Tag Archives: Heartland Workforce [Solutions]

Ghosting in the Workplace

May 28, 2019 by
Photography by Bill Sitzmann

An employee who calls in sick during the busiest night of the year is a business owner’s nightmare. An even worse nightmare is when the employee simply decides to leave.

“I think the professional courtesy is not what it used to be,” says Brad Jones, partner at MyStaff.

Most people in business know of the two-week rule; in fact, in certain positions, such as TV newscasting, employees may be contractually obligated to give notice of one month or more before leaving for another job.

But for a growing number of employees, this two-week rule is being thrown out the window. A social media trend known as “ghosting” has crept out of Tinder and into the workplace. And employees these days are not only quitting jobs, they are bailing out of job offers with no notice, explanation, or further contact. It is not a new concept—the previous term was “no call, no show”—but ghosting is a concept that disgruntled millennials appear to be making their own. Generational slander aside, rebranding old concepts as they trend upward is not only a great way to create buzz, but to re-examine workplace dynamics and tactics for keeping key employees.

One of the prime reasons for ghosting is the current 4 percent unemployment rate, according to the Bureau of Labor Statistics, which leads analysts to believe Americans ghost their jobs due to a plethora of options and a lack of incentives to stay at companies with limited professional growth potential.

“The term is new, but the unemployment rate is kind of new, too,” says Erin Porterfield, executive director of Heartland Workforce Solutions in Omaha, noting that the new brand for the “silent exit” is less important than the reasons employees leave in the first place. “We haven’t really experienced this kind of low unemployment rate in a very long time and that allows people to have lots of choice for positions.”

From coffeehouses to construction, finance to fast food, employers are now in the unenviable position of competing with one another for workers.

“We find that even in particular industry sectors like manufacturing, the employers talk about this concept of snatch-and-grab from employer to employer,” Porterfield says. “If I offer more, then people are going to leave you and come to me. If I train them at one wage then you offer them a dollar more, they go to another employer.”

The concept can be befuddling to employers, but it should not be. Employers need to think of this in terms of hiring: a company calls back the three people who they want to interview for the job, and they ignore the piles of resumes in the HR department. The top two candidates are often called back again, and perhaps even a third time before a decision is made. The runner-up is frequently ignored, not told the job went to the other candidate, and ends up wondering “what happened?”

Avoiding that “what happened” moment is also a way to avoid employees ghosting, according
to Jones.

“In this employment climate, an employee might have three or four offers,” Jones says. “If an employer wants to go through five or six interviews, they are going to lose that candidate.”

In some ways, ghosting is a result of the economy turning the tables, causing the employees to turn the tables on the employers.

“There are some companies that we meet over and over that need to think about improving their culture,” Jones says. “If the employees don’t feel valued, if there’s heavy micromanaging, they may want to rethink their processes.”

There are many tried-and-true ways to keep employees, from extensive benefits packages to simply letting employees know they are valued, but 2019’s landscape of opportunity has employers trying new tactics. One way to keep employees from being snatched by others is to provide workers with a more transparent glimpse of their potential future in an organization.

“To prevent the hopping back and forth from employer to employer takes a similar, competitive wage scale across employers, and a clear ladder up of what the career path looks like. Is there a retention incentive after one month? Three months? Six months? What is the expected time frame for an increase in wage or in job title and responsibilities? These things prevent ghosting,” Porterfield says. “Those employers who are offering less money and a less clear path are going to have more ghosting because people see the choices that they have.”

Ghosters have drifted away from jobs for better opportunities, a happier environment, and the satisfaction of vengeance.

Through Heartland, Porterfield has seen retention success from employers with familial philosophies.

“I’ve been talking with a telemarketing call center in northeast Omaha that experiences less turnover. What they talk about as valuable in employee retention is a caring, family atmosphere for the employees by bringing in services people need to solve problems they experience with family
or finances.”

Julianna Klepfer, director of human resources at Hardy Coffee Co., agrees that culture counts. Many of her employees begin as baristas and stay for several years, becoming roasters, trainers, and managers. She says employee turnover is low and ghosting almost unheard of because they maintain a culture of positivity promoted during a month-long training process.

