What the MR340 Taught Me About Grit, Burnout, and the Power of Rallying
Lessons from the World’s Longest Nonstop River Race
Imagine paddling a kayak for four straight days — no sleep, no shelter, just your gear, your team, and a roaring river at your side. You’re hallucinating from exhaustion, blistered from the sun, mentally shattered by nightfall… and still, you push forward. Why? Because you signed up for the world’s longest nonstop river race, and quitting was never part of the plan.
It’s been nearly a year since I competed in the MR340 — a 340-mile kayak race across Missouri from Kansas City to St. Louis — and yet, I’m still unpacking the experience. Physically, it was the hardest thing I’ve ever done. Mentally, it cracked me open in ways I didn’t see coming. Spiritually, it reminded me of something profound: we are capable of more than we think — especially when we rally.
Signing Up for the Impossible
I first heard about the MR340 from a group of friends tossing around an email thread in 2022. They were adventurers — the kind of people who think “fun” includes blisters, bug spray, and big risks. So, I had never heard of the world’s longest nonstop river race, but when I looked it up, and I couldn’t believe the numbers. 340 miles. Under 85 hours. Over 600 competitors from around the world. Minimal checkpoints for sleep. And every year, a third of racers don’t finish. My gut said no. But my heart — my rally heart — said maybe.
On January 1, I paid the registration fee.
world’s longest nonstop river race
Training When Life Doesn’t Cooperate
Training didn’t begin in a gym. It started with a flooded house, canceled flights, and chaotic holidays. I was behind before I began.
But I knew this wasn’t just about the race — it was about resilience. So I made a promise to myself: 5 months of focused, honest, no-excuses preparation. Kayaking for hours, strength training, early mornings, mental conditioning. I visualized storms, I studied gear, I learned the river, I trained to suffer.
And I did it while running a business, keeping speaking engagements, and balancing life — like so many of us do.
That’s the first lesson: you don’t need ideal conditions to commit — you just need to start.
What the Race Taught Me (That I Didn’t Expect)
The MR340 wasn’t just physically brutal — it was emotionally revealing. I learned more about myself on that river than I have in years. Here are just a few of the unexpected lessons:
1. Your brain will lie to you when you’re tired.
At mile 160, I was convinced I couldn’t go on. I told myself I didn’t belong there. But then I remembered — I had trained for this. The voice telling me to quit wasn’t truth, it was fatigue.
2. Vulnerability isn’t weakness. It’s a strategy.
I cried. A lot. I was overwhelmed, overstimulated, and exhausted. But being vulnerable was how we got through it. We gave each other permission to be human — and that kept us going.
3. Burnout doesn’t always look like fire. Sometimes it looks like fog.
There were stretches where I was awake but not alert. Paddling but not present. That was my burnout talking — not anger, not tears, but numbness. Recognizing it in myself helped me be more empathetic to others who face it in work or life.
Why This Race Isn’t Just for “Athletes”
You might be thinking, “That’s amazing, but I’m not doing the MR340.” You don’t have to. That’s not the point. The MR340 is a metaphor. It’s a big, bold symbol of what happens when we say yes to hard things, train our minds, and learn to rally.
Burnout doesn’t always come from overwork — it comes from misalignment. From saying no to yourself too many times. From avoiding discomfort until you forget what challenge feels like. This race reminded me that the only way to build strength — in body or business or life — is to enter the current. Paddle through uncertainty. And know you have more in the tank than you believe.
From Riverbanks to Boardrooms: The Rally Mentality
In my keynote talks, I’ve started weaving in something I now call The Rally Mentality. It’s about recognizing the moment when your mind says “quit” — and choosing to rally instead. I actually own the trademark on it now (more to come on this). 🙂
That doesn’t mean pushing past every limit blindly. It means knowing which voice is your intuition, and which voice is fear. And deciding to listen to the one that wants you to grow. The MR340 isn’t just the world’s longest nonstop river race — it’s a mental masterclass in trust, grit, and perseverance. Those 340 miles taught me how to endure, how to lead, and how to start again when you want to stop.
A Push for You
Maybe your version of the MR340 isn’t on water, Maybe it’s in a boardroom, a hospital, a classroom, or your kitchen, Maybe it’s asking for the raise. Starting therapy. Running your first mile. Leaving the thing that’s slowly dimming your light.
Whatever it is — I dare you to do the thing.
Push your mind. Commit to something bold. Train for something uncomfortable. Ask yourself what it would look like to show up differently.
Because I promise you this: You are capable of far more than you believe.
Final Thoughts: You Were Built for This
I don’t know who needs to hear this today, but I’ll say it anyway: You weren’t built to coast. You were built to rally.
The MR340 proved that to me in ways I’ll be unpacking for the rest of my life. And now, I’m cheering you on — wherever your river takes you.
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2025/07/509600746_10237997267169183_1766972783560316164_n.jpg15362048Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2025-07-08 15:36:592025-07-09 13:31:08What the MR340 River Race Taught Me About Grit, Burnout, and the Power of Rallying
We Must Keep Investing in Soft Skills and Human Connection in the Workplace
I’ll never forget the year I was leaving an all-day client meeting in Boston and heading to the airport to catch the last flight home. Exhausted, I stepped out of my ride-share vehicle and walked into the terminal—only to find a ghost town at airline ticketing. Not a single agent in sight.
I stood there stunned, suitcase in hand, needing to check a bag. It was my first experience with a fully self-serve kiosk system—ticketing, bag tagging, everything. No human contact.
After a long day of being “on,” I realized all I really wanted in that moment was a simple connection with another person. Even if it was just a quick exchange of pleasantries with a gate agent.
Sure, that particular situation was a “me” moment—but it’s stuck with me ever since.
In a world racing to integrate technology, AI and Generative AI into everything from marketing campaigns to meeting notes, it’s easy to wonder: Are human connection skills still relevant?
Let me be clear: Yes — more than ever.
Generative AI can write reports, brainstorm ideas, make funny jokes (okay, depending on what you find funny) and even emulate empathy with remarkable fluency. But human interaction — genuine, nuanced, and deeply contextual — remains irreplaceable. In fact, the rise of AI, Generative AI and technology advancements only amplifies the need for strong interpersonal skills in the workplace. That is another reason why AI won’t replace human interactions.
