by Jason Nemoy

For those that are in transition, be strategic in where you’re conducting your search efforts. Plan it out. Your kitchen counter at home might be a good spot… but sometimes the distractions kick-in. (laundry, television, etc.) Maybe mix it up with a favorite coffee shop or market place. At the end of day, don’t let the real world pass you by. Be as engaged as possible. It might help the psyche, and you never know, you might run into someone who generates a job lead. Be creative.


by Jason Nemoy

For those that are in transition, going through a RIF, a lay-off, or simply being in a professional relationship that doesn’t work out can be really tough. Especially the long-term relationships, like 10+ years. (Although the short-term ones can really sting too.) Coming out of a long-term relationship, I’ve had colleagues say “Where do I start? I’ve been out of the game for so long!” The simple answer to that question is I don’t have one. But, I understand how you feel: a little scared, anxious, maybe a little excited for the new opportunities ahead, or for many of us… deer in headlights. The key is you’re not alone, and please DON’T conduct your search on your own. Dig deep and collaborate with every type of professional in your network, join an Association, get involved in your community somehow, and surround yourself with good people who bring the right value to your journey. Take a positive stand to the break-up, and your professional “reset”. Be creative.


by Jason Nemoy

For those that are in transition, there’s a lot coming at you. Be present with the people you’re with. Ask questions, engage, listen, look for something new that you haven’t considered before. How about reaching out to some of your previous vendor relationships as well? Think about where you’ll be today, and have your business card (mini-resume) ready! Capture the moment. Be creative.


by Jason Nemoy

For those that are in transition and might sense an offer on the way, avoid “buyer’s remorse” by kicking the tires on the potential employer. (If you’re buying a car, kick those tires too.) Don’t hesitate to get any and all questions answered. Request a RJP (Realistic Job Preview) if appropriate and it makes sense. Collaborate with your colleagues. Know what you’re getting into, and get in the mindset of thinking long-term. Be creative.


Over the last three months, we surveyed our network of employers, job seekers, and professionals about topics that are pertinent to today’s market. With 2020 in the rearview mirror, we’re taking time to reflect, summarize the learnings, and share how we plan to leverage these to help our company and our clients succeed in the year ahead.

A recap of what we learned

In October, we polled our network about employee engagement in a remote work environment. While regular video meetings are valued by organizations as a way to maintain engagement when working remotely, they do not enable leaders to foster and maintain company culture or new hire onboarding.

November’s survey explored culture even further and found that the majority of respondents believe that a positive company culture makes them glad to work at their company. The top factors impacting a positive culture? Management and leadership approach, with a focus on clear communication and feedback.

In December, our survey dove deeper into management. The results showed that a good leader leads by example (29% of responses) and can inspire those around him or her (25% of responses). We also learned that the top areas employees would change about their leadership’s management style would be improved communication (34% of responses), and fair treatment of all employees (31%). For those respondents who have left a company due to leadership, an overwhelming 61% of respondents shared that they would advise their manager to be more focused on employee morale.

Takeaways heading into 2021

Leading by example. Improving communication. Ensuring fairness across the board. These are attributes that leaders struggle to achieve in a normal workplace, let alone among distributed teams in today’s remote work environment.

For many businesses, the majority of employees have not been in the same building as their managers for months. The somewhat isolated and siloed work environment brought on by COVID is one many leaders have never had to navigate before. However, keeping open lines of communication and understanding what employees are looking for and value most in today’s work environment is an impactful place to start.

For leaders and employees to prepare for what 2021 (and potentially a post-COVID world) has in store, two things are certain–they must become comfortable with change and uncertainty and continue to adapt.

 What to expect from CSP

Our ears are to the ground and we remain dialed into the issues facing today’s workplace.

In 2021, we’ll continue to poll our network and you can expect to hear more about the topics that matter. We also plan to communicate our expertise from our leaders on timely issues such as the labor market, hiring processes, trends in our key practice areas, and more.

While we do not know exactly what the future holds, we do know that we will continue to provide guidance backed by experience–enabling employers and candidates to improve their workforce and career and resulting in a better tomorrow.

Bring on 2021!