Action Items to Promote Professionalism






    “Create opportunities and environments to share/educate about Spartanburg’s economic and employment opportunities at all income levels.”



    At each table, participants worked together at their tables to come up with three action items to elevate professionalism in Spartanburg County. Here are all of the ideas from the table groups:

    • Civility in the workplace
    • Open door policies for managers to be better listeners—more development/training for managers
    • Clear pathways for professional growth and community engagement (i.e., Leadership Spartanburg, Grassroots Leadership, etc.)
    • Strategic efforts to identify, engage, equip small businesses and entrepreneurs to work toward business development and medium–long-term success (financing, mentorship, insurance)
    • Meaningful, intentional work with Gen Z
    • Bridge gaps between senior employees and new hires
    • Support and pay for certificates and (? Unclear) professional development/ skills development. Allow job shadowing for interested employees.
    • Apprenticeship programs, internships, flexible by reengineering jobs
    • Transportation: transportation doesn’t take anyone anywhere to work
    • People with drug addictions and convictions
    • Determine why? Gap analysis of why 40-44 year olds are leaving their organizations: chronic illness, age of parents, access to healthcare
    • Recruiting: work/life balance; community support for health insurance and folks starting a business; feel wanted and included
    • Cross-generational mentorships. Re-engage those who have retired to provide mentorships to younger generations. Mentorship has to focus on increasing social capital—coffee and conversation does not equal good mentorship. It can be part but not all.
    • Balance recruitment opportunities to include white collar, technology, and business leadership
    • Create opportunities and environments to share/educate about Spartanburg’s economic and employment opportunities at all income levels.
    • Clear career pathways
    • Consistent recognition programs
    • Diversify employment opportunities for those who are not engaged
    • Don’t overlook people in the middle, 5-10 year employees, for opportunities: Communication between management & employee, transparent with employee about opportunities and if other positions are there to advance, exposure to other aspects of the business
    • Continued professional development, especially in leadership: Have mentors who want to invest in employees; match employees with outside mentors who are similar
    • Trust and support in order to get loyalty from employee
    • Provide public transportation so everyone can reach all businesses and amenities
    • Develop networking and training programs for the technicians in manufacturing spaces (hourly workers)