Here’s why:
1. Trust Is Built Through Human Presence
AI can simulate politeness or understanding, but it can’t build trust. Trust is forged in micro-moments: a raised eyebrow in a meeting, a spontaneous hallway check-in, the way someone remembers your kid’s name. These are small, deeply human cues that AI can’t replicate — and they’re essential to team cohesion, leadership, and psychological safety.
Dr. Yoram Solomon emphasizes the importance of human presence in building trust.He advises against relying solely on digital communication methods like emails and text messages, as they lack the non-verbal cues essential for trust-building.Instead, he advocates for in-person interactions to foster intimacy and trust.As he notes, “Choose face-to-face meetings, even if it is a Zoom call. Face-to-face interaction is very important in creating intimacy. Do not resort to sending text messages or email messages. These do not build intimacy, and it does not build trust.”
Dr. Solomon also shares a personal anecdote from his time at Texas Instruments, where he realized the value of stepping out of his office to engage directly with his team.He learned that consistent verbal and non-verbal communication during in-person interactions significantly enhances trust, as it allows others to perceive the alignment between one’s words and actions.
In summary, Dr. Solomon underscores that trust is cultivated through genuine, face-to-face engagement, where people can connect authentically and observe each other’s behaviors and intentions.
2. Emotional Intelligence Drives Innovation
Some of the best ideas are born from vulnerability: someone asking a “stupid” question, a leader admitting uncertainty, or a teammate empathizing with another’s frustration.
Researchers like Amy C. Edmondson at Harvard University says it’s crucial to create a culture where individuals are comfortable being vulnerable and sharing thoughts and feelings without fear or judgement or retaliation. She defines psychological safety as “the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk taking.”
Emotional intelligence isn’t a soft skill — it’s a core driver of innovation. AI doesn’t feel fear, pride, or relief. Humans do — and that’s what fuels the breakthroughs.
3. AI Can’t Read the Room
Generative AI is context-blind. It doesn’t sense when a team is deflated, when a joke didn’t land, or when a moment needs silence instead of a solution. That is another reason why AI won’t replace human interactions.
Think about the last time you went out to eat. Was your server able to “read” the nonverbal cues of your party? Did you have a pleasant experience? Did you feel like your server was attentive and could understand your needs?
Our corporate workplaces are no different. Leaders who can read the room and respond accordingly are the ones who build cultures of resilience. No algorithm can replace that intuition.
4. Work Is Still About People
Even in highly automated industries, work remains deeply human. Customers, clients, coworkers — they all respond to authenticity, empathy, and relationships. AI may help us get things done faster, but it doesn’t connect us. That still takes a person.
A friend was just telling me about how someone repeatedly kept mispronouncing her name, despite correcting the recipient several times. She didn’t want to work with this person because in her words, “it didn’t feel like the person cared about her as a human”.
So What Should We Do?
As AI and Generative AI continue to evolve, we need to double down on developing the skills that make us uniquely human:
Empathy
Active listening
Constructive feedback
Conflict resolution
Storytelling and influence
Presence and authenticity
These aren’t just “nice to haves” — they’re the future-proof skills that will set leaders, teams, and companies apart.
The Bottom Line
Generative AI is a powerful tool. But connection is still our superpower.
The organizations that will thrive in this next era are the ones that embrace technology and intentionally invest in human interaction. Because no matter how smart the machines get, people will always follow people.
Why Hire a Keynote Speaker, Trainer, or Consultant to help with your culture?
Investing in human connection isn’t just about theory — it’s about practice. And that’s where an outside voice can make all the difference especially when AI won’t replace human interactions.
As a keynote speaker, I help audiences reconnect with what makes work meaningful — and what makes teams strong. Through stories of resilience, like kayaking 340 miles in under 60 hours, I highlight how my trademarked keynote called the “Rally Mentality™” can be applied in high-stress workplaces to fuel connection, safety, and performance.
As a trainer and consultant, I work directly with leaders and teams to build the practical skills that matter most in today’s fast-paced, tech-driven environments: communication, self-awareness, trust-building, and collaboration. Whether through workshops, team sessions, or leadership retreats, I create space for people to grow — not just professionally, but as humans.
If your organization is serious about navigating the future of work with both heart and strategy, let’s talk.
Let’s make sure your team doesn’t just adapt to AI — they thrive in spite of it, together.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2025/05/Generative-AI-and-Human-Connection.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2025-05-20 20:03:432025-05-21 13:33:36Generative AI Won’t Replace Human Interaction
The Power of Intrinsic Motivation: Why It Drives Success More Than External Rewards
What makes people push themselves to achieve great things—without a boss breathing down their neck or a paycheck dangling in front of them? The answer lies in the power of intrinsic motivation, the internal drive to pursue a goal for personal satisfaction rather than external rewards like money or recognition.
Intrinsic Motivation definition: Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures, or rewards.NLM
The Science Behind Intrinsic Motivation
Psychologists Edward Deci and Richard Ryan developed Self-Determination Theory (SDT), which identifies three core needs that fuel intrinsic motivation:
Autonomy – The ability to make choices and direct our actions.
Competence – The desire to improve and master skills.
Relatedness – Feeling connected to others and having a sense of purpose.
When these needs are met, people engage in tasks with greater enthusiasm, creativity, and persistence compared to those motivated by external rewards alone.
Data That Proves Intrinsic Motivation Works
A study in the Journal of Personality and Social Psychology found that when children were given external rewards for drawing—an activity they previously enjoyed—they actually became less interested in drawing over time. This is known as the over justification effect, where external rewards reduce intrinsic motivation.
Research from McKinsey & Company shows that employees who are intrinsically motivated are 46% more engaged and 32% more committed to their jobs compared to those primarily driven by external rewards.
A meta-analysis in Psychological Bulletin found that students who are intrinsically motivated achieve higher academic performance and deeper learning retention than those motivated by grades alone.
How to Cultivate Intrinsic Motivation
Whether you’re leading a team, raising kids, or striving for personal growth, fostering intrinsic motivation leads to better long-term success than relying solely on rewards. Here’s how:
Find Meaning – Connect tasks to personal values and larger goals.
Encourage Autonomy – Give yourself or others freedom to choose how to approach tasks.
Focus on Mastery – Shift the focus from results to improvement and progress.
Build a Growth Mindset – Emphasize learning over perfection.
Final Thoughts
Intrinsic motivation is what fuels people to train for marathons, master musical instruments, or push through challenges even when no one is watching. By tapping into what truly drives us, we unlock a level of passion and persistence that no paycheck or trophy can match.
