Tag: tips for the work place | Artisan Creative

Episode 1: Transforming Your Hiring Mindset

Monday, September 25th, 2023|

In his book” The Speed of Trust” Stephen R. Covey says “Trust is the one thing that changes everything.”

In Hiring, building trusted relationships starts before the recruitment and interviewing phases begin.

It starts with the preparation you do before you set out to hire that builds trust sets the stage for WHY a candidate chooses your company instead of a competitor’s.

In any hiring climate, You want to be a candidate’s First choice and highlight WHY joining your company is a good career move for them.

Not only are YOU interviewing a potential candidate, THEY are also interviewing YOUR firm, and in that vain they are reviewing YOU, and checking out your company’s reputation.

It is no longer a one-way responsibility on the candidate’s shoulders to promote their skills, YOU have to do the same.

What prospective candidates learn about your firm via your digital presence helps establish your employer brand and builds trust between your company and their decision to apply. Clarifying your purpose, identifying your values, and highlighting your culture, and being a subject matter expert in your industry builds trust with applicants.

Building trust includes the communication you have with them from the time they apply, throughout the interview phase to the final step of an offer.

Trust is also built (or broken) in how you lead, how you give feedback, how you interview, and how you,= as a leader, show up.

I am going to ask you more questions to get you thinking about “why”…..

You don’t need to have the answers now….this is to transform the hiring mindset. There is a worksheet in the resources section to work on this when you are ready.

Trust is a critical component here and ties right into why you are hiring now:

Why is this role open?

Is it because of growth?
Or is it because of attrition?

If it’s because of growth:
Are you hiring because your workload is too much and your team is already tapped?

Or is your team missing key skillsets to address the new work?
Is it to offload some of the things that you are doing yourself that you just don’t want to be doing anymore?
Is there an influx of projects, however, you don’t have enough staff to be able to handle them, or are deadlines being missed or opportunities being lost?

However, if it’s for attrition:

Did an employee leave?
Or did you let somebody go?

These are very different questions to ponder and the answers may shed light on a deeper issue to address with the next hire:

If somebody left:

Why did they leave?
Was there a cultural nuance that you need to be aware of?
A team dynamic or leadership issue to be aware of?
Was it because of salary/benefits?
Did they leave for a better opportunity? What does that mean? And how can you message and build trust that they can grow and flourish right here and that your workplace is that better opportunity?

Or did you let somebody go?

Why was that?
What was missing in how they did their job?
What was missing in their technical or communication skills?

Contemplating these questions will help you determine what your team needs now, who will be the right candidate, and how your employer brand is perceived… then start building trust with your messaging as you embark on the hiring journey.

Let’s do a Pulse Check

What does your employer brand convey?
Can an applicant get a sense of your culture from your digital presence?
How is trust established via your online communication?

What the previous episodes in this series:

Introduction

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Hybrid Onboarding Best Practices

Friday, July 21st, 2023|

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Reposting this onboarding graphic from a while back as it is even more relevant today as we navigate the remote and hybrid workforce.

As managers, we have to create a sense of culture, belonging, and teamwork amongst teams who may not be physically together in one place. Onboarding, whether remote or in-person, is essential to the development of empowered, dedicated, and productive teams.

A successful onboarding process allows for greater employee retention and engagement. Here are some things to try and connect your remote and onsite teams with each other for a successful hybrid experience.

Utilize the technology that is already widely available:

Collaboration technology such as monday.com or Trello allows for teams to connect and collaborate successfully. Zoom and Teams allow us to stay connected and to see each other. Since 55% of communication is non-verbal, being able to see one another on video conferences allows for better connection.

Keep the communication going:

Communication is key to onboarding success, especially when managing employees remotely. Create trust and encourage your new hire to give feedback, voice concerns, and ask questions. It is important to set clear expectations, give constructive feedback and keep the lines of communication open.

Over-communication is essential when working with a dispersed team. Planning daily huddles and video meetings, using Slack, or other messaging tools keeps the lines of communication open.

Document your SOPs Build a library of your standard operating procedures so that new hires (and the rest of the team for that matter) can easily access this info. This will save you and other managers from responding to the same questions over and over, as well as set the standards needed for the team to adhere to. Tools such as Loom and Trainual build a knowledge bank of best practices and training.

