Ignoring Workplace Strain Is Expensive—Most Businesses Just Don’t Track It That Way
Ergonomics isn’t usually at the top of a business owner’s priority list.
Until it is.
Most companies only address workplace strain after something happens—a workers’ comp claim, repeated complaints, or declining productivity.
That’s reactive. And it’s expensive.

The Real Cost Isn’t Just Injury—It’s Lost Productivity
Musculoskeletal issues don’t usually show up all at once.
They build over time:

• Repetitive tasks
• Poor workstation setup
• Long hours in the same position
• Physically demanding roles without proper support

The result isn’t just injury claims. It’s:

• Slower work output
• More time off
• Lower consistency from employees
• Increased turnover

Most of these costs don’t show up clearly on a financial statement—but they’re there.

Prevention Is a Business Decision—Not Just a Safety One
Many businesses invest heavily in efficiency—automation, systems, technology.
But they overlook the physical side of how work gets done.
That’s a gap.
What to do:

• Identify roles with repetitive or physically demanding tasks
• Observe how work is actually performed—not how it’s supposed to be done
• Look for small adjustments that reduce strain (equipment, layout, workflow)

You don’t need a full overhaul to start seeing improvements.

Small Adjustments Create Measurable Returns
Not every solution is complex.
In many cases, improvements are straightforward:

• Better workstation setup
• Adjusted lighting or positioning
• Improved seating or support
• Minor workflow changes

In other cases, it may involve:

• Redesigning processes
• Introducing assistive equipment
• Automating repetitive tasks

The key is prioritization—focus on the highest-risk areas first.

This Shouldn’t Be a One-Time Fix
A common mistake is treating this like a project instead of a system.
Work environments change. Roles evolve. Teams grow.
What to do:

• Build ongoing review into operations
• Gather employee feedback regularly
• Adjust as needed instead of waiting for problems

Consistency matters more than perfection.

The Bigger Takeaway
Ergonomic risk isn’t just a safety issue—it’s a business performance issue.
When employees are more comfortable:

• Productivity improves
• Errors decrease
• Retention increases
• Costs stabilize

At GLM, we look at this through a broader lens:

• Where is the business losing efficiency?
• What hidden costs aren’t being measured?
• How can small changes improve long-term results?

Because better operations don’t always come from doing more—they often come from removing friction.

If something in your business feels slower, harder, or more strained than it should be, it’s worth looking at how the work is actually getting done. That’s usually where the opportunity is.

As summer starts winding down, many business owners are looking at their calendars and realizing that if they don't take time off now, it may be a while before another opportunity comes along.
But here's the interesting part: taking time off isn't usually the problem.

Actually relaxing is.

You finally step away from the business. The out-of-office is on. The laptop is closed. Yet your mind is still running through client issues, team challenges, cash flow concerns, and everything waiting for you when you get back.

There's actually a term for this: Freizeitstress, a German word that means "the stress of free time."
For many business owners, work provides structure, purpose, and a constant stream of problems to solve. When that suddenly disappears, it's easy to feel restless. We tell ourselves we're just checking one email or looking at one report, and before we know it, we're right back at work.

I've seen this happen with a lot of business owners. Vacation becomes another project. Every day is planned. Every activity is scheduled. Even relaxation turns into something we try to optimize.

The problem is that being away from work doesn't automatically mean you're recovering from work.
So, if you're lucky enough to get some time away before the busy season kicks back in, I'd encourage you to ask yourself three simple questions:

Who am I outside of my business?
When your identity is tied to being the owner, leader, or problem-solver, it's worth asking who you are when nobody needs anything from you. Make time for something you enjoy that has absolutely nothing to do with productivity.

What deserves more of my attention?
Distance creates perspective. Often, time away helps us see which relationships, priorities, and goals have been pushed aside because something more urgent always showed up.

What needs to change when I return?
Don't create a 20-point life improvement plan. Pick one thing. Delegate something. Protect time for strategic thinking. Stop checking email after a certain hour. Small changes tend to stick.
The biggest takeaway? Leave some space unfilled.

Not every minute needs to be productive. Not every vacation needs an itinerary. Sometimes the best thing you can do is slow down long enough to think.

The best leaders aren't the ones who stay busy all the time. They're the ones who step back often enough to gain perspective.