How do you stay intrinsically motivated? Let’s discuss in the comments!
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2025/02/The-Power-of.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2025-02-27 15:00:082025-05-20 09:17:08The Power of Intrinsic Motivation
If you watch my social media, you know I’ve been prepping for something huge this year. After months of training physically and mentally, it’s finally time to share.
On August 1st, I will be competing in the MR340 — the world’s longest nonstop river race.
How It All Started
About a year ago, a few of my friends started an email thread about some crazy race. This particular circle of friends is filled with risk-takers and adventurers — folks who like to push themselves.
I’d never even heard of the MR340. But as I dug into the details, I couldn’t believe the numbers I was reading — they seemed made up. The requirements were to kayak 340 miles in under 85 hours. And, past winners of some of the divisions finished the race in less than 50! I had big plans for 2023 but wasn’t sure if this was on my to-do list amid speaking engagements, spending time with my family, and trying to find time to rest somewhere between everything else. But the email thread went back and forth for several weeks. Whenever I got excited about saying yes, doubt crept in. I would think:
Was I good enough to try this? Could I truly, do it? Did I have the mental and physical aptitude to compete, let alone even finish?
But this race still felt like an undertaking even too big for me.
Registering for the MR340
I woke up on January 1st to a few text messages about registration opening up. I thought about it for an hour and then paid the registration fee. That might seem fast, but I figured, what was the worst that could happen: I reserve my spot and then decide a few weeks later that I couldn’t truly train for it? The money went to charity regardless of whether or not I showed up.
A week later, I discovered I wasn’t alone in my initial hesitation. Only four people, including myself, from the weeks-long email thread that, at one time had nearly 20 people on it, actually paid the registration fee. Enter my wide-eyed, gasp of shock.
Only. Four. Signed up.
I wasn’t sure what to do with that information but I wasn’t going to let the lack of camaraderie change my mind about the commitment I had made. I learned from my mother that where there’s a will there’s a way.
Training for the MR340
The competition sat heavily in the back of my mind as I dealt with the turbulence of holiday travel and family commitments back in Kansas City. Upon my return to Dallas, I discovered my home had been flooding nearly the entire time I had been gone. For weeks, I wasn’t confident that I could truly give training the attention it deserved. But the parallels of water adversity weren’t lost on me.
I woke up on the last day of February and it couldn’t have been more clear: I was ALL IN. For the next five months, I would tenaciously train my mind and body, building up my stamina to handle the vigor of the craziest adventure of my life.
MR340: The World’s Longest Nonstop River Race
At 8 a.m. on August 1st, with my three teammates and three grounds crew members, I will push off from Kaw Point Boat Ramp to kayak 340 miles on the Missouri River from Kansas City to St. Louis, Mo. in under 85 hours to compete in the MR340. For 18 years, the MR340 has challenged outdoorsmen, thrill-seekers, adventurers, and even folks who spend most of their time behind a desk to push themselves to do something bold. Today, the kayak race has grown to over 600 boats with 1,200 participants from all around the world. It’s estimated that at least one-third of the participants don’t finish.
My team has prepped, trained, strategized, cried, and high-fived. We have ensured our families that we will be safe and survive. We’ve committed our minds to finishing the race within the allotted time. Truthfully, I have one tiny additional goal that I’ll share later if I hit it.
Committing to the MR340
Some may already know how much I value the reward of pushing myself to overcome obstacles. And while I’ll surely post an update to share the results, I’d like to leave you with one thing:
I fundamentally believe that humans are capable of far more than we give ourselves credit for.
You might have zero desire to enter a 340-mile race, but is there something you can do today to push yourself? Get 30 minutes of daily exercise, five days in a row. Finish that book you’ve been meaning to read. Repair that friendship you so desperately miss. Ask for that raise or promotion. Sometimes people need a little push. What they don’t tell you is that it should be you doing the pushing.
As always, I’m cheering you on and want the best for you. If you need a little push to push yourself, don’t hesitate to reach out.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/07/KayakEmail1-scaled.jpg19722560Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-07-25 14:29:112023-07-26 01:48:14The MR340: Competing in the World’s Longest Nonstop River Race
A few days ago, the U.S. Surgeon General reported a new epidemic that’s been tearing through our country — loneliness.
When we think about an epidemic, it’s often regarding widespread infectious diseases that ignite panic, cause casualties, and trigger governmental response.
But what the Surgeon General is calling an “under appreciated public health crisis” affects about half of all U.S. people. The alarmingly progressive cases of loneliness have not been previously dealt with at this level but continue to pose extreme and deadly health risks to all of us.
When I saw the recent headline, my heart immediately sank. Silently, I didn’t want to admit it. But, truthfully, have you (or anyone you know) felt “lonely” at any point in the last few years?
Yeah. Me too.
Mulling this over, I knew I needed to write about it. Connection and psychological safety have always been of the utmost importance to me, not just personally, but also professionally. In order to create the best workplaces in the world, our offices must foster an environment that allows every employee to feel connected, safe and included. And if we aren’t doing that, humans aren’t able to offer their best work.
Humans are wired for social connection, but we’ve become more isolated over time.
Social connection significantly improves the health and well-being of all individuals.
Social connection is vital to community health and success.
We all have a role to play in fostering social connection. So, what can you do to play your part personally or professionally?
How to Fight Loneliness in the Workplace
Foster a culture of inclusivity: Take uncharted measures to ensure each team member feels welcomed, valued, and heard. Create lines for open communication and aspire for diverse perspectives.
Create socially interactive opportunities: Provide ways for team members to socialize and connect beyond work-related tasks. This may include team-building activities, happy hours, volunteer days, and other creative activities.
Take the time to celebrate: Recognizing and celebrating the accomplishments of teams and individuals show that even small wins count and have a big effect in the larger picture.
Provide support for mental health: Offer resources and other means of support for team members who may be struggling with mental health issues. This can include access to mental health professionals, employee assistance programs, or other resources.
Prioritize empathy: By showing empathy for team members who may be struggling at work or beyond. Simply listening is the first step in showing care and support.
Loneliness is the Latest Epidemic
How to Fight Loneliness in Your Personal Life
Don’t wait, reach out: To overcome feelings of loneliness or help somebody who may harbor such feelings, it’s best to reach out instead of being reached out to for conversation. Even a few minutes of conversation can help people feel more connected.