Remote does not have to mean impersonal: Working from home can feel lonely or disconnected, you make new hires feel as welcome as if they were walking into your office on their first day. Sending a welcome gift from Snackmagic or the Goodgrocer, reach out on their first day with a welcome message, schedule a Zoom team lunch with the whole team to provide a genuine introduction, and create a positive employee experience.

Keep up the team spirit: Working solo from our homes does not mean we have to be in a silo. Create a cohesive work remote environment to enhance your company culture by having group social Zoom gatherings. Gatherings such as online cooking events, painting classes, or planning for a virtual scavenger hunt helps builds teams connect, build trust, and grow engagement.

Onboarding is much more than an orientation, it helps assimilate new hires into their work environment and culture. It is important to create an ongoing onboarding process that promotes greater efficiency and employee retention.

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Returning to the Office…or Not?

Friday, October 15th, 2021|

It’s the question of the moment, shall we go back to the office or stay remote? We hear this question from clients and candidates alike. Each has a great point of view for either scenario.

The reality is that today, more and more candidates are opting to stay remote. However, as the new year approaches, we will see a return to the office. However, this office may be a different office environment than the one you left 18 months ago.

Here are three tips to keep in mind:

Access to Open Spaces

Take strides in re-configuring the office environment to allocate enough space and distance between co-workers. Where possible, take advantage of open-air environments and create outside seating with access to power outlets. Converted parking lots, rooftops, and balconies will provide additional space and create a more open collaborative environment.

If being outside is not possible, invest in air purifiers and filters, and lots of plants to create an open-air feel for those who have returned to the office.

Embrace Technology

With the possibility of a hybrid workforce, companies are revamping their technology and collaboration tools to provide seamless communication between those back in the office and their colleagues who remain remote.

Examples include better microphones and cameras in conference rooms, and larger screens will enable team members to better see and hear one another and reduce physical separation.

Additionally, touchless/paperless technology will continue to reduce contamination. Collaboration tools such as Google Jamboard, Mentimeter, or Miro will further foster cross-collaboration between colleagues in the office and those who are at home.

Stay Adaptable

The pandemic is not yet over, even though great strides have been made. There is no predictability as to what may or may not happen in the coming months, and staying adaptable and agile is essential and have contingent backup plans.

We hope you’ve enjoyed our 595th a.blog.

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How to Hold Productive Virtual Meetings

Thursday, September 30th, 2021|

Virtual meetings continue to be the primary method of communicating with co-workers as some team members return to the office while others continue to work remotely.

In order to have the best experience for all involved and stay connected during virtual meetings, we are sharing some best practices.

In this article, we will be discussing the following ways in which you can hold productive virtual meetings:

Befriend Technology
Mindset: Be Present Mentally and Physically
Send an agenda
Start & End strong

Befriend Technology/ Turn off Notifications

Fewer distractions and more interaction lead to more productive virtual meetings, especially if some team members are together and others are on video. For members who are remote, ask participants to conduct the meetings in a designated and quiet space (if possible) use a mic, and utilize noise-canceling headphones or apps.

Apps such as Krisp, help with noise cancellation and provide clear sound in virtual meetings. Krisp is powered by AI and works to removes background noise (i.e. dog’s barking, neighbor’s lawn moving) so that speech is much clearer. It can remove unwanted noise and echoes on both ends of the virtual meeting and is compatible with most virtual meeting programs, such as Zoom and Google.

For those gathered together in a conference room, either be seated in a way so the attendees on the video conference can see and hear you properly, or log in to the meeting with your own device. You’ll have to mute yourself while not speaking so there is no interference, however, this allows the video participants to see your facial expressions and hear you properly.

Mindset: Be Present Mentally and Physically

Virtual meetings offer a false assumption that we can multi-task. Checking out an email, or responding to another Slack message may seem harmless to do, however, that small distraction can have an adverse effect on team connection and engagement as well as the possibility to miss out on vital information. The best practices focus on being present, both mentally as well as physically.

When getting ready for a virtual meeting, it’s best to turn off all notifications, reminders, and email and Slack notices. Be present, turn your video on, look at the camera when speaking, and watch the speaker on speaker view. Turning off your self-view on Zoom also helps with eye fatigue.

Virtual meetings will be more productive when we can see each other and when all attendees have their video on allows for connection and interaction.

Additionally, seeing others on camera leads to more fruitful communication and allows for both verbal and non-verbal cues, such as facial expressions! So, when we can see who we are speaking to, we can better understand what they want to communicate.

