Greater Lansing Hispanic Chamber

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Welcome to The Greater Lansing Hispanic Chamber of Commerce!

GLHC
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GLHC-SBAM Benefit Brochure 2023

YOUR MEMBER BENEFITS CONTACT SHERRY BRYAN DIRECTOR OF STRATEGIC PARTNERSHIPS AND CERTIFICATION SHERRY.BRYAN@SBAM.ORG CELL: (517) 721-8343 PARTNERS IN BENEFITS GLHC MEMBERS* ARE JOINT MEMBERS OF THE SMALL BUSINESS ASSOCIATION OF MICHIGAN. WITH THAT MEMBERSHIP COMES THE ABILITY TO PARTICIPATE IN THESE MEMBER BENEFITS. *Current direct members ...
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Our Focus: Our Future

We are an inclusive, Hispanic-led organization dedicated to developing the individual talent, human capital, and skill in our region across all industries.

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Workforce development

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Upcoming Events

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Upskilling Tomorrow's Industries, Today.

The Greater Lansing Hispanic Chamber of Commerce is dedicated to meeting the needs of tomorrow by upskilling the workforce of today. We work with all industries to identify their talent needs and help them grow.

Business & Technology

We work with technology firms to help them build the tools for tomorrow.

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Professional Services

Does your firm need people? Consider upskilling the existing workforce.

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Agriculture & Food

Agriculture is one of the oldest industries in the world. We'll help you train the next generation of farmers.

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Manufacturing & Construction

Manufacturing is in our DNA. But finding people is hard. Let us help with that.

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Healthcare

Healthcare is one of the fastest growing industries with no signs of slowing down. Get the people you need to keep up.

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Upcoming Events and Activities

We’re on the move! Join us at one or more of our upcoming events…

Today

End of year Holiday Jam

High Caliber Karting and Entertainment in the Meridian Mall. Please use verbiage from event from last year.

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Latest News & Articles

5 Core Elements to Nurturing a Healthy Culture

By Mary E. Corrado, courtesy SBAM Approved Partner ASE

Workplace culture is like a plant – it needs watering and nurturing to grow. It isn’t stagnant – it is ever changing.  Many people talk and write about maintaining a healthy work culture, but in actuality we should be helping it to grow and change.

Over the past three years many workplace cultures have had to adapt to remote and hybrid work.  A healthy culture is able to adapt to change.  It maintains the core values of the organization but is able to change the way it upholds those values.

Through all of the changes to the work environment, five core elements of a healthy culture will always persist.  The way we achieve them might change, but the core elements remain:

  • Recognition
  • Values
  • Employee Voice
  • Leadership
  • Belonging

Recognition

Recognition makes team members feel supported and part of a greater whole and is a key contributor to employee engagement. A healthy culture gives recognition on a consistent basis – not just on momentous occasions. Leaders should be sure to give recognition when an employee’s action reinforces the organization’s core values.

Values

A healthy culture builds off of the organization’s core values. The core values should be simply stated, easy to understand, and exhibited in the actions of all leaders and managers on a daily basis. Core values are not “set it and forget it.” They need to be consistently upheld and displayed in the actions of all employees, from the top down.

Leadership

One consistent theme of all of these elements is leadership. Managers account for 70% of employee engagement. As they say, employees leave managers – not companies. Leaders should act as examples for employees.

Belonging

A feeling of belonging includes making employees feel welcomed, known, included, supported, and connected. This is achieved through effective onboarding, prioritizing DEI, offering employee resource groups (ERGs), empowering employees, and providing a psychologically safe work environment.

Employee Voice

Encourage and accept feedback from employees. When employees feel safe and trusted at work, they will be willing to speak up, and it’s up to leadership to provide that safe environment. Managers should encourage employees to speak up and take their feedback seriously. It’s also important to provide room for anonymous feedback such as pulse surveys. Leadership should consistently review employee feedback and work to make changes where necessary. When employees know their feedback is taken seriously, they will continue to share.