Join a group or a club: Finding like-minded people in groups or clubs is a great way to synergize creative interests. Taking the step to join might provide the right opportunity to meet new people and make meaningful connections.
Practice self-care: Self-care takes many forms both physically and mentally. This may include exercise, eating well, sleeping long enough, and practicing mindfulness. But the first step in successful self-care is allowing yourself to do it.
Seekprofessional help: If you’re struggling with persistent feelings of loneliness, isolationism, or depression, consider seeking help from a mental health care professional.
As always, I’m cheering you on. If you found this blog post helpful, please forward it on to anyone you think needs to hear it.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/05/Loneliness-is-the-Latest-Epidemic.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-05-04 13:11:402023-05-04 15:58:06Loneliness is the Latest Epidemic
Recently Radio Host David Rancken from KRLD NewsRadio 1080 in Dallas contacted me about doing an interview on Workplace Culture trends in 2023. His questions and my answers follow.
David Rancken:
How’s the job market in your industry right now? This year started out with some of the lowest unemployment numbers in decades, and there seems to be no end in sight to the great resignation of 2022, but there are still a lot of issues dealing with the workspace these days. On today’s “Ask the Expert”, we are talking to Shannon McKain, a workplace culture expert as well as motivational speaker, and she is in the KRLD Zoom Room. Shannon, thank you so much for the time!
Shannon McKain:
David, thank you so much for having me back on KRLD again!
David Rancken:
When you’re giving out your talks, you talk about something called The Great Divide in the workplace. What is that?
Shannon McKain:
I’m so passionate about people having professional lives and personal lives that they absolutely love, and frankly, for most of us, we have to spend a fair amount of our time in the workplace. But unfortunately for the last decade or so, we have been so divided in so many key areas, I feel strongly that we are focusing too much on those divides and not enough on what actually brings us together.
David Rancken:
And the whole thing is this divide that you speak of. It’s not just in the workplace. It’s literally the entire nation is divided in some fashion. What is it about people that makes us so divisive?
Shannon McKain:
Golly, that could be a whole segment in and of itself, but I think particularly today, we are just so riled up because we have so much information at our fingertips, and people are empowered now more than ever to be able to assert their opinions, feelings, or emotions about something. And that’s valid. People should be able to have that opportunity. However, we’re not doing it in constructive ways where we can still continue to be pulled together on issues, especially when it comes to workplace culture.
David Rancken:
What do you see are the biggest workplace culture trends into 2023? As we are really just into the birth of this new year.
Shannon McKain:
We’ve been through so much in the last three years. Because of that, I think today we’re seeing more burnout, fatigue, confusion, anxiety, and more mental health issues than ever before. So I think when you talk about the last three years and all we’ve experienced, essentially we disrupted the apple cart in every particular sense. Humans need stability. We really do need parameters to do our best work in life. So when all of that got disrupted these last three years, it’s leaving us with a lot of confusion coming out of it. We need to focus on creating workplace culture that not only provides structure, but is healthy for employees.
David Rancken:
One thing we had seen for the last couple of years has been given the nickname, the Great Resignation, where people found other jobs in other places, but that’s also getting followed by what they’re calling the Great Regret, where they look back and say, it’s not so great on the other side.
Shannon McKain:
The workplace issues we’re seeing today have really become a PhD level of how do we solve this equation. So yeah, I think employees are definitely saying, we want something different but we aren’t necessarily finding what we need.
David Rancken:
It really isn’t. And they didn’t know what to expect when they went into the great unknown of the new company. And what they did end up losing was any seniority they had at their old place. And they might be finding this company that I just joined, I might be making a little more money, but is that extra money worth it?
Shannon McKain:
Yeah, absolutely. And in the 20+ years that I’ve been really analyzing workplace culture and issues, people think that they are motivated by money, but really at the end of the day, we are motivated by so many other facets.
For example, right now we are seeing younger millennials and particularly Gen Z not being motivated in the traditional senses whatsoever, whereas career trajectory, hierarchy, getting promotions, or the fear of being laid off, aren’t even on Gen Z’s radar right now. They’re motivated in completely different ways.
David Rancken:
But they haven’t seen what it’s like on the other side when unemployment numbers up upwards of 12, 13, even upwards of 20% in previous decades.
Shannon McKain:
Yeah, absolutely. And I think this next year we are still looking at a lot of uncertainty, especially with a pending recession and the layoffs that we are currently seeing and will potentially see here within the next few months.
David Rancken:
And a lot of people had you talk about layoffs, a lot of people had interest in getting into the tech sector because it seemed like it’s a lot of fun in all the perks that Google and Facebook were providing, and the layoffs are really hitting the tech sector very hard at this point.
Shannon McKain:
Yeah, if you jump on LinkedIn on any given day, you see announcement after announcement of another layoff. And frankly, I don’t think that that’s doing anything for our mental health either.
David Rancken:
Let’s talk about LinkedIn for just a second. You brought it up. That gives younger employees a chance to find new work, something that older employees really never had before. In the old days, they had to stick and look through the want ads and on and through networking and everything else. How big of a sea change has LinkedIn been?
Shannon McKain:
I’ve watched LinkedIn from its inception. It’s been another great tool to not only leverage our networks, but also communicate professionally. I wish younger generations would understand that and leverage it to its fullest potential. The way we communicate, write, and put our information out there is being utilized in really great ways on LinkedIn right now.
David Rancken:
What are people missing out in not using LinkedIn?
Shannon McKain:
Constantly reevaluating our profiles, updating them, thinking about how can we promote ourselves. The idea of a personal brand and self-promotion is a very real thing. Gary Vanerchuk talks a lot about day trading our time as currency right now. Everybody’s constantly trying to stay relevant and stay in front of other people. LinkedIn is no different for your personal brand.
You have to continually think about what do I need to add to my brand? What do I need to communicate and put out there professionally? And then also being able to communicate with others and really have a discussion or a dialogue. Contributing to different conversations across the platform or following different hashtags, or again, just keeping people up to date with what you’re doing.
David Rancken:
That’s got to be tough for older workers that don’t necessarily know how to use LinkedIn properly, what steps would you tell someone that is an older person that hasn’t necessarily used it?
Shannon McKain:
I think the first thing you can do is think of Google as your best friend. You can Google and research anything today. So if you have a question about how to get started on LinkedIn, I’m sure that there’s 25 different videos on YouTube or Google to teach you how to do that.