There are instances when having a camera on is not possible. If someone has a personal issue with having their camera on during a portion of the meeting, it’s best to communicate this in advance and bring it to the attention of the meeting leader. Especially since work-from-home presents challenges on occasion.

Send an Agenda

Some of the world’s most productive systems, and the people that run those systems, have a simple solution to ensuring efficiency: creating a checklist.

Now, I know what you may be thinking, “A checklist? That’s it?” But, seriously, creating a list of action items that must be completed within a certain period, ensures that those things are done, or at the very least, started.

So, if you want to increase productivity in virtual meetings, create a checklist of items that need to be covered and send that agenda to everyone attending the meeting. For starters, having an agenda will ensure that all of the important talking points are covered and in an order that makes the most sense for everyone attending the meeting.

Second, sending an agenda before the meeting helps attendees prepare any necessary information. Not only will everyone be ready to speak on topics that pertain to their work, but a more fruitful discussion can take place.

Each attendee can listen and contribute because they will be more prepared to do so giving everyone a greater chance of solving problems and ideating.

Start & End Strong

It’s important to have a strong start to the meeting to engage and connect people with one another. Icebreakers can create team connection and engagement daily. When it comes to virtual meetings, people feel disconnected from the team because of the physical distance and icebreakers can help bridge the gap to start your virtual meetings.

For example, have everyone say a high point and a low point of their week. These answers can be work-related or personal, depending on your company and team culture.

Having each person speak ensures that each member of the team is heard, and it increases engagement. In turn, attendees will be more willing to speak during virtual meetings because they are more engaged and “warmed-up” to participate.

As you wrap up your meeting, it’s equally important to end on a strong note. Ask each person for their takeaway value from the meeting, asking for next step commitments is another way to end on a high note.

Conclusion

Virtual meetings have become central to remote work and it’s important to maximize our time together online.

From getting into the right mindset and creating an agenda for your meeting, to increasing engagement with technology or icebreakers, there are many ways to make your virtual meetings more productive!

We hope you’ve enjoyed our 594th a.blog.

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4 Tips for Resignation Best Practices

Tuesday, August 17th, 2021|

Handing in your resignation may feel like a daunting task, regardless of the reason you’ve decided to leave your current position. Whether you are taking on new endeavors, your current position is no longer the right fit, or you are embarking on a sabbatical, it is important to leave respectfully and professionally, allowing your team to transition smoothly.

No matter your reason for resigning, let’s review 4 tips of resignation best practices.

Speak to Your Manager
Write a Two-Week Notice
Answer Exit Interview Questions
Maintain Professionalism

Speak to Your Manager

First and foremost, be sure to speak to your manager or supervisor in person vs. resigning via email or text. In this day and age of WFH, in-person may mean a Zoom or Teams meeting, so be sure to schedule a video meeting to discuss before handing in your written notice of resignation letter.

Since you have built a relationship with your manager, you owe them more than a quick email if you decide to resign from your job and share gratitude for the opportunity they have given you.

Additionally, be sure to tell your supervisor before you tell other members at the company or on your team. You do not want your boss finding out from someone else that you are quitting.

It is good professional conduct to speak to your manager to ensure that you leave on good terms and share feedback necessary for uninterrupted workflow.

Write a Two-Week Notice

As you may already know, giving your company a two-week notice before leaving your position is common courtesy and standard best practice.

By giving a two-week notice, you allow your manager to find a suitable replacement. Don’t leave your team hanging, and provide a well-thought-out notice of your resignation, with recommendations on who on the team can take over some of your tasks. This will give everyone some time to take over your deliverables without falling behind.

So, you might be asking, “What is the proper way to write a two-week notice?”

The following outlines the elements to include when writing a professional two-week notice.

First, begin by stating that you are resigning from your position. This statement should include the name of your position and the company you work for.

For example, “I would like to inform you that I am resigning from my position as XYZ Associate at Company X.”

Next, please state the date of your last day of work, whether it is two weeks from when you are writing the letter or list a specific date.

Although you do not have to explain why you are leaving your position, you should provide a statement of gratitude. This could be a sentence or two explaining what you learned in the position, how working at the company has provided you with an opportunity to grow, or gratitude for the personal connections you have made.