“Being a barista is not an easy job,” Klepfer says, adding that everyone should work a service job at least once in their life. “We train the employees to do the job, but we also get to know them as well.”

It is this personal touch that keeps employees from becoming apparitions.

Visit hws-ne.org for more information on Heartland Workforce Solutions.

This article was printed in the June 2019 edition of B2B. To receive the magazine, click here to subscribe.


Symone Sanders’ Iowa Odyssey

December 18, 2015 by
Photography by Bill Sitzmann

Symone Sanders’ childhood dream never came true.

As a young girl Sanders created an alter ego, that of an intrepid news professional she named Donna Burns. She would grab a spoon as a microphone and report live (from the kitchen of her home) in covering breaking news all across the globe.

“I so wanted to be Donna Burns,” Sanders said. “I so wanted to be that person.”

Donna Burns never really left her, she’s just been just turned inside out. Now Sanders is the one having microphones thrust in her face.

Last August the 25-year-old (she turned 26 in December) was hired as Bernie Sanders’ national press secretary. At a time when many of her classmates from Creighton University’s class of 2013 were still clawing for that first entry-level position somewhere—anywhere—Sanders was taking the national stage in handling an army of “Donna Burns” for the Vermont Senator.

The Mercy High School graduate who had earlier attended Sacred Heart School is the daughter of Terri and Daniel Sanders. Her first taste of politics came as a 10-year-old through her involvement with Girls Inc. At 16 she would be selected by the organization to introduce President Bill Clinton when he spoke at a 2006 Girls Inc. event in Omaha.

Omaha Magazine caught up with her at Bernie Sanders’ state campaign headquarters in Des Moines, Iowa, the day before the Nov. 14 National Democratic Debates at Drake University.


“I feel like I was in the right place at the right time,” she demurred in describing her formative years in Omaha. “Things were pretty stagnant in this town at one time. Now Omaha is breeding superstars. This city set me up for everything I’ve done. It’s an amazing place for exposure, opportunity, and access, and there are so many efforts moving the needle in a good direction…Willie Barney at the Empowerment Network [where Sanders was once communications, events, and outreach manager], the folks at the Urban League, the NAACP, Heartland Workforce [Solutions], Inclusive Communities, Women’s Center for Advancement, and tons of others. There are so many great organizations guiding young people and kids in building better lives and a better city. They’re doing it right, and they’re doing it right there in Omaha.”

In 2014, only 11 months after graduating from college, Sanders would become deputy communications director for Nebraska Democrat Chuck Hassebrook’s unsuccessful gubernatorial bid.

“Symone is the kind of person that people just love to be around,” said Hassebrook, who spent his career at the Center for Rural Affairs, including 18 years as a University of Nebraska Regent. “She’s very smart, but it is her principles and ethics that I perhaps most admire. I’m a huge Symone fan. She’s a person that I hope will be running things someday.”

The day after votes were tallied in the 2014 election Sanders was on a plane to Washington, D.C. to begin a job with Global Trade Watch, an arm of Public Citizen, the nonprofit advocacy think tank founded by Ralph Nader in 1971 to represent consumer interests in Congress.

Also passionate about issues surrounding juvenile justice, Sanders has served on the board of the Nebraska Coalition for Juvenile Justice and recently stepped down as the national chair of the Coalition for Juvenile Justice Youth Committee.

“The system isn’t set up well for minority communities,” Sanders explained as staff and volunteers scurried throughout the campaign headquarters in Des Moines in the run-up to the debate. “Young people need to be involved in juvenile justice because this is so often a young person issue. My brother was incarcerated when he was young. I’ve been arrested myself—I told Bernie all about that right upfront—and this is an epidemic. Black and brown kids are being locked up at a disproportionate rate. It’s a school-to-prison pipeline. What so many of them need is help, jobs—not jail.”

Sanders is also aligned with the Black Lives Matter movement, and it was through that relationship that the campaign team first came to know her. She was brought in to advise the candidate shortly after Black Lives Matter protesters had interrupted a campaign rally in Seattle.

She met with Bernie Sanders to help him better understand and connect with a voting bloc that skews toward Hillary Clinton. Two hours later she was his national press secretary.