But from a fundamental standpoint, think about how you have your physical real estate, say your home, your apartment, your townhome, wherever i you live, but also think about your digital real estate and being able to put all of your information professionally in one place that everyone can find it. So recruiters can search for you, that you’re using the right keywords and metrics to be able to say, okay, who I want to connect with professionally. And then also just being able to create status updates and just saying, Hey, here’s going on with me week-to-week or day-to-day.
David Rancken:
I guess that’s, it’s basically turning yourself, as you said, into your own brand that has to get the message out there about what it is you are and what it is you do, and how do you get that message out to followers and how do you find those followers?
Shannon McKain:
There’s a fella by the name of Richard Bliss doing a lot of education right now around the proper ways to use LinkedIn and how to optimize getting your information out there and what your reach is. Just with anything else online right now, we’re subjected to the algorithms that the parent companies want us to adhere to. It can be very cumbersome for listeners right now. I don’t want to get too into the weeds on that particularly, but just thinking about professionally, how do you write and articulate a couple of important sentences about what’s going on with you and where you’re at in your career? And then of course, engaging and connecting with folks, it’ll just continue to build a bigger reach.
David Rancken:
We were talking earlier about Gen Z and younger millennials. They don’t seem to have the same attitudes towards a workplace as older workers.
Shannon McKain:
Absolutely not. As a keynote speaker, I talk about all areas of workplace culture and workplace issues. And one of the key areas is different generations and how they are motivated, how they communicate, and what they value. Particularly with Gen Z right now, we’re not seeing them motivated in the traditional ways whatsoever.
Historically, generations were very motivated by terms of seniority, hierarchy, and working their way up the corporate ladder. But Gen Z is just simply not wanting to do that. They see that as a very stressful move, and they’re willing to forego the extra income or the additional perks of getting into middle management or climbing the ladder for what they perceive to be a better work-life balance, maybe perhaps being able to have more flexibility and just staying where they’re at. And they’re also not motivated at all by the fear of being terminated. So when you look at the psychology of this generation, we have to tackle it in a completely different way than we have with any other generation.
David Rancken:
But how does that affect the companies themselves as they’re looking to replace workers and they’re finding out that the workers that they’re hiring don’t care if they’re there or not?
Shannon McKain:
So the biggest component for management and employers is to first understand to achieve excellent workplace culture, they have to understand the psychology of employees. Then they can address how to meet employees needs. For example, right now we’re seeing that the number one motivating factor, across the board, in every area of employment is that employees just simply want to feel safe. They want to feel psychologically safe; they want to feel like they can speak up or contribute without the fear of being reprimanded. And they want to understand that their employer trusts them, especially when we’re still working in a hybrid environment and don’t really want to work the traditional nine-to-five anymore.
And so employees want their employers to be able to trust them that they’re going to get the work done and they’re being productive, even if it’s not at the right place or the right time, nine to five, if that makes sense.
David Rancken:
Yeah, it does make sense. And you talk about other issues because we, we’ve seen it in school districts, we’ve seen it in other offices. A lot of companies are looking to stand out among possible job applicants, and one of those involves something like a four-day workweek. Is that going to become more normal in the near future?
Shannon McKain:
It’s a very interesting climate that we’re looking at right now. The four-day work week that we’re seeing, as you had mentioned in education and also in corporate America. That’s kind of a two-part thing that we’re seeing right now. One in part because of labor shortages and education in schools across America, we’re just simply not seeing teachers wanting to come to work and teach. And so that’s been a really huge issue. We’re seeing that in terms of labor shortages, but then we’re also seeing it in terms of the demand of the psychological needs of workers today.
What people don’t remember or understand or maybe have forgotten that the five-day workplace hasn’t always been that way. In fact, it didn’t actually get implemented in corporate America until 1926 when Ford Motor Company actually adopted that particular work schedule.
Prior to 1926, we were looking at labor as very strenuous and hard labor types of careers and jobs, and the expectation was that workers had to work six to seven days a week, even 10, 12, 14+ hours a day. And then in 1926, Ford Motor Company said, I don’t think that this is where the future of work needs to go. And they implemented this five-day work week, nine to five, and everybody gasped and said, oh my gosh, this is crazy. But it worked and productivity went through the roof. We did that for a century, and now we’re seeing the apple cart gets turned upside down again. I think it’ll be really interesting to see what happens in these next couple of years with the four-day work week.
David Rancken:
Do you see companies looking towards older workers to take on some of these jobs that the Gen Z and millennials might not. Or are older workers kind of being left out in this great surge of hiring?
Shannon McKain:
I think older generations are certainly at a crossroads right now trying to understand their place in navigating all of this. I think in general; employees are being asked to do all different kinds of tasks that are putting them outside of their comfort zones. Older generations need to ask themselves what they have to do in order to continue their career until they can successfully retire.
David Rancken:
One of the phrases that came out, and this will probably be the last question we talk about, is the phrase that came out in the last year was the phrase quiet quitting, where people decided, I’m going to do my job to the best of my ability. I’m not taking on anything extra. Is that still the case? Or companies saying, okay, just do your job and we’ll hang on to you?
Shannon McKain:
We have all these fancy terms that we’re coming up with these days. I think if you really look at the evolution of the workplace in general, you’re always going to have those workers that want to continue to push and do everything to impress their managers. And then you’re also going to have the workers that are going to say, this is what I was hired to do, so, therefore, I’m going to get that done and then go home.
So from a “Quiet Quitting” standpoint, companies are just trying to do whatever they can right now to make things be successful. At the end of the day, I think we all need to ask ourselves, what are we doing to meet in the middle to be able to make our workplace culture more productive and successful?
David Rancken:
Shannon McKain is a workplace culture expert and motivational speaker. You can find her at www.shannonmckain.com on today’s ask the expert. Shannon, thank you.
Shannon McKain:
Thank you so much, David, and I hope this helps your listeners today!
About The Author
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/02/Workplace-Culture-in-2023.png450800Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-02-23 14:33:302023-02-23 14:33:33Workplace Culture Issues in 2023
The 25th Annual Women in Construction Week is right around the corner! As you get ready for the big week on March 5-11, here are some of the ways you can show your support for women in construction – both during WIC Week and year-round
How you can support women in construction
1. Train leaders & employees
According to Statista, the share of female employees in the construction sector has been increasing over the past couple of years. However, in 2021 only one-tenth of construction workers were women. That means 90% of construction employees have never walked a day in a woman’s shoes, leading to blind spots within many workplaces in the industry.
