchants and service providers that store, process, or transmit customer payment card data to adhere to strict information security controls and processes. It was created by the founding brands of the PCI Security Standards Council, which includes American Express, Discover Financial, JCB International, MasterCard Worldwide, and Visa Inc.

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Evolve IP is also a registered and participating member of the CSA Security, Trust & Assurance Registry (STAR). The CSA was formed to encourage transparency of security practices within cloud providers. It is a free, publicly accessible registry that documents the security controls provided by various cloud computing offerings, thereby helping users assess the security of cloud providers they currently use or are considering contracting with. CSA STAR is open to all cloud providers, and allows them to submit assessment reports that document compliance to CSA published best practices. The searchable registry will allow potential cloud customers to review the security practices of providers, accelerating their due diligence and leading to higher quality procurement experiences. CSA STAR represents a major leap forward in industry transparency, encouraging providers to make security capabilities a market differentiator.

Deloitte’s Technology Fast 500TM

Evolve IP has been ranked for the second consecutive year on Deloitte’s Technology Fast 500™, a ranking of the 500 fastest growing technology, media, telecommunications, life sciences and energy tech companies in North America – both public and private. Technology Fast 500 award winners are selected based on percentage fiscal year revenue growth from 2012 to 2015. The list is a veritable Who’s Who of technology that has included tech companies like Google, VMware and Facebook.

Technology Fast 500 provides a ranking of the fastest growing technology, life sciences, and energy the companies – both public and private – in North America. Technology Fast 500 award winners are selected based on percentage fiscal year revenue growth during the period from 2012 – 2016.

Red Herring

Red Herring has named Evolve IP as one of the Top 100 Companies in North America.  Red Herring’s Top 100 recognizes the leading and most promising private companies from around the world. Among the over 20 criteria used to analyze companies for the award, Evolve IP was noted for its financial performance, technological innovation, customer footprint, the DNA of its founders and addressable market.

Red Herring selects the award winners for North America from approximately 1,200 privately financed companies each year in the US and Canada. Since 1996, Red Herring has kept tabs on these organizations and its editors were among the first to recognize that companies such as Facebook, Twitter, Google, Yahoo, Skype, Salesforce.com, YouTube, Palo Alto Networks and eBay would change the way we live and work.

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Evolve IP has been recognized as one of the “Best Entrepreneurial Companies in America” in Entrepreneur magazine’s Entrepreneur360™ Performance Index, a study involving a comprehensive analysis of private companies in America. Based on this study forged by Entrepreneur, Evolve IP is recognized as a company that exemplifies growth, not just in top and bottom line, but in sustainability and the ability to achieve lasting success.

According to Entrepreneur, after evaluating approximately 10,000 U.S. based firms, the team of editors and researchers behind the E360 Performance Index collected more than 250 pieces of data from the finalists, focusing on growth drivers and challenges, goal setting, resource allocations, and reward systems. The analysis uncovered a class of leading companies, including Evolve IP, whose continued success is largely based on superior value creation for their customers, building an adaptive learning culture, and aggressive geographic expansion—placing them amongst the most dynamic firms in America today.

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