“The original Civil Rights Movement,” Sanders said, “is a phrase that was coined so that everyday Americans could understand the issues…so they could wrap their heads around it. That’s what Black Lives Matter is. It’s the same movement, the same ideals, but now for a new generation. There’s nothing new about the movement. It’s the same struggle. It’s the same people shaking things up for social justice. Malcolm X, John Lewis, and Martin Luther King didn’t call themselves Civil Rights leaders. They were just…leaders.”

Sanders has a magnetic personality and speaks in a rapid-fire, staccato fashion. Trying to keep up with her words in transcribing the interview from a micro-recorder was a nightmare of stops and starts, pauses and rewinds. But just as she is known for her mile-a-minute delivery, Sanders also knows when to take it down a notch or three.

During the pre-debate walkthrough of the auditorium, spin room, and media center on the Drake campus later that day, she became a deliberate, finely modulated machine that spoke in an even, deliberate tone in asking questions and soaking up every detail of where, when, and how the candidate and campaign team would navigate the crucial debates in the state where America first goes to the polls in the process of nominating and electing the next occupant of the Oval Office.


And a chance encounter in the spin room had her taking her foot completely off the gas in coasting into a warm, engaging exchange with Donna Brazile, the political strategist and analyst who ran Al Gore’s 2000 presidential campaign and now acts as vice chairwoman of the Democratic National Committee.

Sanders demonstrates a razor-sharp grasp of issues, policy, facts, and figures, and only hesitates when the ever-focused media pro is tossed questions about her personal life that take her at least temporarily out of campaign mode.

It took her seemingly forever, for example, to be able to conjure up her Burlington, Vermont, mailing address when that information was requested so that she could be sent a copy of this magazine. And a query about how many nights she’s slept in her own bed since taking the press secretary gig drew—if only for a nanosecond—a blank stare.

And then she was instantly “on” again in flashing her broad, trademark, light-up-the-room smile in replying, “Bed? You mean my air mattress? I don’t have time to furnish a place. The only beds I sleep in these days are in hotels.”

Over the course of the campaign Sanders has spent a lot of time crisscrossing the nation with Dr. Cornel West. The activist, author, and philosopher is a major Bernie supporter and was again stumping with the candidate in Des Moines.

“Symone Sanders is a visionary,” West told Omaha Magazine the next evening moments before he was to take the microphone as the headliner at a pre-debate tailgate rally where, true to its name, he and other speakers addressed the crowd from the tailgate of a well-worn farm truck in the state where agriculture rules and corn is king. “She has the power to be the voice of her generation. She has the intellect, the moral compassion, and the energy to become a great leader.”

Also “Feeling the Bern” at the rally that night was Creighton senior Dawaune Hayes.

“Symone was always involved in everything on campus,” Hayes said. “She was involved in everything all over town. Everyone at Creighton knew she could change the world someday. Now she’s actually doing it.”

Sanders may already be well on her way to becoming a world-changer, but one thing she hopes remains the same is the secret recipe at Time Out Chicken on North 30th Street.

“The first job I ever had was at Time Out,” she said, “and I worked there all through high school and college when I could—even after college. I miss Omaha. I miss my family. I would kill for some Time Out Chicken right now. And I miss the girls at Girls Inc.”

“Symone was the epitome of a Girls Inc. girl,” said Roberta Wilhelm, the organization’s executive director. “She was heavily involved in our media literacy program called Girls Make the Message. That’s where the girls made their own public service announcements and created their own messages to the world. Not surprisingly, Symone took to that like a fish to water. Ironically, the theme was Girls for President, and now she’s working on a real presidential campaign. Symone is doing big things. She’s going to matter.”

And what message will Sanders deliver the next time she has a chance to visit her hometown Girls Inc.?

“Be smart. Be strong. Be bold,” she said in echoing the nonprofit’s tagline. “You can do anything you set your mind to. Anything. Omaha needs you. The world needs you.”

Donna Burns covered a lot of stories from that kitchen in north Omaha, but it looks like she missed the most important one. Now her creator would be the interview of a lifetime for the ace reporter.