By offering workshops and training for employees on implicit bias, discrimination, and other issues facing women in the workplace, you can introduce important tools for awareness that help create a more welcoming environment for women.
2. Provide networking opportunities
Since women make up only approximately 10% of the construction sector, seek out and implement opportunities for women to connect with other women: Offer to pay for memberships to professional associations, chamber events, and gatherings centered on championing women in the workplace. (NAWIC and PWC are excellent places to start.)
3. Donate to your local NAWIC or PWC chapter
NAWIC, PWC, and other organizations that champion women operate on tight budgets. By donating to your local chapter, you can increase access to vital resources for women and thereby help to elevate women across the construction industry.
4. Diversify your perspective
It’s true what they say: Knowledge is power. By attending events, reading articles, and surrounding yourself with people whose experiences are different than your own, you’ll gain a deeper, more well-rounded perspective on the multitude of issues facing women in construction today. It’s a win-win-win: Good for you, good for women, and good for the industry as a whole.
5. Be an ally
Being an ally is the most effective way to recruit, retain and support women that want to work in construction. With your allyship, the construction industry can find new ways to diversify and elevate the industry as a whole.
About the Author
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2023/02/Are-You-Ready-For-Women-in-Construction-Week.png450800Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2023-02-10 15:49:372025-05-12 00:14:42Are You Ready for Women in Construction Week?
The construction industry has been historically male-dominated. However, recent years have seen a shift toward inclusion, with more women and people of color entering the field. Inclusion leads to better outcomes for projects in the construction industry, which is a good thing for the industry.
The construction industry has long been a male-dominated field. But in recent years, there has been a push to increase diversity, equity, and inclusion (DE&I) in the construction industry. And for a good reason—studies have shown that companies with diverse teams are more innovative and perform better than those without.
What exactly is Diversity, Equity and Inclusion in the Construction Industry?
DE&I is the practice of inviting people of all backgrounds and experiences to participate in the construction process. This includes but is not limited to women, people of color, LGBTQIA+ people, people with disabilities, and veterans.
There are many reasons why DE&I is important for the construction industry. First and foremost, it allows for a wider range of perspectives during the construction process. When you have a team of people with different backgrounds and experiences, they will approach problems differently. Having diverse groups will result in innovative solutions that might not have been thought of otherwise.
When we talk about workplace culture, inclusion, and belonging, we must be sensitive to every employee feeling a sense of belonging. When we don’t recognize blind spots, employees become less engaged and don’t give their best work. By recognizing employee backgrounds, motivations, communication preferences, generational differences, and more, we allow our workplaces to be more inclusive and accepting of all walks of life.
Additionally, studies have shown that companies with diverse teams are more profitable than those without. So not only is DE&I the right thing to do, but it’s also good for business!
Why Is Diversity In Construction Important?
There are many reasons why diversity in construction is so important. For one, it helps to ensure that everyone has a fair chance at finding employment in the industry. Additionally, diversity helps to create a more well-rounded and skilled workforce, which can ultimately lead to better-quality construction projects. Finally, diversity also helps foster a sense of inclusion and understanding within the construction industry, which can help break down barriers and improve communication between different groups of people. In short, diversity is essential to the construction industry for both practical and social reasons.
McKain’s Motivation for Supporting Inclusion in the Construction Industry
When everyone feels like they belong and are valued, they are more likely to do their best work. That’s why diversity and inclusion are so important in the construction industry. Diversity allows contractors to tap into a larger talent pool. They also find that their projects benefit from different perspectives and creativity.
Shannon has a background and history working in the A/E/C space. With over 250 speaking and consulting engagements under her belt, she has worked with audiences ranging from architects, engineers, general contractors, and even specific construction areas, including ready-mix, AGC, construction financial management associations, and more. She is well-versed in this industry and a strong supporter of the advancements being made to support diversity, inclusion, and belonging in the construction space.
What Does Inclusion Mean in the Context of the Construction Industry
Unfortunately, the construction industry still has a long way to go in terms of inclusion. Women make up less than 10% of the construction workforce, and people of color are even less represented. This lack of diversity can lead to problems on construction sites, such as discrimination and harassment. It can also lead to lower quality work because contractors are not benefiting from fresh perspectives.
How Can We Achieve Greater Inclusion in the Construction Industry
Contractors can do a few things to increase inclusion in construction. One is to provide training on diversity and inclusion for all employees. This training should cover topics such as unconscious bias and how it can impact decision making, how to create an inclusive work environment, and how to identify and report discriminatory behavior.
Another thing that contractors can do is audit their hiring practices. Are you only recruiting from a few schools or only advertising job openings in certain places? Widening your recruiting net will help you attract a more diverse pool of candidates. Once you have diversified your applicant pool, it’s important to create an interview process that assesses candidates fairly. Interviewer bias can play a significant role in who gets hired, so it’s important to be aware of it and take steps to avoid it.
The Role of Government and Standards Organizations in Achieving Greater Inclusion
Leaders in the field of construction are working hard to advance inclusion and belonging in this industry. You might be familiar with the recent initiative of Construction Inclusion Week.
Challenges to Achieving Greater Inclusion & Possible Solutions
With the pandemic, Quiet Quitting, and The Great Resignation, many of us have seen labor shortages and talent concerns these last few years. While there is no cure-all for the big picture, there are some ways the construction industry can combat these labor issues. Here are a few ideas:
Get more buy-in from construction leaders for inclusion.
Work on diverse recruitment and hiring practices.
Bring in industry leaders and keynote speakers to discuss issues.
Review your company policies and manuals to ensure inclusion practices exist.
McKain’s Hopes for the Future of Inclusion in the Construction Industry
Inclusion is vital for the construction industry because it improves project outcomes. Contractors who embrace diversity find that they have a wider pool of talent and that their projects benefit from different perspectives and creativity. Unfortunately, the construction industry still has a long way to go in terms of inclusion. Women make up less than 10% of the construction workforce, and people of color are even less represented. This lack of diversity can lead to problems on construction sites, such as discrimination and harassment. It can also lead to lower quality work because contractors are not benefitting from fresh perspectives. To increase inclusion in construction, contractors should provide training on diversity and inclusion for all employees, audit their hiring practices, and create an interview process that assesses candidates fairly.