End your letter by offering any help while your company transitions. This may include recommending other employees for your position or offering to train whoever takes on the position next.

You should format your resignation letter in business letter format, with your name and contact information at the top, and maintain a positive tone overall.

Answer Exit Interview Questions

Your exit interview allows the company to understand why you are leaving your position and, if needed, improve other employees’ experiences in the future. Be honest and offer constructive feedback that the company can implement and grow.

Respond to exit interview questions respectfully and objectively. Think about how your answers can improve the culture or processes rather than focusing on personal experiences that may not be relevant.

Maintain Professionalism

Maintaining professionalism throughout your resignation process is key. It allows you to preserve the professional and personal relationships you cultivated and upholds your reputation, especially if you choose to remain in the same industry or seek references in the future.

Keep your high work ethic until your very last day of work. In other words, work as hard as you always have and do not use your resignation as an excuse to ease off. Your team is counting on you.

Conclusion

It is up to you to take charge of your career, growth, and success. This sometimes means resigning from your current position to pursue other opportunities.

Resigning from a position that no longer serves you should not be scary. It should be empowering. Follow the tips we presented in this article to ensure that you resign in a stress-free and professional manner!

If you are looking for new opportunities, check out our open jobs page. Wishing you the best in your next career move.

We hope you’ve enjoyed our 591st a.blog.

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Shoshin: The Olympics of Business

Thursday, July 29th, 2021|

We’ve been engrossed in the Olympics this past week as we watched athletes who had put their lives on hold to continue training for an additional year, finally take center-stage in Tokyo to compete in their chosen sport.

Each athlete speaks about their perseverance, determination, and unwavering focus on becoming better and stronger in their field. Even those who are at the top of their ranking in their nation, or have won previous Olympic medals, continue with the same determination and focus to better themselves each time they enter their respective arenas. For many, it means 6+ hours of training each day—every day, even though they are already masters in their sport.

They understand that a one-second improvement can be the difference between standing on the podium, or not. These athletes have accepted the Shoshin mindset, a Zen Buddhist philosophy of a beginner’s mindset that fosters openness and acceptance for continued learning and growth.

This made us think about business and the importance of ongoing training for our teams. How often are companies and employees incorporating the Shoshin mindset?

Many firms start new hires with an intensive orientation and training, and then only provide feedback or additional training when something isn’t going right. Even worse, if the candidate hasn’t performed well by a specified timeframe, it’s assumed they are not a right fit for the role. A lack of proper training by the company is rarely taken into consideration.

What if, as hiring managers, we created a continuous training program, an investment in growth and learning to encourage all employees to adopt the Shoshin mindset in their daily routine? And, as candidates what if we created an opportunity to go back and review the basics, shore up our foundational knowledge, add new skills and embrace new technologies? Even if we’ve been doing our craft for years, how much more successful would we be if we improved our skills and became just a little bit better, faster, stronger?

At Artisan Creative, we’ve embraced continued learning and have implemented the following into our workflows over the years:

Training on Processes

Hold on-going bi-weekly one-hour trainings to continue learning together
Create short Loom Videos for all tasks, so new hires have a quick visual reference
Use Trello to house docs and references
Utilize Slack for quick questions if someone is stuck

Self-development

CliftonStrengths assessment to learn more about our peers
Toastmasters to become a better presenter and speaker
As needed Coursera or Udemy classes

In a market where it’s a challenge to find candidates, continuous investment in our teams can make the difference between success and failure.

In the beginner’s mind, there are many possibilities, but in the expert’s there are few. ~ Shunryo Suzuki, Zen master

How do you implement ongoing training and the Shoshin Mindset in your business?

We hope you’ve enjoyed our 589th a.blog.

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The Intentionality of WFH

Friday, July 16th, 2021|

Industry reports are showing that staggering numbers of employees are re-visiting their priorities to decide whether to stay in their jobs or to leave for other opportunities.

According to the labor department, in April alone, 4 Million people left their jobs.

With labor shortages in every industry from hospitality to technology and the fact that not everyone has left for another job…..we wondered why is there such a huge demand vs. supply of skilled professional talent?

Some candidates are leveraging this demand and focusing on freelance vs full time careers. Others have moved out of their city, changed their focus, and are spending more time outdoors or with family while contemplating what to do next. Others are taking inventory of their skillsets and taking online courses in a variety of disciplines to expand their current skills.

