Reimagining the Fall SNAPP Meeting |
At the very moment the SNAPP board learned that our partner Vision Expo West cancelled the in-person show in Las Vegas, we knew we’d need to deliver a dynamic and productive Fall 2020 event—virtually.
We knew from the start that we couldn’t simply turn our usual live program into webinars; that’s not what SNAPP meetings are all about. So we are testing technology platforms and ideas to be sure that we do bring you is must-attend sessions that will recreate some of the camaraderie and networking of our traditional events.
The program pieces are coming into place, but for now, here are some highlights.
Convenient scheduling: The dates of our event will be announced soon, but we anticipate that it will take place across a series of evenings spread out over two weeks in September. That schedule allows the maximum number of people a chance to work the sessions into their schedules.
It’s participatory: To encourage live participation in some sessions, we’re developing incentives that—beyond the usual benefits of exchanging valuable information with other SNAPP members—will provide other tangible rewards. Wherever and whenever we can, we will aim for sessions that allow for free-flowing conversation.
Something for everybody: As always, SNAPP delivers content that is timely, informative, engaging and relevant. We’ll have continuing education, practice management tips, networking and fun. We are planning an opening and closing ceremony to bookend our time together, too.
Send us your input: By now, many of us have attended numerous Zoom meetings and webinars. What have been your standout experiences in virtual get-togethers? Have you and your team hosted any watch parties where you built on the ideas presented? Were there formats or ideas that made you say, “Oh, I’d like to do that again!” Your experience can guide us to a better event. We’d love to hear from you.
Business Ticks Up |
| Jobson Optical Research, mid-July poll results |
Something to Feel Good About
In case you haven’t seen them lately, these videos and photos from ABSee van visits around the country help reinforce the value of what we do in our communities. As Pearle professionals are obviously focused on their businesses and their patients, it really is nice to know that when it’s safe to do so again, we have the infrastructure in place to help those children in our communities whose learning and development is being impacted negatively because of their poor vision.
Back-to-school is going to look different for many SNAPP members this year; how is your outreaching changing?
In case you haven’t seen them lately, these videos and photos from ABSee van visits around the country help reinforce the value of what we do in our communities. As Pearle professionals are obviously focused on their businesses and their patients, it really is nice to know that when it’s safe to do so again, we have the infrastructure in place to help those children in our communities whose learning and development is being impacted negatively because of their poor vision.
Back-to-school is going to look different for many SNAPP members this year; how is your outreaching changing?
Making the Workplace a Safe Place to Speak Up |
Tip of the Month from AmCheck
Right now, organizations across the country are asking themselves what they can do to make their workplaces more inclusive, diverse and equitable, particularly for Black employees. They’re hosting conversations, acknowledging areas where they’ve fallen short and identifying opportunities for improvement.
For these efforts to be successful, employees need to be able to speak freely, offering critical and candid feedback about individual behaviors, workplace practices and organizational policies. None of this can happen, however, if people believe it isn’t safe for them to speak up.
Often, it isn’t. According to a study by the Equal Employment Opportunity Commission (EEOC), 75 percent of employees who spoke out against workplace mistreatment faced some form of retaliation. It falls on employers to show their employees that they can report incidents of discrimination, identify institutional failures and recommend solutions all without fear of retaliation. Preventing retaliation is part of that. Here are a few other ways to establish a firm foundation of trust, openness and respect:
Admit mistakes and make amends
Leaders should show a willingness to be vulnerable and a desire to learn, which can help put their employees’ minds at ease. For example, an employer might acknowledge that they hadn’t previously made diversity a priority for the company, but that going forward, they will strategically place job ads where underrepresented job applicants are more likely to see them and they’ll identify ways to make the workplace welcoming and inclusive.
Reward instead of retaliate
Creating a real sense of safety takes more than preventing retaliation. Employees need to see that providing candid and critical feedback is met with appreciation, gratitude and action from leadership. Employees who identify problems in the workplace or propose solutions should be recognized for their effort.
Tolerate no retaliation
Employers should discipline anyone who violates trust. One instance of retaliation against an employee who reports a problem, if not immediately addressed, can undermine months or years of work and ruin even a stellar reputation for diversity, inclusion and equity. Swift action to discipline the offender and prevent future instances can help repair the damage and restore trust. It shows you’re serious.
Psychological safety takes time to establish, even in companies without a history of overt retaliation. Implementing the three strategies above, however, will lay the groundwork for a culture in which employees feel safe speaking up for diversity, inclusion and equity.