So if you're looking at the calendar and thinking this may be your last chance to take some time off, take it.

Your business will benefit from a rested owner. More importantly, so will the people who matter most to you.

I recently came across an article in the Daily Herald by leadership expert Rob Cross about the German concept of Freizeitstress, or the stress of free time. It got me thinking about how many business owners struggle to truly disconnect, and it inspired this week's thoughts.

Conflict in the workplace is often seen as something to avoid—but what if we told you it can actually be a good thing when managed well?

Whether it’s a disagreement over priorities, miscommunication between teams, or differing approaches to client service, conflict is an inevitable part of any growing organization. What matters most is how you address it.

We’ve seen firsthand how unresolved conflict can impact productivity, morale, and bottom-line results. We’ve also seen how a structured, strategic approach to conflict can lead to better ideas, stronger teams, and more efficient operations.

Here’s how to turn workplace conflict into a pathway for growth:

1. Identify the Root Cause
Many conflicts are symptoms—not the real problem. Before jumping into resolution, take time to understand what’s actually driving the disagreement:

• Is it a workload imbalance?
• Is communication style or clarity the issue?
• Does the team lack clear expectations or processes?

Understanding the why makes the solution clearer.

2. Create a Safe Space for Dialogue
People need to feel heard to move forward. Encourage open discussions where each side can express their perspective without fear of judgment. As leaders, this means:

• Listening actively
• Asking clarifying questions
• Keeping the focus on solutions, not blame

3. Use Process to Prevent Misalignment
Often, conflict arises when roles, tasks, or processes are unclear — especially in fast-growing businesses. Tools like:

• SOPs (Standard Operating Procedures)
• Weekly check-ins
• Task management technology
  can reduce friction and keep everyone aligned.

Many businesses implement structures that prevent internal issues from becoming costly distractions.

4. Embrace Diverse Perspectives
Tension may simply reflect differing experiences or viewpoints. Instead of stifling it, harness it.
A respectful debate can lead to breakthrough ideas, deeper trust, and more innovative outcomes. Teams that feel safe to disagree are often the ones most committed to success.

5. Know When to Escalate
Not every conflict can be solved at the team level. Leaders should know when to step in — and when to bring in outside support.
Sometimes, an external advisor (yes, that’s where we come in!) can help teams move forward with clarity and minimal disruption.

Final Thoughts
Conflict isn’t the problem—stagnation is. Your goal isn’t to eliminate disagreement but to channel it productively. With clear communication, intentional leadership, and proactive systems, workplace challenges can become opportunities for stronger, smarter business.

Company culture is more than a buzzword—it's the backbone of a successful organization. It defines how a company operates, makes decisions, and treats its employees and customers. A strong, positive culture can significantly influence business growth, recruitment, and employee engagement.
Why Company Culture Matters

1. Attracting Top Talent: Job seekers today prioritize company culture when considering opportunities. A supportive, inclusive, and mission-driven workplace can set your business apart in a competitive job market, helping you attract high-caliber candidates who align with your values.
2. Enhancing Employee Engagement: Engaged employees are more productive, innovative, and committed to their roles. A culture that fosters collaboration, recognizes achievements, and supports professional development creates an environment where employees thrive.
3. Driving Business Growth: A positive culture directly impacts the bottom line. Happy employees lead to higher retention rates, better customer service, and improved team performance—all of which contribute to sustainable growth.
4. Building Brand Reputation: Culture isn't just internal—it's a reflection of your brand. A strong culture resonates with customers and partners, fostering trust and loyalty.

Cultivating a Strong Company Culture

• Define Your Core Values: Identify the principles that drive your organization and communicate them clearly.
• Lead by Example: Leadership must embody the culture they wish to promote.
• Foster Open Communication: Encourage transparency and regular feedback.
• Invest in Employees: Provide opportunities for growth, recognition, and work-life balance.

By prioritizing company culture, businesses create a solid foundation for growth, attract top talent, and foster long-lasting employee engagement. It's an investment that pays dividends in every aspect of organizational success.