There’s no doubt that DE&I inclusion is critical for the construction industry. Inviting people of all backgrounds and experiences to participate in the construction process can create more innovative solutions and build a more profitable industry.
If you need additional resources, feel free to reach out. Are you looking to book your next keynote speaker? Reach out to us on our contact us page.
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.
https://www.shannonmckain.com/wp-content/uploads/2022/10/construction-inclusion-week.png321845Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2022-10-27 16:32:362022-10-29 16:23:02Background & Motivation for Supporting Inclusion in the Construction Industry
Recently Radio Host David Rancken from KRLD NewsRadio 1080 in Dallas contacted me about doing an interview on The Great Resignation. His questions and my answers follow.
The Great Resignation Conversation
David Rancken:
Hey, Shannon. First off, we have to define The Great Resignation. That name has been getting thrown around a lot lately. What is it?
Shannon McKain:
Thank you so much for having me on your show. The Great Resignation is a term coined at the beginning of the pandemic by a professor at Texas A&M. He predicted that this fallout was going to happen. The Great Resignation is simply saying that employees are quitting their jobs left and right.
David Rancken:
There is something to be said for the dynamic shifting some. It has gone from employers have all the control, to now the employees having a little bit more than they would have prior to the pandemic.
Shannon McKain:
Absolutely. It’s important to note that The Great Resignation is talking about employees voluntarily leaving their jobs. It’s not about unemployment or employees that are being let go. So, yes, in a sense, it all comes back to supply and demand. If employees aren’t willing to work under the restrictions or terms and conditions that an employer has, then they’re not going to work for them right now. So that’s the name of the game.
David Rancken:
So why would an employee decide to leave one company to go to another? Is there any guarantee that the other company’s going to be any better?
Shannon McKain:
I don’t know that there’s necessarily a guarantee, but it’s certainly an interesting shift that we’re seeing right now. And I think you just have to look at behaviors and psychology. This even goes prior to the pandemic and The Great Resignation. If you think about generationally, we’ve seen the most recent generations not as loyal as previous generations were to maybe one or two employers. And so, maybe this grass is greener mentality or just the advancement of technology and the opportunities that we have today that weren’t there 40, 50, 60 years ago that you have access to so many more types of jobs and types of employment. And so, therefore, employees can say, “Hey, we want to name the terms.”
David Rancken:
Previous generations would have seen on their resumes if they had multi jobs and multiple companies over a short period of time. They would be considered less hirable.
Shannon McKain:
Correct. Or considered what we would call job hoppers and somebody that wouldn’t stay with us. So therefore, we don’t really want to hire them. But, again, that mentality is shifting today with shifts like The Great Resignation.
David Rancken:
So what industries get hit at the hardest by The Great Resignation?
Shannon McKain:
We’re still looking at that data, but if you look at an overall whole of the information, we’re really seeing that food and service industry-related, also healthcare, and retail types of positions. Those are the three industries that we’re seeing have been hit the hardest over the last year, year and a half by shifts like The Great Resignation.
David Rancken:
If you’re on some kind of a career path, you know you want to be at a certain point at a certain period of your time. If you decide you’re going to leave at one company and then go to a different company, aren’t you starting out at the bottom, and doesn’t that hurt your path?
Shannon McKain:
It’s an interesting question you raise. But what I’m seeing right now with a lot of the employers that my team recruits for, and also looking at the trends and the data and analytics, is that because companies need employees so badly right now, companies are willing to offer new incentives or different types of incentives than we’ve seen before. So it’s not just like, “Oh, you’re now the new low man on the totem pole again, but now maybe we will raise other benefits that you maybe already had, and we’ll get in a raise to keep you, or to get you to come over to us.
David Rancken:
You bring it up that companies are now looking to hire people. Does that mean they have to lower their standards in the kinds of people that they’re going to take on because they need to fill quotas of just bodies?
Shannon McKain:
So that’s another interesting question. With the employers and the CEOs of companies that my team works with, they are not willing to settle just to put a body in a seat. In one sense, it creates a different stress on the current employees because there is a workload that still needs to be accomplished. However, I understand and respect the employers that I’m working with, that they say no: we don’t want to change our workplace culture solely to just go grab candidate A or candidate B. If they don’t fit, they don’t fit. And we’re willing to hold out until we find the right fit.
David Rancken:
How tough is it then for companies, employees that are already there? They’ve given their years. They’ve given their blood, sweat and tears to the particular job they have, to see their company going out and looking to recruit as much as possible. What’s in it for the people to stay where they are?
Shannon McKain:
Yeah. Well, I think in the circumstances that I’ve seen over the last year is that in most circumstances, it’s because the company is expanding. So these are new roles they’re looking to fill. It’s not necessarily because they’ve let somebody go or that they’re looking to let people go. So from that perspective, the psychology is great. Th current employees understand that, “Hey, things are going great here. We’re looking to add more team members to the table.” And I think it all comes back to, again, communication and psychology. If you’re communicating to your current staff, “Hey, this is what we’re trying to achieve here. And if you’ll just bear with us, it might take us a few more months to find the right person. But if you’ll just bear with us.” Then I think it just alludes itself to saying, “Hey, we all understand, and are in agreement about what we’re trying to achieve.”
David Rancken:
Is it a good thing to change companies every so often just to learn a different way of doing something that it could be better for you?
Shannon McKain:
Well, I’m a millennial and I probably come from the mindset that, yes, absolutely. I don’t think it hurts anything to maybe switch it up every three, four, maybe five years. From a recruiting standpoint, it’s an unofficial line where we say, if somebody’s with a company at about seven years, seven years is that marker of saying, we don’t think that that person’s really going to leave, or at least they’re not going to leave as readily as somebody who’s only been there a couple of years. So, from my standpoint, the advantages and the gain of maybe changing it up a little bit is not only monetarily, but as to your point that you can learn new skills and you can learn new perspectives.
David Rancken:
So what happens when an employee says, “That’s it. I’m done. I’m going to another company.” And then they find out that company is worse. Will they go walking back to the old place with their tail between their legs, and will that old place take them back?