One thing that is clear, is that a large population does not want to go back to the office in a full time capacity. And, for some, they don’t want to go to the office in person at all. For employers and employees, it’s important to define what the future of work looks like and understand why it’s important to know how and where we want to work.

The pandemic has taught many the value of time, and how we can best spend this precious commodity. At Artisan Creative, we’ve long held the view of an integrated life with work vs. trying to find balance in work and life. Finding work/life balance implies being out of balance and putting work first, then life.

We prefer to put the emphasis on life first and then integrate work within it—life/work integration.

We have been a remote team for 11 years now and we respect the moments when a team member takes a few hours off to accompany their child to swim class or tends to a personal matter. We embrace the time someone needs to go for a walk in the middle of the day to reset. We do all this because we trust one another and know the work will get done because we’ve committed to doing so. We also believe we will return to work happier. We do all this because we know our team embraces our core values of Accountability, Agility, Trust, Communication, Enthusiasm.

One thing we’ve learned over the years is that remote work is not for everyone. The idea of it may be attractive to many, however, the execution of it takes diligence, self-discipline, and intentionality.

As you contemplate a return to work—whether hybrid, fully remote, or in person, be sure to evaluate which specific work situation is best for you and know whether you can self-motivate, and stay accountable to yourself and to your team.

We hope you’ve enjoyed the 588th issue of our weekly a.blog.

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Impacting Workplace Culture

Wednesday, October 9th, 2019|

Most of us spend significant chunks of our lives at work. How we experience our jobs, our workplaces, and our professional cultures is a big part of who we are and shapes who we become. Therefore, all of us – HR and management, creative professionals, all of us – have much to gain from becoming more actively invested in our workplace culture. We deserve it.

As you become more aware of your workplace culture, how it works, and how to make it better, here are a few things to keep in mind.

All Culture Is Designed

Workplace culture rarely happens by accident. It is the result of values, whether spoken or unspoken and of actions, whether conscious or unconscious. When we act more mindfully and communicate our values more clearly, we grant ourselves more agency to collaborate and create the sort of workplace culture that better serves our needs and helps us achieve our goals. When we have a strong, supportive workplace culture, we can take pride in nurturing that culture and living in tune with what we really care about.

Know Before You Go

Recruiting and onboarding should include clear communication of the values, priorities, and expectations of the workplace culture. Before you join a team or take on new members, make sure your workplace culture is made explicit, and that it’s something everyone involved can proudly uphold and celebrate. It’s going to be a big part of your life – make sure it’s a good fit from the beginning.

Keep the Paths of Communication Open

If you don’t know, don’t be afraid to ask! Workplace culture is everyone’s business. A healthy one will encourage curiosity, new ideas, and positive contributions. As the millennial generation of workers and entrepreneurs rises in influence, its values of transparency and mission-focus can make it easier to ask useful questions and have important conversations about workplace culture.

Little Things Matter

Seemingly minor details – color schemes, layout, and organization, or whether a workplace is dog-friendly – will compound in importance over time. When you can turn small elements of your workspace or your office culture to your advantage, you make a powerful investment in your long-term success and happiness.

Check-In With Yourself

Even when you’re working hard, give yourself the time and psychological space you need to know your own mind, listen to your heart and gut, and be aware of how your workplace culture is resonating with you. The tools of mindfulness can be helpful with this process – more than a style of meditation, mindfulness is a set of habits you can adopt to develop a more perceptive and grounded take on the world. If those at all levels can become more mindful of workplace culture and dedicate themselves to nurturing and improving it together, it can be an enormously positive influence on team cohesion, productivity, and overall well being.

At Artisan Creative, we love to see creative professionals and businesses thrive. Contact Artisan today to start the conversation.

WE hope you’ve enjoyed the 545th issue of the a.blog.

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Best Practices For Remote Meetings

Thursday, July 18th, 2019|

As digital communications technology becomes ever more efficient, more projects are being done by remote workers and even entire remote teams. This means that digital meetings are becoming the norm. On-site teams are also making the most of the convenience of digital meeting technology.

In some respects, digital meetings are easier to run than their in-person equivalents. However, to be effective, remote meetings require some special planning and organizational considerations that should be kept in mind.