Hiring the right employees can make or break a business. Your team’s talent, work ethic, and culture fit are crucial factors that contribute to overall success. But finding the perfect candidate can be challenging. When reviewing resumes and conducting interviews, it’s essential to know what to look for to ensure you bring in someone who will thrive within your organization. Here’s a guide to help streamline your hiring process.
​
What to Look for in a Resume

1. Relevant Experience and Skills
   • Look for experience that directly aligns with the position you’re hiring for. Check for specific roles, projects, or industries that match your needs.
   • Focus on skills that are not only listed but also applied—watch for resumes where candidates show examples of how they’ve used their skills to achieve results.
2. Accomplishments, Not Just Responsibilities
   • Great candidates go beyond listing job responsibilities; they showcase achievements. Look for quantifiable accomplishments such as "Increased sales by 20% in 6 months" or "Led a project that saved the company $50,000."
   • This demonstrates that the candidate not only performed tasks but made an impact.
3. Career Progression
   • Look for steady growth or promotions, indicating they’ve gained new skills and taken on more responsibilities. Frequent job-hopping can be a red flag, but sometimes it’s worth asking why (for example, if they were contracting or in a fast-changing industry).
4. Education and Certifications
   • While education is important, it should align with the job requirements. Degrees, certifications, or ongoing education can show commitment to continuous learning, especially in fields that demand up-to-date skills.
5. Customization and Attention to Detail
   • Does the resume feel tailored to the role? A well-crafted resume shows that the candidate has researched your company and taken time to highlight their relevant experience for the position. Typos, formatting errors, or generic language can signal a lack of attention to detail.

What to Look for in an Interview

1. Cultural Fit
   • Beyond skills and experience, a candidate’s personality and values must align with your company culture. Ask questions about their work style, how they handle feedback, or how they collaborate with teams. This can reveal if they’ll blend well with your current team and work environment.
2. Problem-Solving and Critical Thinking
   • Ask situational or behavioral questions to see how a candidate approaches challenges. Questions like, “Tell me about a time you faced a difficult problem at work—how did you resolve it?” offer insights into their problem-solving abilities.
   • Look for candidates who can provide specific examples and think on their feet.
3. Communication Skills
   • How well a candidate communicates during the interview is a direct reflection of how they’ll interact in your workplace. Pay attention to how clearly they explain their experiences and ideas.
   • Consider how they handle both direct questions and more open-ended ones—this can show their adaptability and confidence in various situations.
4. Passion and Initiative
   • Look for signs that the candidate is genuinely excited about the role and industry. Ask why they’re interested in this specific job and company. Candidates who have researched your company and can articulate how they’ll contribute tend to be more engaged and motivated.
   • People who take initiative are invaluable, so ask about times when they went above and beyond or took the lead on a project.
5. Growth Mindset
   • Ask about the candidate’s learning journey. Do they seek out opportunities for professional development? Are they open to feedback? Employees with a growth mindset are more likely to adapt to challenges and evolve with the company.
6. Consistency and Honesty
   • Cross-check details between their resume and interview responses. Discrepancies can be a red flag, but also give them the benefit of the doubt and ask clarifying questions if needed. Look for transparency and honesty, as this builds trust.

Red Flags to Watch For

1. Lack of Specificity
   • If a candidate struggles to provide specific examples when discussing their experiences or achievements, this could signal a lack of depth in their resume claims.
2. Negative Attitude Toward Previous Employers
   • Candidates who speak poorly of former employers or colleagues might struggle with teamwork or professionalism. Watch for how they describe past challenges—are they solutions-oriented, or do they focus on blaming others?
3. Overconfidence or Under confidence
   • Confidence is key, but overconfidence can indicate arrogance or a lack of self-awareness. On the flip side, under confidence might show hesitation or lack of experience. Look for candidates who balance confidence with humility.

Conclusion
Hiring good employees requires a balance of assessing both technical skills and soft skills. By carefully reviewing resumes for relevant experience, accomplishments, and attention to detail, you can shortlist promising candidates. During the interview, focus on cultural fit, problem-solving abilities, and communication skills to ensure you select someone who will thrive in your organization. Ultimately, bringing the right people on board will lead to a stronger, more successful team.

​Open enrollment is an important period during which individuals can make changes to their health insurance, benefits, and other workplace-related selections. Here are some key considerations people should keep in mind when going through the open enrollment process:

1. Plan Options: Understand the different health insurance and benefit plans available to you. Consider factors like deductibles, premiums, coverage networks, and plan types (e.g., HMO, PPO, or HDHP).

