Bad gateway Error code 502

Visit cloudflare.com for more information.
2026-06-13 06:04:44 UTC
You

Browser

Working
Ashburn

Cloudflare

Working
bk8supp.com

Host

Error

What happened?

The web server reported a bad gateway error.

What can I do?

Please try again in a few minutes.

Cloudflare Ray ID: a0aee629d966da96 • Performance & security by Cloudflare

Employment – 2's Company – MagnusInsights.com https://magnusinsights.com Mon, 10 Oct 2022 18:13:16 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 https://magnusinsights.com/wp-content/uploads/cropped-2sCompanyLogov23-32x32.jpg Employment – 2's Company – MagnusInsights.com https://magnusinsights.com 32 32 Formality Never Hurts https://magnusinsights.com/formality-never-hurts/ Mon, 10 Oct 2022 18:15:00 +0000 https://magnus.lisawhitsell.com/?p=3277 In thinking about the job candidates who failed to get out of the starting gate due to their wardrobe choices, I reflected on how formality provides a guide for “good” behavior. Being formal in addressing people with “Ms.,” “Mr.,” “Dr.,” etc. is a good starting place. It is likely you will soon be told to be less formal, but starting out informally might be like wearing shorts to a job interview, a non starter. Assessing the situation, listening to others, and being situationally aware allows one to determine what is appropriate, or not. Melissa can explain the psychological concepts related to internal/external focus further. There are many ways to evaluate a situation; checking websites and social media are good indicators. Turning on one’s listening and observational skills are a requirement. Showing respect by using formal titles, dressing formally (situationally) and being appropriately deferent are good ways to get off on the right foot in a new work situation or a situation involving a new client or customer.

]]> Know What You Don’t Know https://magnusinsights.com/know-what-you-dont-know/ Thu, 06 Oct 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3307 Many years ago, a college professor of mine told me that knowing what you don’t know (or that you don’t know something) is an important sign of intelligence. It was an enlightening discussion and I think I’ve mentioned this in another post. But, it bears further discussion because we seem to live in a world where not knowing what you don’t know is amplified by the media, including social media. Showing your ignorance is apparently not seen as undesirable to some people. I suppose many of the ignorant ones to whom I refer are too ignorant to know they are. But, stepping out on a limb and talking about things the person clearly has no knowledge of seems all too common. I’m venting a bit, but this phenomenon is apparent in many settings. It has been something I’ve seen repeatedly in both personal, and professional, encounters. In the latter, I’ve observed it when working with job applicants who do not realize they are dealing with people who know more about many subjects than they do. For me, quietly listening and learning, all the while assessing what someone is telling me what they know, is an important technique, not only for learning, but to working together. To combine a couple of sayings, going off half-cocked is a sure way to shoot oneself in the foot.

]]> Dress for the Interview https://magnusinsights.com/dress-for-the-interview/ Thu, 22 Sep 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3275 Job interviews are something with which Melissa and I have had considerable experience over the last 30 years. We’ve revised our procedures over time, but we have always utilized an in-person interview as a final part of the process. Regardless of the position for which we are interviewing, we, as a professional practice serving a discriminating client base, have certain expectations. First and foremost, applicants should dress for the job they are seeking. In a professional environment, this means suits/jackets, ties, nice pants and shoes, etc. We’ve had some surprises over the years in which the first impressions were all we needed to know that the individual in question was not situationally aware enough to be hired, or worse, to work with the types of clients we have as trial consultants. There was the young woman, recently graduated with a master’s degree, who flew into town, at our expense, who showed up without her suit jacket “because it was too hot.” We’re in Florida, she was from Texas; heat is normal. Perhaps if she had not made it a point to tell us that she did not wear a jacket because of the heat, we would have thought she intended the no jacket look (though her outfit really called for the jacket). Then there was the guy who was so disheveled that he arrived with his dress shirt ½ way untucked and never realized it. The pièce de ré·sis·tance was the recent applicant for research technician who showed up in a polo shirt and…shorts. He blew his chance at a job by dressing so casually, not even “business casual” – but shorts! Again, because it was hot. First impressions are critical. Having the right look is important. Dressing in the right “costume” for the job is something that should be easy to comprehend. It is hard to overdress for a professional interview. Failing to do so speaks volumes about the applicant’s potential.