Know Your Goals

Always plan your digital meetings around a clear objective. Each meeting has its own purpose. It could be brainstorming, accomplishing a specific goal, or simply a routine check-in to make sure your remote team is in sync and communicating clearly. When you know what you want to get from a remote meeting, it’s easy to follow up and determine afterward whether or not it was successful and adjust your approach accordingly. Plus, this will help you avoid the dreaded “meeting that could have been an email.”

Know Your Agenda

Take responsibility for structuring your digital meeting in advance. Determine who is going to lead each specific discussion, create a document outlining everything that needs to be discussed, and share your agenda with anyone who plans to attend. This will make it easy for everyone to organize their thoughts and prepare for expectations before the camera light blinks on.

Know Your Software

There is an array of tools and platforms available for running digital meetings. When you choose one, it will likely become the go-to for your team. Make sure your selection has all the necessary features, is compatible with any other relevant software or hardware, and is easy for everyone to use and to explain to any outsiders who join particular meetings. If some relevant parties are not able to attend, you may want to make sure your software has recording capabilities, so you can send them the video to review later.

Know Your Schedule(s)

In the digital age, with many remote teams, clients, and stakeholders are scattered across different time zones and continents, inquire in advance to make sure that everyone can attend and has a quiet, distraction-free area to log on. If some attendees can only use audio, make sure they have any visual presentations beforehand to avoid confusion. Additionally, respecting everyone’s time with – a “hard stop” and some consideration will ensure that the meeting doesn’t cause unnecessary stress for remote team members and clients who may have other obligations you aren’t aware of.

At Artisan Creative, our years of success operating as an entirely remote team gives us an edge in navigating the new world of digital work. Contact Artisan to prepare for digital creative success, today and tomorrow.

We hope you’ve enjoyed the 538th issue of the a.blog

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Cool Job Perks

Wednesday, May 22nd, 2019|

Whatever you do for a living, you’ll be spending a good amount of time on it. Thus, it’s important to choose jobs, gigs, and careers that are aligned with your values, your strengths, your goals, as well as with your sense of adventure and fun.

When you’re job hunting or looking for a new creative career, simply picking an opportunity with the largest salary attached may not lead to as much happiness as you might be expecting. Take some time to look at the whole picture, including job perks that will make your job and the workplace you’ll be spending 8+ hours a day in uniquely welcoming and rewarding. And, if you run a business and you’re hiring talent, consider offering enticing and unusual job perks to help attract the right team that can take your entity to the next level.

Here are a few job perks to consider, from the common to the quirky, to the cool.

Flextime: The ritual of working regular shifts Monday through Friday, 9:00 to 5:00, is based on an old industrial model of workplace efficiency that is not necessarily applicable or useful for all modern businesses. Flextime gives workers and their managers the opportunity to collaborate and create slightly offbeat schedules that may better accommodate the circumstances and needs of everyone involved.

Remote Work: As the capabilities of workplace technology improve exponentially, entirely remote teams will become more and more common. It’s how we’ve been working at Artisan Creative since 2009, and for us (and a lot of our clients), it’s working quite well.

Unlimited Vacations: American workers are notorious for their relative lack of long vacations, but things may be changing. Some top companies are no longer doling out small allotments of PTO and sick time and are switching to something more like an honor system, granting their employees full freedom to vacation as they will and trusting them to do so responsibly.

Fitness & Health Perks: Many employers are becoming more focused on the overall health and wellness of their talent, providing yoga sessions, bikes and other perks that help them feel good and develop good habits, inside and outside of work.

Dry Cleaning: Hate doing laundry? Need to be spotless and wrinkle-free for client meetings and presentations? Consider a job that will steam your pants and tumble-dry your whites, on the house.

Nap Rooms: Naptime may have felt like punishment in kindergarten. Now as a hardworking adult, you could probably use some R&R on the clock. More companies are providing small sanctuaries for meditation, contemplation, or simply catching a few Zs.

Life Coaching: At Artisan, we believe creating the right career is about aligning all aspects of life to orient yourself toward your true values. So we’re entirely in favor of getting a gentle push from a qualified life coach, especially when it’s part of your job.

Ax-Throwing Lessons: Then again, some people need more aggressive catharsis than others. If you want to release some tension and be prepared to kill your own food if necessary, there are job perks out there for you, as well.

Together with our top talent and world-class clients, we’re helping to shape the workplace of the future. Contact Artisan Creative today and discover better ways to work.

We hope you enjoy the 522nd issue of our a.blog.

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