2. Current Coverage: Review your current coverage to identify what worked well and what didn't in the past year. This can help you make more informed decisions for the upcoming year.

3. Life Changes: Take into account any significant life changes that may affect your coverage needs, such as getting married, having a child, or experiencing a change in your health.

4. Budget: Assess your budget and determine how much you can afford in terms of premiums and out-of-pocket costs. Ensure you choose a plan that aligns with your financial situation.

5. Network Providers: Verify that your preferred healthcare providers, doctors, and specialists are in-network for the plan you're considering. Going out of network can be expensive.

6. Prescription Coverage: If you take regular medications, check whether they are covered under the plan and at what cost. Look into formularies to see if there are generic alternatives.

7. Wellness Programs: Some employers offer wellness programs that can help you save money or improve your health. Look into these and see if they're a good fit for you.

8. Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs)**: If available, consider contributing to these accounts for tax benefits. FSAs are used for eligible medical expenses, while HSAs are for those with high-deductible health plans and can be used for medical expenses or saved for the future.

9. Coverage for Dependents: If you have dependents, make sure to enroll them in the appropriate coverage. Assess their healthcare and dental needs.

10. Dental and Vision Coverage: Evaluate whether dental and vision plans are part of your benefits and decide if you need these types of coverage.

11. Disability and Life Insurance: Review any disability and life insurance options provided by your employer. These can be essential for protecting your income and family.

12. Retirement Contributions: If your employer offers a retirement savings plan like a 401(k), consider adjusting your contributions based on your long-term financial goals.

13. Legal Documents: Review and update your beneficiaries on all insurance policies, including life insurance and retirement accounts.

14. Preventive Care: Understand which preventive services are covered at no cost and make sure to take advantage of them for your health.

15. Deadline: Be aware of the open enrollment deadline. Missing it may mean you can't make changes to your benefits until the next open enrollment period, unless you have a qualifying life event.

16. Ask Questions: If you have any doubts or questions, don't hesitate to reach out to your HR department or insurance providers for clarification.

17. Compare Plans: Take the time to compare different plans, either on paper or using online tools provided by your employer, to make an informed decision.

18. Seek Professional Advice: If you have complex insurance needs or are uncertain about your choices, consider consulting with an insurance broker or financial advisor.

19. Record Keeping: Keep records of your selections and any communication related to your open enrollment choices. This can be helpful in case of disputes or issues down the line.

Open enrollment is a critical opportunity to ensure that your healthcare and benefits align with your needs and preferences, so it's essential to make informed decisions.

A Bright Future Beckons with Harper College Apprenticeship Program

The manufacturing industry is in the midst of a transformation, leveraging cutting-edge technology and sustainable practices to redefine its image and appeal to a new generation of professionals. One crucial aspect of this transformation is the emergence of apprenticeship programs, which provide a hands-on learning experience for young talent. In this blog, we will explore how Harper College's Apprenticeship Program is contributing to the renaissance of manufacturing by aligning education and industry needs, making the sector even more enticing for young, aspiring professionals.

1. Modernizing Perceptions of Manufacturing:

   One of the misconceptions about the manufacturing industry is that it lacks innovation and growth. Harper College's Apprenticeship Program is helping debunk this myth by bridging the gap between academia and industry. Through this program, aspiring individuals can gain exposure to modern manufacturing practices, cutting-edge technologies, and a culture of continuous improvement.

2. Showcasing Technological Advancements:

   Harper College's program ensures that apprentices receive training on the latest technologies shaping the manufacturing landscape. From automation and robotics to data analytics, apprentices gain hands-on experience with these tools, preparing them for a tech-forward manufacturing career.

3. Emphasizing Career Growth and Development:

   The Harper College Apprenticeship Program offers a structured pathway for career growth within the manufacturing sector. Through a combination of classroom instruction and on-the-job training, participants can acquire the skills and knowledge required to advance in their careers, potentially leading to managerial or specialized roles within manufacturing companies.

4. Promoting Sustainability and Social Responsibility:

   Sustainability is a key aspect of modern manufacturing, and Harper College incorporates this into its apprenticeship program. Apprentices learn about sustainable manufacturing practices, enabling them to contribute to environmentally responsible and ethically conscious manufacturing processes in the industry.