Shannon McKain:
Well, again, I can’t speak for others, but what I’ve seen over the last year is that companies know what the market looks like right now. And they know that it’s so much harder right now to be able to find somebody if they have to replace someone. So they’re doing anything and everything they can to keep their current employees. Just to give you a couple of examples, I’ve never seen so many companies so aggressive with increasing pay. Now, this gets into a double-edged sword here because, at the end of the day, human beings are not motivated by money. They’re really not. There are so many other motivating factors that go into why somebody gets up every day, performs the job that they do, goes in and selects the type of work that they want to do and or who they want to work for.
We have a misconception that people are going to be satisfied with an increase in pay. I’ll get to that in a second, but it is happening. And I think employees are “chasing the shiny object syndrome” right now because we are seeing such an inflation in people’s pay and salaries. So again, it’s a double-edged sword. People are getting thrown money at them left and right to either stay or to be recruited to another company. And then, ultimately, at the end of the day, I think we all need to asking ourselves, really, what’s going to make us most happy, most productive, and want to be able to give 110% in our careers?
David Rancken:
Are employees getting smarter about what to ask for from a company?
Shannon McKain:
I think as a culture, we are all getting smarter about what we want out of our lives. The American way or the Western way is that you live to work. You are supposed to work 60, 70, 80 hours a week and not say anything about it. And I think that we’re just getting smarter as humans saying, “Hey, that’s not realistic anymore.”
David Rancken:
Is it the whole concept because the phrase work-life balance has become so popular in the last couple years, especially during the pandemic?
Shannon McKain:
Yes.
David Rancken:
We worry more about making sure we have a balance in our lives.
Shannon McKain:
Yeah, absolutely. #WorkLife balance. Look, at the end of the day, human beings are complex individuals. We have so many different interests. We have so many different pieces of our lives that pull us in different directions. And so, really trying to find that balance and what works. I think also too, the one size fits all mentality, it’s just not applicable anymore. Again, humans are complex creatures, and we need to really understand those intrinsic values and motivations.
David Rancken:
One last question. How long does The Great Resignation last?
Shannon McKain:
Oh, my goodness gracious. I think we were really surprised with the data that just came out from November. We kept seeing this trend of increasing resignations from month, to month, to month, and then it dipped in October. And we thought maybe this is the end of it. But then November, we just saw a record high of 4.5 million resignations. Golly. I think we’ve still got a few months ahead of us here.
David Rancken:
. A follow-up to that one. In another survey you found, almost 30% of people are willing to leave their jobs even if they don’t have another job lined up. They must be really confident they’re going to find something quick.
Shannon McKain:
The psychology behind that, I personally don’t understand. I personally would never put myself in a situation like that. But I guess if the rhetoric that you’re hearing on a daily basis is that there’s all these openings, then maybe yeah. Maybe it is affecting people’s thought process and how they handle that.
David Rancken:
People looking more at jobs versus career. I mean, looking to do, I’m going to do something like this right now, five years from now, maybe doing something different.
Shannon McKain:
I don’t know if the trajectory is still the same as it was 20, 30, 40 plus years ago. We were conditioned to believe that you go to primary school, then college, and then you enter the workforce at the bottom and then you work your way up to management, middle management. And again, I just don’t know if that’s the mindset people have anymore. Again, going back to the idea that we really are honing in on this idea of work-life balance, and mental health, and really trying to take care of ourselves physically, mentally, and emotionally, that a job is a job, and it pays the bills, and it’s not the same as building a career.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2022/02/the-great-resignation.jpg8481533Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2022-02-01 20:51:072025-05-12 12:46:19The Great Resignation
Employers, have you ever used a job board to recruit top talent? If so, keep reading about cyber criminals hacking job boards.
You might not be aware that cybercriminals are scamming companies and job seekers via job boards. These nefarious individuals are savvy in their approach, creating vulnerabilities from several angles. I’ve put together some safety tips and tricks for employers to know while creating job board listings.
Hackers are logging into your job board accounts and creating listings under your company profile.
Perhaps you created an account with a job board years ago and haven’t logged in since. Or maybe you are using an easy password so that multiple people inside your company can log in. Regardless, it’s important to note that you must keep all of your online accounts secure. Otherwise, they are vulnerable to hackers stealing your company data, posing as you, and stealing applicants’ information. Here are some tips to mitigate this issue:
Make sure to monitor all of your accounts, whether you are actively using them or not. Do a periodic checkup of all of your accounts and make sure you know exactly who has access to them. Perhaps you need to change user permissions or access.
Update your passwords. Make it a habit. While it’s frustrating to keep remembering new passwords, it will also safeguard you from unwanted drama. By periodically changing your login information, you can proactively get ahead of hackers.
Always check your credit cards for bogus charges. Hackers are using the data in your account to create new job listings to attract candidates. These extra charges will show up on your credit card statements alerting you that your company profile on a job board might’ve been hacked.
Hackers are creating fake profiles on job boards posing as your company.
Seems like a lot of work, right? But, it’s the latest way hackers are trying to scam folks. Perhaps your job board accounts are secure. But, what you might not realize is that online scammers are creating fake profiles that appear as your company. While this may not directly impact your business, it can create confusion within your community, reduce confidence in your organization, and hurt potential employees.
Take a few minutes today to cross-reference and check that everything on your job board listed is active and credible. This is a super easy step that can be done periodically and quickly.
Do a quick google search and make sure nothing false or shady appears. Try searching different keywords and phrases to see what comes up. This is also great practice for brand awareness too!
If you DO have an active job opening, take these precautions while interacting with potential employees.
Hackers are incredibly savvy in gaining insights, data, and knowledge into your organization. They go at it from every angle. Additionally, something as simple as a link on a resume can take down your entire computer system. Here are some best practices to mitigate any company-wide damage.
Always double-check the email address you are receiving information from. Hackers can pose as individuals applying to your company, but if the email address seems fishy, it could very well be.
Avoid receiving or opening word documents from any applicant. Encourage applicants to send you PDF copies of their materials. This will cut down on any unwanted malware or clickbait.
Do not click any links that candidates send you without 100% confidence.
Have other tips or advice? Feel free to leave us a comment below. While we are busy helping organizations create world-class teams, we also stay on top of the latest news and data impacting our clients.
ABOUT THE AUTHOR
Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!
https://www.shannonmckain.com/wp-content/uploads/2021/10/RecruitingHackersBlogImage.png3801000Shannon McKainhttps://www.shannonmckain.com/wp-content/uploads/2018/03/shannon-mckain-header-logo.pngShannon McKain2021-10-11 14:48:282025-05-12 00:18:25Fake Job Posts: Have You Been Hacked?