]]> Employees Should Cover Each Other https://magnusinsights.com/employees-should-cover-each-other/ Thu, 15 Sep 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3244 This is the 3rd in a series about “covering” or looking out for each other in a work environment. The need to do this is on a top down, down to top, and peer to peer basis. In the immediately prior post, I mentioned an employee who was hostile to another employee. The fact that this was happening was unknown to Melissa or me. To some degree it was known to other employees, but the full extent of it was known only to the junior most employee who was being verbally abused by a more senior employee. “Covering” for each other would have required any employee who was aware of the situation to report it. Another time we had an employee who was drinking on the job. When the intoxicated employee was eventually terminated, one employee reported to us that she was aware of the situation but thought we were trying to help the impaired person. Both situations are examples of NOT covering for each other. Being a “tattle tail” certainly has a negative connotation. Allowing bad things to happen in a workplace should outweigh that connotation. Looking out for each other is critical to “mission success.” The lesson we learned from these experiences is that it is important to discuss various scenarios with employees and explain how they should handle observations about problems among and between other employees. Ensuring that staff know what is expected of them in this regard is crucial to doing the right thing, and doing things the right way.

]]> Cover the Employee’s Back https://magnusinsights.com/cover-the-employees-back/ Thu, 08 Sep 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3242 As I wrote the prior post about the need for employees to cover the boss’ back, I had this post, and the next one, in mind, because covering for each other is critical. It is important for a boss to keep the health and well being of the employees in mind. In our 30+ years of being employers, Melissa and I have had examples of issues where this came into play. One employee had an issue with the hostility of another employee. In that instance, we were kept in the dark about the extent of the behavior by other employees (see next post). For other reasons, the “bad” employee was terminated and the truth of the hostility came out. Another example was on a research day, when a mock juror was verbally abusive and made racially derogatory comments to one of our employees. Melissa overhead these comments and immediately jumped in to help our employee by dismissing the abusive mock juror. I was quickly enlisted to escort the abuser out of the room and facility. We have always known we did the right thing by ending the abuse as quickly as possible and ensuring there was no residual impact on our team member. Another memorable occasion was when one of our employees, a black, Haitian, male, was followed by our local police department and stopped for questioning on multiple occasions while in our neighborhood. I decided the only way to “cover the employee’s back” was to approach a supervisor in our small police department about the issue. Ironically, the supervisor was a minority as well, an Asian man, who at first didn’t know how to react to the situation. But, after a bit of discussion, he helped me come up with a solution that eliminated the “harassment” of our minority employees. These are things you never learn about in business school. Things you may not consider otherwise. But, they are things that demonstrate the need to look out for employees in ways that go beyond the norms of a job.

]]> Cover the Boss’ Back https://magnusinsights.com/cover-the-boss-back/ Thu, 01 Sep 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3240 Who has your back? As a business owner, doing everything is difficult. The ability to rely on employees is critical. In this post, I am reflecting on how some employees are better than others at thinking of the boss’ or company’s best interest. Those who don’t think about the boss, or the company, are a detriment to the organization. As employers, Melissa and I have to depend on the employees not only to do their jobs, but to help us do ours. They need to be our eyes and ears because part of our job keeps us on the road, and focusing on many things. Simple examples of this are keeping up with the mail or messages. Obviously, I’m talking about employees who have earned our trust, but having someone keep up with the mail, alerting us to new cases (which one client often initiated by sending us letters), billing due dates or telephone messages. We’ve had many other things that employees have been in the position to “field” like a baseball player catching a fly ball. On research days, there are many, many factors at play. Relaying information about mock jurors, questions from clients, or issues with a facility (meals, the room temperature, audio/visual equipment) is essential. Sharing the information with us, as the bosses, is important. Being kept in the dark is not what we need. Most employees who have made it past their probationary period seem to have that ability. Those who don’t see this as a part of their job need to work elsewhere. And, those who have intentionally sabotaged the working relationship are beyond redemption.

]]> Vacations https://magnusinsights.com/vacations/ Thu, 11 Aug 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3214 At the time of this post, I am likely on vacation. After missing the opportunity to take a vacation for a couple of years, Melissa and I have been looking forward to it. The visit to this destination, Alaska, was delayed from our original plan and thus, we’ve been working on and revising the plans for months. It is difficult, as small business owners, to get away, really away, and be detached from work for any extended period of time. I’m not sure we ever can. I’ve “worked” from vacations in Hawai’i, Greece, Australia, and more, if only to reply to some emails from clients or staff. The purpose of a vacation is, to me, like rebooting a computer. Our brains need rebooting; they need to be cleared. It is a pressure release, and frees up brain cells from the stresses of daily life which recharges my brain for when I get back to work after the vacation. Permanent vacations have appeal, but I haven’t won the lottery yet. Vacations are a reward for hard work and they are good for mental health as well. Over the years, I’ve noticed some people almost apologize for vacations; I’ve felt that, at some level, when I realize how our schedule impacts our ability to work for clients at certain times. But, a vacation should not be a sign of weakness; rather, it is a sign that one is doing something healthy and productive. Bon voyage!