5. Encouraging Collaboration and Innovation:

   The apprenticeship program encourages collaboration among participants and industry professionals. Apprentices have the opportunity to work alongside seasoned experts, learning from their experiences and contributing fresh perspectives. This collaborative environment fosters innovation and creative problem-solving, essential skills for the modern manufacturing landscape.

Conclusion:

Harper College's Apprenticeship Program plays a pivotal role in attracting young talent to the manufacturing industry by dispelling outdated perceptions and showcasing the dynamic, tech-driven, and sustainable nature of modern manufacturing. By integrating the latest technologies, emphasizing career growth, promoting sustainability, and encouraging collaboration and innovation, the program prepares a new generation of professionals who are vital to driving the industry's success. If you're a young individual aspiring to make a meaningful impact in the manufacturing world, Harper College's Apprenticeship Program is the perfect stepping stone towards a bright future in this evolving industry.

For further information about the Apprenticeship Programs, please contact:
  https://www.harpercollege.edu/apprenticeship/index.php

Besa Sadiku, [email protected]  847-925-6452
Address: 1200 West Algonquin Rd, Palatine, IL 60067-7398
Email: [email protected]
Phone: 847-925-6630
You may also Request Information or RSVP to attend one of our Information Sessions

​https://www.dailyherald.com/business/20231001/new-and-creative-ways-to-attract-great-talent-to-manufacturing www.dailyherald.com/business/20231001/new-and-creative-ways-to-attract-great-talent-to-manufacturing

This Blog is a little more personal then the normal Business/ Tax Strategy we normally Blog about...

Introduction:
As September comes to a close, it's crucial to shed light on a topic of immense importance: Ovarian Cancer. Ovarian Cancer Awareness Month aims to educate and empower individuals about the signs and symptoms of this silent but potentially deadly disease. Early detection is key to improving survival rates and quality of life for those affected. In this blog, we'll delve into the warning signs of ovarian cancer, equipping you with knowledge that could potentially save lives.

1. Persistent Abdominal or Pelvic Pain:
   One of the early warning signs of ovarian cancer is persistent discomfort or pain in the lower abdomen or pelvis. This pain may be ongoing and not related to menstruation, digestive issues, or physical activity.

2. Bloating or Feeling of Fullness:
   Women with ovarian cancer often experience persistent bloating or a sensation of fullness even after eating small amounts. This can be accompanied by a visible increase in abdominal size.

3. Difficulty Eating or Feeling Satiated Quickly:
   Another sign to be aware of is a change in eating habits. Women may find it challenging to consume their usual amounts of food, feeling full quickly, or having difficulty finishing a meal.

4. Frequent Urination:
   If you notice an increase in the frequency of urination, particularly if it's accompanied by other symptoms, it's essential to consult a healthcare professional. Ovarian cancer can exert pressure on the bladder, causing these changes.

5. Changes in Bowel Habits:
   Persistent changes in bowel movements, such as constipation, diarrhea, or changes in stool consistency, could indicate a potential issue in the pelvic region, including the ovaries.

6. Unexplained Weight Loss or Gain:
   Sudden and unexplained weight loss or gain without changes in diet or exercise should be investigated. This could be a symptom of ovarian cancer or other underlying health issues.

7. Fatigue:
   Chronic fatigue that doesn't improve with rest can be an early warning sign of ovarian cancer. Listen to your body and seek medical advice if you experience persistent exhaustion.

8. Back Pain:
   Constant lower back pain, unrelated to injuries or muscle strain, can sometimes be linked to ovarian cancer, especially if accompanied by other signs on this list.

9. Changes in Menstrual Cycle:
   Any significant changes in menstrual patterns, such as irregular periods, heavier or lighter bleeding than usual, or post-menopausal bleeding, should not be ignored.

10. Pain During Intercourse:
    Ovarian cancer can cause discomfort or pain during sexual intercourse. If this is a new or persistent issue, consult a healthcare provider.

Conclusion:
Ovarian cancer often remains undetected until it reaches an advanced stage, underscoring the critical importance of recognizing warning signs early on. By familiarizing yourself with these signs and symptoms, you can take proactive steps towards early detection, potentially saving lives and spreading awareness beyond Ovarian Cancer Awareness Month. Stay informed, stay vigilant, and prioritize your health.