]]> Give Someone a Chance https://magnusinsights.com/give-someone-a-chance/ Tue, 02 Aug 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3204 John Lennon wrote a song called “Give Peace a Chance.” It is a great song and it has provided me with considerable inspiration over the years. This post is not about giving peace a chance, however. Instead, it is about giving someone a chance. Who is that someone? It could be someone who is young, inexperienced, eager to work, hungry, or just about anyone, for that matter. David and I were fortunate, in our early years of owning and operating Magnus Research Consultants, to have been given a chance by several people. Mike Corso, a prominent attorney in my hometown of Fort Myers, Florida, told David and me to feel free to use his law office if we needed anything, from conference space to a quiet place to rest between meetings. The late Pat Geraghty, also a prominent Fort Myers attorney, retained Magnus on a high profile case soon after we started Magnus and continued to hire us until his passing. Then there was Charlie Stiles. Mr. Charles Stiles was the father of one of my childhood friends, Mary. Our families were neighbors for several years during the time Mary and I were in elementary school and Mary and I were frequent playmates. When David and I founded Magnus, we went around Fort Myers “knocking on doors” for business. Mr. Stiles, as I always called him, was in an executive role at a large bank downtown. David and I went to visit him, to inform him of our new business venture and to get his ideas about who else to call upon as we ramped up our marketing efforts. Lo and behold, Mr. Stiles said he could use our help with a project the bank was planning to do. This project involved marketing research which, by then, I had been doing for 10 years. Although I had no experience conducting marketing research in banking or finance, Mr. Stiles was confident that my research skills could be easily applied to meet his bank’s requirements. Our research project was executed with flawless precision; we made a presentation of the results to the highest echelon of the bank, who seemed pleased with our work; and we were well compensated for our work. It seems that Charlie Stiles was right to place his confidence in me and my fledgling company! David and I have discussed this example of “giving someone a chance” for almost 30 years now. One never knows how much help he or she can provide to someone who needs it. Give someone a chance. And thank you, Mr. Charlie Stiles, for giving me a chance! May you rest in peace.

]]> Exude Confidence/Lean In https://magnusinsights.com/exude-confidence-lean-in/ Thu, 28 Jul 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3210 I’ve had a few instances in my working life when clients or customers reported to me, or my bosses, that I exude confidence. They were reporting that my performance stood out to them in some way. I’ve had similar experiences with particularly good workers in numerous settings. I suppose, by definition, most people are average, so those of us who rise above stand out. For me, it is about getting the job done in a way that the client will be more than just satisfied. Whether it is doing the job faster or otherwise providing a good product/service, I want my work to stand out. In thinking about this, I considered the many times when I’ve observed people who just try to get through life or work “under the radar.” They want to do their job, even if to minimal standards, and keep their heads down. They don’t offer to step up to help the customer or their employer. I’ve employed a number of these type of people over the years and they don’t typically last very long in their positions. This is not how I work, it isn’t how Melissa works, and it isn’t how we want people to perceive Magnus. I know there is always a need for some “worker bees” in any business, and, to a degree, that is fine. But, to have very satisfied clients, they need to see that everyone on the team is working to help them, even on little details. I know the concept of “lean in” has been a hot topic for a few years. As I think of it, I think of leaning in as a way to exude confidence. It is to take charge, or, at least, take ownership of a problem or situation or a task. Going through the motions is not, to me, a good career plan.

]]> Share The Positives https://magnusinsights.com/share-the-positives/ Thu, 21 Jul 2022 17:00:00 +0000 https://magnus.lisawhitsell.com/?p=3208 I observed Melissa do something today that is worth comment. She complimented our clients for the professional and supportive ways they have worked with us, and as a team, to prepare for a jury research project. The clients seemed taken aback to hear a compliment, and they were surprised their behavior was noteworthy. It is just how they operate, but we recognize it as an indication of more professionalism than we sometimes observe. We had another example recently when the clients were particularly good in preparing for research. The clients’ behaviors are not the focus of this post, however; the focus is on giving positive feedback. In today’s world, there seems a much greater tendency to bring out the negatives. Fussing about bad service, fussing about uncontrollable frustrations, complaining, whether warranted or not. Maybe for the sake of good karma, pointing out the good is important. We tip based on good service, so maybe the server knows the customer was satisfied, actually happy. But, unless we take the next step and tell someone they did a good job, the satisfaction is not really communicated. Better yet, telling the supervisor of the person providing good service makes a difference and rewards, at least intrinsically, the person making the effort to do a good job. It takes a little effort to pass along a positive, but it is something I try to do whenever possible. It helps me remember the positives in a world full of challenges.

]]>